Coverage of GTML™ Exams
Broadly, the questions appearing in TMI exams purport to check and validate examinees' awareness and knowledge about the general frameworks of Talent Management; key practices
and trends in 21st century Talent Management, and critical issues, challenges & opportunities in the discipline today. TMI exams - in keeping with the TMI framework
TMI-UKF™ and the TMI Body of Knowledge - steer clear from human resource management, and stay focused on Talent Management. Examinees are expected
to be already aware of human resource management to be able to get recognition further for their readiness for Talent Management.
TMI certification exams feature questions drawn from a wide selection of Talent Management areas a knowledge in which, the TMI body of knowledge defines as essential-to-have
for individuals intending to be recognized and credentialed by TMI. The framework or scope of content and coverage of TMI exams is defined reasonably well by the
TMI text prescribed for the GTML™ exam-takers – The Talent Management Handbook for Practitioners. More specifically, the following topics have
been prescribed by the TMI Professional Certification Board in which the knowledge of examinees are tested by TMI Exam questions:
|Knowledge Dimensions Covered
|PART A: Defining Concepts & Perspectives in Talent Management
Includes questions from 5 mandatory knowledge dimensions covering aspects like Management, business & Talent Management imperatives in the 21st century; the Talent Management ecosystem and talent‐need analysis and talent competence assessment frameworks for organizations
|PART B: Elements of Strategy & Leadership in Talent Management
Includes questions from 10 mandatory knowledge dimensions covering aspects like Strategic Talent Management; building competitive advantage through integrated Talent Management; sustainable talent development; talent pipeline building; executive onboarding; identifying and assessing high-potential talent; developing leadership talent and managing leadership talent pools
|PART C: Critical Focus Areas of Talent Management Practice
Includes questions from 8 mandatory knowledge dimensions sweeping across areas like Talent engagement; building functional expertise; managing and measuring Talent Management effectiveness; global Talent Management; talent supplies in global organizations; succession planning; performance management and technology deployment in Talent Management
|PART D: International Talent Management Experiences & Insights
Includes insights, experiences and cases on talent development, integrated Talent Management, talent practices, Talent Management adoption and boardroom view of Talent Management in some of the world’s most enduring business corporations. Also covers CHRO perspectives on Talent Management as well as perspectives on critical research issues & the future of Talent Management practice
|PART E: Talent Leadership Capabilities
Includes questions from 11 mandatory knowledge dimensions covering aspects like strategic mindset; decision making, thinking and analytics, growth, global management skills, change readiness, personal leadership philosophy, boardroom capabilities and thought leadership
|PART F: Future Readiness
Includes 21st century work trends and insights, organzations of today, work and workers of tomorrow, organizations of tomorrow, integration of technology in Talent Management, adaptation for future work, work flexibility and critical perspectives on the declining need of managers in some of the world’s most enduring global business organizations
|Total Number Of Questions
Structure & Nature of a Typical GTML™ Exam
A typical GTML™ exam test-paper includes 60 questions - a mix of THREE types.
TYPE A - GENERAL UNDERSTANDING OF CONCEPTS
Questions directly test the examinees' ability to correctly and precisely recollect concepts, principles, techniques, and generally accepted practices in contemporary
Talent Management. The answers to TYPE A questions will reflect examinees' awareness and comprehension of critical Talent Management concepts, elements, and issues as
enshrined in the TMI Body of Knowledge. TYPE A Questions would be facts-based with answer-options being clear statements - either clearly correct, or incorrect. There
is only one CORRECT answer to TYPE A questions, and examinees are scored only if the correct options are selected/ checked.
TYPE B - ABILITY TO APPLY UNDERSTANDING & KNOWLEDGE
Questions directly test the examinees' ability to APPLY and DEPLOY their awareness, understanding and appreciation of the concepts, principles and techniques in real-life
practice of Talent Management. The answers to TYPE B questions will reflect examinees' capacities for critical analysis, judgement, and objectivity in measuring and gauging
Talent Management challenges scientifically and devising approaches, plans, and programs to resolving them with accountability and higher degree of success and
effectiveness. TYPE B Questions also would all have four answer-choices and ONLY one of these four would be INCORRECT. The rest of the THREE of these ANSWERS would
be principally correct, but they represent varying levels of suitability for the situation expressed in respective questions. The best of these THREE answers carries
the maximum 10 marks, and the least suitable the least – 5 marks. The third correct answer with mid-level suitability carries 7.5 marks. Examinees have to choose only
ONE of these FOUR answer choices and they are scored 0, 5, 7.5, or 10, depending on their choice of answer-option.
TYPE C - UNDERSTANDING OF ISSUES AND ELEMENTS OF PRACTICE IN GLOBAL CONTEXTS
Questions directly test the examinees ability to RECOLLECT, APPLY, and DEPLOY their awareness, understanding and appreciation of unique global forces and elements that
demand using the concepts, principles, and techniques in real-life practice of Talent Management in a specially informed and mature manner. The answers to TYPE C questions
will reflect examinees' capacities for critical analysis, judgement, and objectivity in measuring and gauging Talent Management challenges in large, complex global organizations
with diverse workforce, and tackle them with accountability and higher degree of success and effectiveness. TYPE C Questions also, like TYPE B ones, would all have
four answer-choices and ONLY one of these four would be INCORRECT. The rest of the THREE of these ANSWERS would be principally correct, but they represent varying
levels of suitability for the situation expressed in respective questions. The best of these THREE answers carries the maximum 10 marks, and the least suitable the
least – 5 marks. The third correct answer with mid-level suitability carries 7.5 marks. Examinees have to choose only ONE of these FOUR answer choices and they are
scored 0, 5, 7.5, or 10, depending on their choice of answer-option.
