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TMA Middle East is the exclusive service provider for the TMA method in the Middle East region. Together with our partners, we help people do the work they love doing. Always.
explained
The TMA method connects organizations with individual and individual employees. The TMA recognizes that there are two areas: the domain of organization; Including values, strategy, vision, goals, objective etc., otherwise known as competency management and individual domain; Including talents, motivations, cognitive abilities, values, standards, skills, experience and competencies, known as talent management.
Competencies are talents, motivations, skills, and abilities that are expressed as behavior that can be observed and that contribute to individual and organizational performance. Thus, competency management relates to the organizational sphere, enabling employers to create clear and concise expectations about the specific roles that can be used in recruitment, selection, performance, development, appraisal, compensation and benefits.
Through their own lives and experiences, individuals acquire natural talents, motivations, and strengths. This results in their preferred behavior, which can be monitored and managed. So talent management is about the individual domain.
Talents are the natural strengths that a person uses to get what he wants subconsciously. TMA identifies talent in 6 dimensions, including:
Emotional balance
Motivation
• Social talents
Influencing talent
• Leadership
• Organizational talent
How can an individual add value to an organization and where?
The alignment comes when the preferred behavior meets the expected behavior. Therefore, aligning the organization not only takes into consideration matching the right person with the right role in terms of their talents / skills / abilities, it also makes sure that there are shared values for longevity and the development of a new collaborative framework with positivity. Work culture.
TMA understands that if an individual does not hold the same values as the organization, then a good match cannot be made in the long run. Although an individual may have a specific talent, without the necessary motivation, there is little chance of developing.
Aptitude (behavior) consists of talents-related motives. Behaviors can be learned and developed, but there has to be a drive to do so.
Moreover, TMA believes that everyone should be permitted and encouraged to act from their strengths. By doing this, employers provide an opportunity for individuals to thrive, which will have direct positive effects on the growth of the organizations as a whole.
Competency management cannot exist without talent management, and talent management cannot exist without talent management.
The TMA method uses positive psychology to report 22 drivers, 44 talents, and 53 TMA competencies. Unlike other metric score systems, there is no "negative", so that a low score also means that an individual is gifted in this area. The example below shows Demand and Structure as a drive ...
The TMA method combines talent and talent to drive performance and return on investment.
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TMA Middle East works only with partners to implement the TMA method in the Middle East region.
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Many personal trainers and coaches use the TMA method to spark meaningful conversations.
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Create clear and concise expectations for specific roles using TMA's comprehensive competency library and with the help and input of a number of different stakeholders, including employees, managers, leaders, human resources and more.
Create a new collaborative framework with strong talent dialogue to improve performance from the start
Get the right people to work together according to individual learning styles to encourage peer-to-peer learning and strengthen positive work cultures. Teaming concerns the Inclusion of all team members and the most effective use of talents.
Capture and nurture talent while avoiding pitfalls by using TMA's unique performance matrices that will clearly define areas to be developed according to talents and competencies
Take appropriate training measures that are compatible with the needs of individuals with the needs of the organization. Continue to use existing talent and create an environment in which the new acquired skills can be used effectively.
Using psychoanalysis, along with talent assessment tools, place your employees in the right role according to talents, motivations, ambitions and goals.
Benefit as a fair employer by supporting transitions outside your organization. Everyone has dreams and goals. Maintain an organization full of motivated and motivated individuals by retaining employees who wish to continue their growth within your organization, or increase the employability of those who do not.
Find the right role for you and get a free demo of our reviews.
We apply the TMA method in organizations with our partners.
The TMA method combines talent and talent to drive performance and return on investment.
Obtain a license to implement the TMA method and consult organizations on integrated talent management.
