1. TMA Method HR-Solution provider

2. TMA alignment model

3. TMA; reinvented the art of assessment. Aligned assessments –Matching strategy with individual talents & professional behaviour. Inspiring assessments –Clarifying the path of development, mastery and performance Aligned ownership –Necessary effort & commitment of all stakeholders

4. TMA; range of conduct Organisational branding and (job)profiling Recruitment & on boarding processes Employee reviews & development Retention, Redundancy & outplacement Talent- competence & performance management Selection – development & potential assessments

5. TMA Facts Improvement of shareholders value with 30% Significant reduction cost of hire & assessments Minimizing out of pocket cost for competence – talent & performance management decreasing drop outs with 25% (improving retention) Improving performance with 27% Accomplishment for award for best employer of the year by CLR.

6. The Analysis Process (Added validity of HR instruments: Schmidt & Hunter, 1998, p 265) TMA process S / D / ESourcePredictor of performanceValidity coefficient S / D / ETMA AssessorStructured interview.51 S / DTMA AssessorSimulation exercise.54 S / D / ETMA CAPIntelligence analysis.51 S / D / ETMA ACTalent Competence analysis.41 D / ETMA BIAProfessional analysis.48 DTMA 360Competence analysis.48 S / D / ETMAPersonality analysis.41 SExternalReferences.26 SCVYears of training.10 Sletter of motivationInterests.10 SCVYears of working experiences.18 S: Selection D: Development E: Employability

7. HR Challenges Knowledge Capabilities Convictions, values and standards Motivation and ambition Aptitude and personality Intelligence (IQ,SQ & EQ) A competence is a capability that is expressed by observable behaviour Behaviour

8. Translated into TMA

9. De 22 TMA Drives / 44 Talents

10. TMA Performance matrix©

11. Closure TMA method Solution provider for HR issues Sound principals Outstanding track record Powerful instruments Thank you and cherish your talents!