Hogan

ABOUT HOGAN

Hogan is an international authority in personality assessment and consulting, Hogan has over 30 years of experience helping businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential.

Hogan’s Select, Develop and Lead series of reports represent an integrated system of scientifically-validated tools that are specifically designed to help you to better manage your human resource capital and retain top talent. HoganSELECT reports identify the work style behaviors most critical for successful performance in a particular job within an organization. HoganDEVELOP reports shape and direct careers through the power of Strategic Self-Awareness, which refers to the performance capabilities of strengths and potential limitations in relation to other people. HoganLEAD reports enable leaders to fully understand their performance capabilities, challenges and drivers to maximize management and leadership characteristics.

HOGAN TESTS

Hogan Personality Inventory (HPI)

How does a person typically approach work and interaction with others? What strengths can a person rely on to facilitate performance?

The bright side of the personality – what we see when people are at their best.

Personality assessment is rapidly becoming a best practice for selecting and developing talented employees.

The HPI is the industry standard for measuring personality as it relates to job performance. The deeply-ingrained personal characteristics measured by the HPI impact how individuals approach work and interaction with others.

It has a 30-year history of successfully predicting employee performance and helping companies reduce turnover, absenteeism, shrinkage, and poor customer service. It was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community.

The Hogan Personality Inventory identifies the bright side of the personality - behavioral tendencies that are quickly noticed and capable of enhancing job performance. The HPI is job specific - High or Low Scale Scores may be strengths in some job contexts, or shortcomings depending upon the demands of the job environment.

HPI BASIC FACTS

• A business-related measure of normal personality designed specifically to predict performance on the job
• Developed exclusively based on research involving working adults
• Normed on more than 500,000 working adults worldwide
• Validated to predict performance in over 200 occupational categories covering all major industries
• No invasive or intrusive items
• No adverse impact
• Fully Internet enabled and available in multiple languages
• Useful reports available for employee selection or development

THE MAIN SCALES MEASURED IN HPI BASED REPORTS

Adjustment : Resiliency: Stress tolerance, composure, and outlook

Ambition: Leader-like tendencies: expectations for self/others, initiative, and self assuredness

Sociability: Extraversion: social pro-activity & presence

Interpersonal Sensitivity: Communication style: diplomatic vs. direct

Prudence: Conscientiousness: attention to detail, process focus, and following rules

Inquisitive: Decision-making/problem-solving approach: strategic vs. pragmatic

Learning Approach: Learning style: “traditional” and continuous vs. hands-on and just-in-time

Hogan Development Survey (HDS)

What tendencies could derail an individual’s career or performance? How is a person inclined to respond when stressed, under pressure, or not self monitoring?

The dark side of the personality  – what we see when people are stressed.

The Hogan Development Survey assesses eleven behavioral tendencies capable of impeding work relationships, hindering productivity, or limiting overall career potential. These career derailers - deeply ingrained in personality traits - affect an individual's leadership style and actions.

When under pressure, most people will display certain counterproductive tendencies or risk factors. Under normal circumstances these characteristics may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and erode the quality of relationships with customers and colleagues. The Hogan Development Survey identifies tendencies that are often referred to as the dark side of the personality - capable of negatively impacting performance.

The Hogan Development Survey assessments provide valuable feedback for strategic self-awareness, which is the key to avoiding the negative consequences associated with these tendencies. HDS is the only business-related inventory that measures these dysfunctional behavioral patterns. 

HDS BASIC FACTS

• Designed to predict barriers to a successful performance
• Concerns characteristics not encompassed by the Five Factor Model
• Developed exclusively based on research involving working adults
• Normed on over 10,000 working managers
• Validated in over 50 Fortune 500 organizations
• No invasive or intrusive items
• No adverse impact
• Fully Internet enabled and available in multiple languages
• User-friendly reports available for selection or development

THE SCALES MEASURED IN HDS BASED REPORTS

Excitable :Moody, inconsistent, and unpredictable

Skeptical: Cynical, distrustful, and fault-finding

Cautious: Reluctant to change, averse to strategic risk, and fearful of failure

Reserved: Socially withdrawn, distant, and unapproachable

Leisurely: Indifferent to requests, covertly resistant, and passively aggressive

Bold: Overly self-confident, stubborn, self-promoting and entitled

Mischievous: Eager to take risks, test limits, and neglect consequences

Colorful: Attention-seeking, dramatic, and socially dominating

Imaginative: Eccentric, flighty, and excessively creative yet impractical

Diligent: Perfectionistic, averse to delegation, and micromanaging

Dutiful: Overly eager to please, reliant on others, and ingratiating

Motives, Values, Preferences Inventory (MVPI)

What motivates and “drives” an individual? What type of work environment will a person consider most motivating? What is a person likely striving to attain?

 The inside of personality – reveals a person’s core values, goals, and interests.

The Motives, Values, Preferences Inventory reveals a person's core values, goals and interests. This is invaluable information for determining the kinds of environments in which the person will perform best, and the kind of culture the person will create as a leader.

Organizations can use this information to ensure that a new hire's values are consistent with those of the organization. MVPI can also help shed light on areas of compatibility and conflict among team members.

These ten core values, goals, and activities are part of a person's identity. Consequently, they are a person's key drivers - they are what a person desires and strives to attain. People's values also influence their choice of jobs and careers. People like others who share their values and prefer to work in jobs that support their values.

MVPI BASIC FACTS

• Provides a comprehensive, business-based taxonomy of values
• Highlights the fit between a person's values and an organization's culture
• Predicts both occupational success and job satisfaction
• Used for selection or development purposes
• Developed exclusively based on research involving working adults
• Validated in over 100 organizations
• No invasive or intrusive items
• No adverse impact
• Fully Internet enabled
• Available in multiple languages

THE SCALES MEASURED IN MVPI BASED REPORTS

Recognition : Public acknowledgement and “pats on the back”

Power: Being in charge and being perceived as influential

Hedonism: Fun, lighthearted, and open-minded work environments

Altruistic: Actively helping others and providing excellent customer service

Affiliation: Networking, building relationships, belonging to work group

Tradition: Conservative org. cultures and personal-workplace values match

Security: Secure, predictable, and risk-free work environments

Commerce: Making and saving money and involvement in org. finances

Aesthetics: Focusing on quality and product “look & feel”

Science: Analytic problem solving and working with technology