Thinking outside the box
“When a person does work that suits them better this person is just happier”, says an HRM manager who has enough experience to know what is correct. “Happy people are in their position with much more energy and vitality. This is not only in the interests of employees themselves but of the entire company. Empowering people is one of the pillars in the strategic framework.”
According to talent development consultants, employers need to increasingly look at people’s talents and the composition of teams; for ways to get talented people in the right place, suitable for employees and organizations. Those who previously worked with the TMA Method know that if you use it in an appropriate structured manner, this instrument has many possibilities and gives people a lot of benefits. You should also be aware of the fact that it should not just be used as a goal in itself, but that it has to be appropriate for an organizational issue.
The added value of the TMA Method is that the report and the subsequent interview with the management provides insight into who they are, so that they know better what they are good at and what their pitfalls are. It also ensures that managers and their direct colleagues know better when someone is in a proper position. Then you can see if you are exploiting that potential. Many tools don’t give you an opportunity to think outside the box, but everyone is unique in their own way and has talent. You have to realize that.
The managers and HR advisor of the bank were soon enthusiastic about the TMA Method and after a successful pilot, discussions were held with the rest of the employees. “The managers and HR saw the versatility of it, for example that you can use the talent and motivation assessment for the inflow of new employees, personnel planning and the personal development plan (PDP).”