Coverage of GTML™ Exams
Generally, the questions appearing in TMI exams aim to check and validate examinees’ awareness and knowledge of the general frameworks of Talent Management, key practices and trends in 21st century Talent Management, and critical issues, challenges and opportunities in the discipline today. TMI exams, in keeping with the TMI Universal Knowledge Framework, steer clear of general Human Resource Management topics and stay focused on Talent Management. Examinees are expected to already be knowledgeable of Human Resources to prepare them for a more in-depth course in 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
is tested:
Knowledge Dimensions Covered
|
Total Questions
|
PART A: Defining Concepts & Perspectives in Talent Management
Consists of questions from five mandatory knowledge dimensions including
management, business and Talent Management imperatives of the 21st century, the
Talent Management ecosystem, talent‐need analysis, and talent competence assessment
frameworks for organizations
|
6
|
PART B: Elements of Strategy & Leadership in Talent Management
Consists of questions from 10 mandatory knowledge dimensions including
Strategic Talent Management, building competitive advantage through integrated Talent
Management, sustainable talent development, talent pipeline building, executive
on-boarding, identifying and assessing high-potential talent, developing leadership
talent, and managing leadership talent pools.
|
12
|
PART C: Critical Focus Areas of Talent Management Practice
Consists of questions from eight 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.
|
14
|
PART D: International Talent Management Experiences & Insights
Consists of insights, experiences, and cases focused 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. It also covers CHRO perspectives on Talent Management as well as perspectives
on critical research issues and the future of Talent Management practice.
|
14
|
PART E: Talent Leadership Capabilities
Consists of 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
|
8
|
PART F: Future Readiness
Includes 21st century work trends and insights, organizations 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
|
6
|
Total Number Of Questions
|
60
|
Structure & Nature of a Typical GTML™ Exam
A typical GTML™ exam includes a mix of Type A, Type B, and Type
C questions for a total of 60 questions.
TYPE A- GENERAL UNDERSTANDING OF CONCEPTS
Questions directly test the examinees' ability to correctly recollect principles
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 as outlined in the TMI body of knowledge. There is only
one CORRECT answer to TYPE A questions, and examinees are scored only if the correct
options are selected.
TYPE B- ABILITY TO APPLY UNDERSTANDING & KNOWLEDGE
Type B questions directly test the examinees' ability to apply their understanding
of the concept of Talent Management in real life scenarios. The answers to TYPE
B questions will reflect examinees' capacities for critical analysis and gauging
Talent Management challenges. Answers will then measure examinees abilities for
devising approaches and resolutions to challenges with a high degree of success
and effectiveness. Type B questions 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 accuracy for each respective question.
The best of these three answers carries the maximum 10 marks, and the least suitable
receives 5 marks. The second 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
Type C questions directly test the examinees ability to recollect and apply their
awareness and understanding of unique global concepts that directly relate to real-life
practices of Talent Management. Type C questions also have four answer choices and
only one of the four will be incorrect. The rest of the three of these answers would
be principally correct, but they represent varying levels of accuracy for each respective
question. The best of these three answers carries the maximum 10 marks, and the
least suitable receives 5 marks. The second 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 the GTML™
Exam
The TMI exams aim at validating the registrants' capacity to effectively perform
a breadth of Talent Management roles and functions in complex organizations. The
TMI exam system assesses registrants' knowledge about Talent Management theory and
practice as well as their ability to apply this knowledge to achieve excellence
in their careers. These exams are designed on standards derived from the TMI Standard
Knowledge Architecture for Practice Excellence.
These assessments expect that individuals have read the material contained in the
TMI Resource Box and maintain familiarity with the latest in Talent Management theory
and practice by reading journals and books, and doing further research to supplement
their learning.
Qualifying for the GTML™ Exam
Usually, an aggregate score of 65-70% of the GTML™ certification
exam can qualify. However, an examinee's real, individual scores do not determine
the recommendation for a credential award. Instead, the final recommendations for
the GTML™ award are given by the TPCB after considering the benchmarked
scores. These scores are derived by scaling the actual scores of examinees on an
exam section and contrasting their score against the entire pool of examinees. 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 uncontrollable systemic or environmental elements.