Competency profiles

Working from profiles makes selecting and developing people much easier. In the dynamic interplay between organization, individual, and work, it revolves around what someone ‘may’ do, what someone ‘can’ do, and what someone ‘wants’ to do. To gain insight into these three aspects, it is useful to work with competency profiles for specific roles and functions.


When an organization creates competency profiles, everyone can see the expected behavior, the tasks to be performed, and the anticipated results for their role or function. These profiles make it easier to select and develop people because the fundamental principles for each role/function are clear

Competency Model
TMA has its own competency model consisting of 53 competencies, which are elaborated with behavioral examples across four levels (general, operational, tactical, strategic). Each competency is accompanied by coaching advice, development tips, and interview questions, serving as a practical tool for everyday use.

TMA Competency Model

How to compile a profile?

Creating competency profiles for specific roles or functions makes it easier for organizations to select and develop people. A profile clarifies what the organization expects from individuals in specific roles and functions. Once profiles are established, there is a quicker overall understanding of the combination of role, work, and people, considering their preferred behavior, talents, pitfalls, and potential.

1.) Determine Result Areas: First, identify the result areas that are relevant for the role or function.
2.) Define Tasks: Next, select one or more tasks within each result area that employees must perform within the role or function.
3.) Identify Required Competencies: Specify the specific competencies an individual must possess for this role or function.
4.) Determine Required Behavior: Finally, define the specific behavior that operationalizes the chosen competencies.


Validated profiles based on the STYR model

In addition to the standard method of creating profiles, TMA also offers an additional service in the form of validated profiles based on the STYR model. The STYR model distinguishes an organization into six groups of people, each with their own problem-solving abilities and added value. These six groups differentiate themselves by a specific problem-solving capacity for a role and can be assessed using the diverse talents of employees. With the help of this model, you can create a validated profile in just four clicks!

more about validated profiles

Talent development modules

In addition to our solution for creating competency profiles, we have assembled four modules that allow organizations to shape talent-oriented development for employees, teams, leaders, and the organization.

TMA Competency Library

Make an appointment for an inspiring introduction

Understanding the entire TMA philosophy and overseeing all the possibilities of talent-oriented work can be overwhelming.
Therefore, we would like to visit you and provide more information about our modules without any obligation.