When choosing the best way to develop your key employees, here are some questions you should ask:

• Is the approach to learning and development suitable to the current situation and needs of my company? For example, larger companies in a more stable situation will have more time and resources for development compared with, say, a very small company facing the day-to-day fight to survive. With the complete bquest system we are very flexible and pragmatic in our approach. We customize the system to each company. Our standalone services our by their nature customized to each situation and need.
• How will the approach to the learning and development of my employees meet both their individual needs and also the needs of the company? In bquest, we are careful to design learning and development so that it integrates both sets of needs.
• How much time is spent away from work? And if some of the learning is done off-the-job, how is the learning transferred and applied to work? Time off work is obviously a problem for small businesses, so the bquest action learning approach minimizes this. And because learning is done at work, we never have the problem transferring knowledge from the classroom to the real world of the workplace.
• How can I manage the expectations of my employees for promotion or other rewards during and after their development? Many business managers are afraid that by developing their employees they will raise false expectations afterwards. This problem doesn’t occur with bquest where the learning solves actual work problems and increases personal satisfaction and motivation.
• How do I know I am getting value for money? Do I get the biggest bang for my buck?

Click the comparison chart below to see how bquest compares to other options: