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The TMA Method is a scientifically validated talent framework built on positive psychology. It focuses on people’s natural talents and drives—not their weaknesses—to help organisations make fairer, more effective decisions about selection, development and leadership.
Used alongside gradar’s job architecture, the TMA Method helps align what a role requires with what people naturally bring—creating stronger person–role fit and more sustainable performance.
Traditional talent approaches often focus on fixing weaknesses. TMA takes a different view.
The method starts from strengths and intrinsic motivation, recognising that people perform best when they can use their natural preferences at work. By understanding what energises people—and what doesn’t—organisations can support development in a more realistic, human way.
At the core of the TMA Method is a behavioural model that brings together three dimensions:
Talents (Will): what someone is naturally driven to do
Competencies (Can): the skills and behaviours required to perform
Culture (May): the environment in which someone can succeed
Observable behaviour is shaped by all three. This makes it possible to look beyond job titles or CVs and understand potential, performance and fit in context.
The TMA Method is supported by a set of practical tools used across the employee lifecycle:
Talent Analysis: a short, online assessment revealing natural talents and drives
Competency Analysis (360°): feedback on observable behaviour in practice
Matching & Management: combining potential and performance in a clear 9-box view
Development tools: targeted learning content and micro-learning via the TMA Talent App
These tools are designed to be used independently by organisations—without the need for psychologists—making them scalable and cost-effective.
gradar uses the TMA competency framework to define success behaviour within job profiles. This creates a natural connection between:
Role clarity (job architecture and evaluation in gradar)
People insight (talents, drives and competencies in TMA)
Job profiles can be exported from gradar to TMA, refined using TMA’s expert tools, and synced back—keeping job architecture and talent frameworks aligned across systems.
The result: clear roles, objective evaluation and talent decisions grounded in both structure and human potential.
Together, gradar and TMA support:
Stronger person–role fit
More objective selection and development
Clearer leadership and succession planning
Fair, transparent and explainable people decisions
It’s a practical combination for organisations that want to connect job architecture, performance and talent management – without losing clarity or control.
gradar brings clarity to how competencies are defined and applied - supporting fair, objective talent decisions.
Job evaluation
Compensation
Pay transparency