TALENT MANAGEMENT & EMPLOYEE EXPERIENCE
Right people.
Right environment.
Real Performance.
Talent solutions that reveal who your people are, and employee experience solutions that show what they need to thrive.
TMA Performance helps you hire, develop, organize, and engage people based on how each person is wired and how your organization is built.
Brain Profiles · Talent Analysis · 360 Feedback · Engagement Surveys · Performance Check-ins
Our Solutions
Six solutions across the employee lifecycle
Start where your need is greatest and add solutions as you grow. Each one works on its own and gets stronger alongside the others.
- Talents
- Organize & Rewards
- Performance
Talent Identification & Selection
Pre-hire assessment for your core positions, so you see how candidates think and how they are wired before you make an offer.
What we solve for
- Critical thinking, problem-solving, and logical reasoning
- Cultural fit, work style, and interpersonal traits
Onboarding & Development
Guide the move from candidate to contributing employee with a candidate portal, onboarding surveys, and structured check-ins.
What we solve for
- Ongoing development through the first 90 days and beyond
- Regular check-ins and performance conversations for new hires
Career Mobility
Connect people to jobs and skills through clear job frameworks, so employees see where they can grow and you fill roles from within.
What we solve for
- Matching individuals to roles based on skills and potential
Strategic Workforce Planning
Bring your people data together into a picture unique to your organization, then plan for the capabilities your strategy will need.
What we solve for
- Your current state: skills, demographics, capacity, and structure
- Gaps between today’s talent and future demand
- Internal redeployment to close those gaps
Employee Experience
Engagement and lifecycle surveys that show how employees experience their work, with clear guidance on what to do next.
What we solve for
- Culture: values, leadership, recognition, and daily interactions
- Every lifecycle stage: attract and hire, onboarding, development, retain and exit
Performance Management
Employee-led check-ins replace the once-a-year review and build the appraisal record as the year unfolds.
What we solve for
- Planning: goals and expectations that match company targets
- Monitoring: regular check-ins, not a yearly review
- Developing: coaching, feedback, and training
- Evaluating and rewarding: structured appraisals and recognition
Not sure where to start?
Most clients begin with one solution and add others as their needs change. We will help you find the right starting point.
Our assessments & surveys
The tools behind every solution
Assessments show who your people are. Surveys and check-ins show how your environment supports them. Use one or combine them to fit your needs.
● Understand the individual
Brain Profiles
Cognitive potential
Insight into how a person learns, processes information, and solves problems. Most useful as a pre-hire screen.
Used in
Talent Identification & Selection
Career Mobility
Talent Analysis
Natural drives & talents
A personality assessment that shows what motivates each person and where their natural talents lie.
22 drives and 44 potential talents
Used in
Talent Identification & Selection
Onboarding & Development
Career Mobility
360 Feedback
How others see behavior
Confidential feedback from managers, peers, and direct reports on the behaviors that matter in each role.
80 competencies and 320 mapped behaviors
Used in
Onboarding & Development
Performance Management
● Understand the environment
Engagement Surveys
How people experience work
Annual engagement and lifecycle surveys that measure the employee experience, with clear guidance on what to act on first.
Used in
Employee Experience
Onboarding & Development
Performance Check-ins
Ongoing performance
Employee-led check-ins that keep goals, progress, and recognition current and build the appraisal record as the year unfolds.
Employee-owned performance
Used in
Performance Management
Onboarding & Development
Not sure where to start?
Most programs pair an assessment with a survey. Tell us what you are solving for and we will map the right tools to it.
22 · 44
drives and possible talents measured in the TMA Talent Analysis
80 · 320
competencies and mapped behaviors in our 360 library
30 Industry
employee engagement survey benchmarks
Project Team
and consultants to help coordinate and fulfill your organization’s goals
The problem
Most organizations manage talent in pieces.
Hiring, onboarding, careers, structure, and performance each run on their own tools and assumptions. Engagement efforts plateau because the other half of the equation, individual fit, never gets measured.
1
Talent management is fragmented across systems and teams
2
Hiring decisions are made without pre-hire assessment
3
Workforce planning stops at staffing needs, filling seats rather than roles
4
Leaders lack a clear view of the talents and capabilities of their people
5
Job descriptions and career pathways are unclear or missing
Part of the TMA group
Four specialist companies. One talent management approach.
A scientifically grounded methodology that brings talent, organizational design, performance, and compensation together, so your people decisions work from the same understanding.
Talents & drives
The talent methodology behind every assessment.
Performance, experience & advisory
Engagement, 360 feedback, check-ins, and the advisors who help you act on them.
Cognitive potential
Insight into how people learn and solve problems, strongest in pre-hire screening.
Job architecture & rewards
Job frameworks, job evaluation, and transparent compensation.
Happy people, performing organizations.
Tell us where talent management feels fragmented today. We will show you where to start.
Join Us at Our Next Event!
TMA Performance hosts expert-led webinars and learning events designed for HR leaders, executives, and managers focused on elevating organizational health and employee experience. Many sessions are free and eligible for SHRM Professional Development Credits (PDCs).