The Objectives and Principles Underlying the Design of GTML™ Exam
The TMI exams aim at validating the registrants’ potential and capacity to effectively perform a breadth of Talent Management roles and functions in complex, large organizations
operating within a transnational business/ non-business system. The TMI exam system validates this potential through assessing registrants’ knowledge about Talent Management
theory and practice, and their ability to apply this knowledge to achieve excellence in their performance of the roles assigned to them. These exams are designed on
standards derived from the TMI Standardized Knowledge Architecture for Practice Excellence. TMI-UKF™ is the capstone TMI framework
on which the TMI Body of Knowledge has been fleshed out to redefine the profession of Talent Management in the 21st century.
TMI exams test registrants on their knowledge of the state-of-the-art principles, theories, techniques, tools and generally accepted practices of Talent Management
as boned out in TMI-UKF™. These exams expect that individuals being assessed for their TMI credentials not only read the material contained in the TMI
Starter Kits, but also constantly maintain familiarity with the latest in Talent Management theory and practice by reading journals and books; attending podcasts
of experts and participating in professional development programs and events.
Qualifying the GTML™ Exam
Usually, a score of 65%-70% on the aggregate in an GTML™ certification exam can be safely deemed to be eminently qualification–worthy, yet, practically
an examinee's actual, individual scores do not decide the recommendation for credential award. Instead, the final recommendations for the GTML™
award are actually given by the TPCB after considering the benchmarked scores – which are derived by scaling the actual scores of examinees of a particular exam
event by a factor denoting the variances of scores obtained by the entire universe of examinees in the same exam event. The TPCB certification award recommendation
system works on the affirmative–action approach, ensuring that examinees across various exam regions do not suffer or gain because of the uncontrollable systemic
or environment elements.
Preparing for the GTML™ Exam
Since all GTML™ exam-takers typically are growth-bound senior HR professionals looking at breaking out of the conventional HRM rut, they should realize
how important it is for TMI to assess and validate their potential and capabilities before credentialing them fit for serious responsibilities. If you are registered
for GTML™, we suggest the first critical step you should take is to pause and size up the gigantic expectations of Talent Management understanding,
knowledge and perspective that employers will have of you. It is critical for all GTML™ aspirants to focus more on building up their knowledge on
global dimensions of Talent Management practice to be able to perform well – the exams will be taken care of better this way. While the TMI GTML™
Resource Box contains reading-books as well as guidelines on how to study for the GTML™ exam, you should avoid getting the impression that studying
from these can prepare you completely for your exam.
As a global HR practitioner already, you will agree that Talent Management is still an evolving discipline, and will perhaps never become an exact enough science to
be contained in all its completeness in one single textbook, or even in a few of them. There is a grave danger of our understanding of Talent Management getting
restricted if we decide to refer to just a couple of books or a few more. Indeed, TMI has evolved its landmark essential knowledge model in what is the world’s largest
and most extensive ever project on defining knowledge essentials for excellence in Talent Management. Yet, as said earlier, simply because of the enormous and growing
breadth that Talent Management covers, it is impossible to prescribe a single, omnibus exam reference resource, sources, texts or references etc., for preparing for TMI
certification exams. As the world’s foremost standards and credentialing body in Talent Management, TMI shoulders the onerous responsibility of covering the entire
landscape of contemporary Talent Management, and everything else that may be connected to it, for only then, can TMI claim it has assessed and validated individuals across
all areas that impact, or have the potential of impacting their professional capabilities for practicing Talent Management.
Hence, to ensure that you groom yourself into the most dynamic and perceptive of young HR leaders of tomorrow, TMI advises you to read extensively on the subject
from as many sources as possible. Please do refer to the Exam Preparation Guide included in the GTML™ Resource Box to know some of the important
external resources and modes you can use to expand your understanding of Talent Management, as well as prepare better for your GTML™ examination.
While all TMI GTML™ examinees are clearly advised to use the official TMI publication – The TMI Practitioners’ Handbook on Talent Management–
as the master reference for preparing for their exams, this text in no way can be assumed to prepare an examinee completely enough for the GTML™
examination. Though, a sizable number of questions in a typical GTML™ exam are certainly drawn from content which is available in the Handbook, other
questions in the exam are drawn also from content that is external to the TMI Handbook and suggested references. Indeed, the topics of all GTML™ exam
questions are covered in the TMI Handbook, their treatment is not extended or detailed enough to provide the necessary depth. We therefore strongly advise all GTML™
examinees to tap as many online and offline resources as possible to not only comprehend how Talent Management concepts and theories impact business and HRM, but also how
businesses and organizations today expect talent-focused human capital management to help them navigate through successfully into the future.