If in the company where you work, performance evaluation is still separate from training (each in its own corner), the TPM (Talent Performance Matrix) comes in as a very practical bridge: it organizes competency matrices by function, standardizes evaluation by skill and connects directly with tracks and courses to close gaps.

Instead of just having “an overall grade”, TPM gives you a clear flow with defined roles, actionable data and a management view that shows: where the team is doing well, where it’s stalling and what to do next.

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Easy example:

In the company you work for, Sales needs to be assessed every 3 months, but Leadership every 6 months. You create two matrices with different intervals and that’s it: each area plays by its own rules.

Creating matrices by function (the starting point)

In TPM, you always start with the matrix, and it is born from a function or context.

Examples of matrices you can create:

Commercial Headquarters
Leadership Matrix
Maintenance Matrix
Service Matrix
HR Matrix

For each matrix, you (or the administrator) define:

Frequency of application (e.g. monthly, quarterly, half-yearly)
Positions linked to the head office (e.g. SDR, Sales Manager, Coordinator)
Approval rules and exceptions by position (e.g. position X needs manager approval, position Y does not)

In practice, this allows the same company to have multiple matrices, each reflecting the reality of a specific function.

Definition of matrix skills (TPM becomes a mirror of the operation)

Within each matrix, you create fully customizable skill sets.

Example in the Commercial Matrix:

Commercial research
Active approach
Lead qualification
Handling objections (TLM)
Active listening

These skills:

They are registered by you
They belong exclusively to that matrix
They can be created with any theme, depth and language

Here TPM becomes a faithful mirror of the operation!
You describe the skills the way the company actually works, without forced “corporate translation”.

Evaluation scale by skill (0 to 4, with clear criteria)

Each skill is evaluated on a standard scale from 0 to 4:

0 – Knows nothing
1 – Beginner
2 – Intermediate
3 – Advanced
4 – Multiplier

And here’s the kicker: for each level, you define clear criteria.

In other words, you write down what “2” or “3” means in practice. That’s it:

reduces subjectivity (less “I think he’s good”)
standardizes evaluation between areas, managers and applicators
makes the development conversation more objective

Practical example:

In “Handling objections”, level 2 could be “answers common objections with confidence”, and level 4 could be “teaches the team, builds repertoire and improves the group’s arguments”.

Direct connection to training (evaluation and learning working together)

This is one of TPM’s strongest points.

For each skill, you define which courses on the platform directly impact that skill.

Results:

If an employee receives a low score
The platform already knows which trainings help to correct that gap

Practical example:

Camila was rated 1 in “Lead qualification”.
You have already mapped that the courses “Powerful Questions”, “SPIN Selling” and “Qualification in practice” impact this skill.
TPM doesn’t just leave you with the problem. It points you in the direction of training.

Roles in the TPM process (who does what)

The method works with two well-defined roles:

Matrix Applicator

Responsible for applying the assessments. He:

selects the employee
choose the matrix
evaluates skill by skill
record grades

People manager

The manager:

does not apply the matrix
analyzes the results
sees gaps, pending issues and the team’s evolution
uses data for decision-making

The same user can have both roles, but the platform clearly separates the views.

Matrix + Manager Dashboard integration (two blocks that fit together)

In TPM, the matrix is not an isolated module. It:

feeds the manager’s dashboard
defines development priorities
directs learning
gives real visibility of performance

You can even separate them conceptually:

“Matrix Module”
“Manager’s Panel”

But the important thing is to make it clear that one enhances the other.
It’s almost like two blocks that fit together perfectly.

TPM transforms people assessment into a continuous system of decision-making, learning and evolution, connecting function, skill, grade, training and management into a single intelligent flow.

Other features: