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When you use profiles, selection and development processes become easier. Organizational dynamics revolve around what everyone ‘may’ do, ‘can’ do, and ‘wants’ to do. To make these three aspects clear, it is helpful to work with competency profiles compiled for specific functions or roles.
When your organization draws up competency profiles, everyone will see what behavior is expected from a certain function or role, what tasks should be done, and what results you want to achieve. These profiles make selection and development processes easier because they clearly define all the main points for every position.
TMA developed a competency model of 53 competencies expressed in behavioral examples of 4 levels (general, operational, tactical, and strategic). Every competency is supplied with coaching and development tips and interview questions for daily use.
Competency profiles for specific functions or roles simplify selection and development processes in your organization. They make what you expect from your employees clear. Once you have them done, you will gain a complete insight into the combination of the role, work, and people with their preferred behavior, talents, pitfalls, and potential.
In addition to the classic way of making up profiles, TMA offers validated profiles based on the Styr model. The Styr model divides the whole organization into six groups according to people’s problem-solving skills and added value. Incorporate Styr into TMA, the Talent Method, and get a validated profile in just four clicks!
In addition to competency profiles, we have designed four modules to help your organization with the talent development of your employees, teams, and leaders.
Understanding the entire TMA philosophy and overseeing all the possibilities of talent-oriented work can be overwhelming. Therefore, we would like to provide more information about our modules without obligation.