Coverage of TMP™ Exam
Generally, the questions appearing in TMI exams aim 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 frame-work TMI-UKF™ and the TMI Body of Knowledge – steer clear from Human Resources and stay focused on Talent Management. Examinees are expected to already be aware of Human Resources 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 TMP™ 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:
|Knowledge Dimensions Covered
|PART A: Defining Concepts & Perspectives in Talent Management
Consists of questions from 5 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
|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.
|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 Manage-ment, talent supplies in global organizations, succession planning, performance management, and technology de-ployment in Talent Management.
|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.
|Total Number Of Questions
Structure & Nature of a Typical TMP™ Exam
A typical TMP™ exam includes a mix of Type A and Type B questions for a total of 60 questions.
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 en-shrined in the TMI body of knowledge. TYPE A Questions would be facts–based with the 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 apprecia-tion 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, judgment, and objectivity in measuring and gauging Talent Management challenges scientifically and devising approaches, plans, and programs to resolve them with accountability and a higher degree of success and effectiveness. All TYPE B Questions also 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 TMP™ 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 per-formance of the roles assigned to them. These exams are designed on standards derived from the TMI Standard-ized 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 laid out in TMI-UKF™. These exams expect that individu-als being assessed for their TMI Credentials read the material contained in the TMI Starter Kits and maintain famil-iarity 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 for the TMP™ Exam
Usually, a cumulative score of 65%-70% on TMP™ certification exam can be deemed qualification–worthy, how-ever, an examinee’s real, individual scores do not decide the recommendation for credential award. Instead, the final recommendations for the TMP™ award are given by the TPCB after considering the benchmarked scores. These scores are derived by scaling the actual scores of examinees on a particular exam section and contrasting their score against the entire pool of examinees in the same exam section. The TPCB certification award recom-mendation system works on the affirmative–action approach, ensuring that examinees across various exam re-gions do not suffer or gain because of the uncontrollable systemic or environmental elements.
Preparing for the TMP™ Exam
TMP™ is for the young HR professionals aspiring to break into the Talent Management space. Their capabilities to belong in this exclusive club must be validated rigorously by TMI. Therefore, it is critical that all TMP™ candidates focus on widening their perspective of Talent Management. While the TMI TMP™ Resource Box contains reading-books as well as guidelines on how to study for the TMP™ exam, no examinee should get the impression that stud-ying from these is sufficient for exams. Remember, Talent Management is an evolving discipline and will perhaps never become an exact enough science to contain all its completeness in one single textbook, or even in a few of them. Attempts to understand such disciplines through one book or a set of books restricts our understanding of them across all dimensions that they need to truly be understood. Indeed, TMI has evolved its landmark essential knowledge model in what is the world’s largest and most extensive project on defining knowledge essentials for excellence in Talent Management. However, because of the enormous and growing breadth that Talent Management covers, it is impossible to prescribe a single, whole exam reference resource, source, text, or reference. 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. 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.
To ensure that all TMP™ registrants groom themselves into the best of young international professionals, TMI advises they read extensively on the subject from as many sources as possible. For external resources and modes you can use to expand your understanding of Talent Management and better prepare for your TMP™ examination, please refer to the TMI Exam Preparation Guidelines available for download under the TMI resources tab of your myTMI account.
While TMI TMP™ 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, the handbook is in no way assumed to prepare an examinee completely for the TMP™ examination. Although a sizable number of questions in a typical TMP™ exam are certainly drawn from content which is available in the Handbook, the rest of the questions in the exam are drawn from content from other sources. The topics of all exam questions are covered in the handbook, but their treatment is not extended or detailed enough to offer the necessary depth. TMI therefore strongly advises all examinees to tap other online and offline resources to brush up their concepts and awareness about how Talent Management impacts business and HR and how HR today seeks to enhance its effectiveness by connecting better with business, management, and society at large.