The TMA Competency Model is a structured framework that identifies and defines 53 competencies relevant for success in a specific function or role within an organization. Competencies refer to the specific knowledge, skills, and behavioral characteristics required to perform well in a particular role.

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How Does the TMA Competency Model Work?

TMA utilizes advanced psychometric instruments to measure and analyze employees’ competencies. These measurements are then compared to the desired competencies for the position in which the employee is currently working or wishes to work. Based on this comparison, a detailed picture of an individual’s strengths and development areas related to the required competencies emerges.

Why Is the TMA Competency Model Important?

This model offers several benefits to organizations:

Personalized Development: It helps identify specific developmental needs of employees, allowing training and development plans to be tailored to their individual competencies. Relevant for onboarding, talent management, learning, and performance.
Recruitment and Selection: It assists in selecting candidates who possess the right competencies for a particular role, resulting in a better match between candidates and positions. Relevant for recruitment and application tracking.
Feedback and Growth: It provides valuable insights into employees’ strengths and weaknesses, enabling them to grow and contribute to the organization’s objectives. Relevant for talent management in terms of development and performance.
Strategic Planning: It empowers HR teams to make strategic decisions regarding talent management and development, based on concrete data about competencies. Relevant for management decision-making.

In summary, the TMA Competency Model is a powerful tool that enables organizations to more effectively manage their human capital. It offers insights into employees’ competencies, leading to better decision-making in recruitment, development, and career planning, ultimately enhancing organizational performance and growth.

Online Competency Model

53 TMA Competencies are used for:

Profiling for job descriptions

The TMA Competency Library enables organizations to develop profiles for roles, teams, functions, and projects. These profiles are the most effective approach to communicate what the organization wants from its personnel.

0, 90 or 360 degree feedback

Competency profiles are an excellent basis for feedback. TMA offers comprehensive 360-degree feedback: Create a profile and start your online 360-degree feedback on competencies now!

Basis for TMA Career Coach

TMA Career Coach analyzes 8,000 career opportunities and offers the largest and most sophisticated search engine for current job openings. It includes detailed skill descriptions and job criteria for each position, as well as relevant TMA competencies. The commercial edition of TMA Career Coach includes a strong search engine that indexes practically any online vacancy in seconds.

Combined with TMA Talent Assessment

The TMA Talent Assessment reports on personality and reveals 22 motives, 53 competencies, and 44 TMA talents in a positive and non-judgmental way.

Combined with TMA Career Assessment

Encourage your candidates to choose a different career path. TMA Talent Assessment, when combined with TMA Career Assessment, allows you to quickly identify your candidates' talents, easily developable competencies, interests, and, most importantly, open positions.

FAQ

What are competencies?

Competencies are the talents, drives, skills, and abilities that manifest as visible behaviors and contribute to individual and organizational performance.

Why are competencies important?

Hiring employees for specific positions or functions based on their skills and abilities is an effective strategy for communicating expected behavior. Employees perform better, feel more involved, and produce more tangible results for the organization when they understand what is expected of them.

Why use TMA Competency Library?

The 53 TMA competencies have been extensively validated and contain behavioral examples for each competency at the operational, tactical, and strategic levels. TMA's Competency Library enables organizations to create profiles for roles, teams, functions, or projects.

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