TMA’s talent assessment solutions range from building  job descriptions that target the outcomes you want and the behaviors you need to providing assessment and feedback to current staff, to defining future staff needs. In order to do that it is important to consider each staff member’s core strengths, motivators and personal values. We use different assessment tools to produce these results. The process then provides recommendations on job definition, hiring, on-boarding, team building , and aligning performance with your business direction.

Assessment for Hiring and Development – The Caliper Profile

We aid our clients make the right decision in who to hire and promote by matching people to needs. By developing behavioral job descriptions and providing accurate (valid and reliable) assessments from Caliper Corporation we can minimize bad hires and promotions

For more than a half-century, Caliper has helped more than 28,000 companies around the world get clear about selecting the right people, developing the best talent and creating the organizational culture they need to succeed.

Caliper’s Assessment Instruments  supply objective, accurate employee assessment instruments, which provide data for measuring a person’s potential, personality characteristics, individual motivations, and likely behaviors on the job. When people are in roles that are best suited to their basic personalities and motivations, they not only perform well—their productivity actually surpasses expectations. Caliper’s premise is that skills can be taught, but you can’t teach attitude and motivation.

Whether you need to hire for an important position, promote a key employee, reduce turnover, improve the effectiveness of a team or develop your leaders, Caliper Assessment Instruments can remove the uncertainty and help you make the best decisions for your company’s specific needs. The key to our success—and that of our clients—is that we start with who the individual is and determine how that person can fit into and grow with your organization. With over five decades of experience, as well as our thought leadership published in the Harvard Business Review and articles featuring Caliper in publications such as the Wall Street Journal and Forbes, the Caliper Profile can help you achieve bottom-line results with your staff and give you a new appreciation of your people as the most valuable among all of your company’s assets.

The Myers Briggs Type Indicator

The purpose of the Myers-Briggs Type Indicator® (MBTI®) personality inventory is to make the theory of psychological types described by C. G. Jung understandable and useful in people’s lives. The essence of the theory is that much seemingly random variation in the behavior is actually quite orderly and consistent, being due to basic differences in the ways individuals prefer to use their perception and judgment. TMA uses the MBTI for individual coaching and team building. It provides insight into people’s preferences and how the appreciation of different styles of behavior can lead to more productive communication and use of each person’s gifts.

MEASURING THE ALIGNMENT OF PEOPLE AND PROCESSES© (MAPP)

MAPP is a research based, statistically proven model and organizational assessment that:

  • Identifies and measures an organization’s DNA.

  • Identifies how the organization links its people to its strategy through its mindsets, behaviors and processes.

  • Is a simple way to understand, view and think about alignment.

  • Is a model of organization dynamics, of the interrelationship between an organization’s mindsets, behaviors, and processes. 

  • Measures and illustrates how well an organization’s mindsets and behaviors align with its strategy.

  • Is a map of how an organization performs.

  • Guides executives in their efforts to obtain higher performance from current resources.

  • Is a blueprint for higher performance.

  • Is a research-based model to help executives:

  1. Transform their organizations

  2. Develop strategic capabilities

  3. Execute new strategies

  4. Improve performance

  5. Assess the viability acquisitions

  6. Measure impact of initiatives