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hogan assessments mnehogan-assessments hogan assessments mne
Hogan Personality Inventory (HPI)
The Hogan Personality Inventory (HPI) describes normal, or bright-side personality – qualities that describe how we relate to others when we are at our best. Whether the goal is to find the right hire or develop stronger leaders, assessing normal personality gives valuable insight into how people work, how they lead, and how successful they will be.
- Strategic career planning and development – The HPI can be used to provide an in-depth picture of a person’s overall strengths and shortcomings and evaluate a person’s career potential across a spectrum of occupations
- Recruitment and selection – The HPI is used as part of a selection process to identify applicants whose personal characteristics are aligned to work demands. Safety reports can also be generated from the HPI assessment
- Appropriate for use with a range of prospective and current employees – from new graduates to organisational leaders
Hogan Development Survey (HDS)
Introduction to the Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge when individual’s guard is down.
The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge when an individual’s guard is down, for instance, when complacent or bored, or under stress and pressure. These qualities can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality characteristics, you can recognise and mitigate performance risks before they become a problem.
- Personal development – The HDS aids personal development by identifying behavioural patterns that may be holding someone back, that may need further attention
- Team development – The HDS evaluates how a person will perform as part of a team and allows them to avoid tendencies that may damage working relationships
- Selection, on-boarding and strategic career planning – The HDS can be used in conjunction with a measure of day-to-day personality (HPI) and core values (MVPI) to provide an in-depth picture of the person’s overall strengths and areas for development
Motives, Values & Preferencies Inventory (MVPI)
The Motives, Values, and Preferences Inventory (MVPI) describes the core values, goals, drivers, and interests that determine what we strive to attain. Assessing an individual’s values can give insight into what motivates candidates to succeed, and in what type of position, job, and environment they will be most productive.
- Culture fit – The MVPI examines how well an individual may fit within an organisation’s culture, as people are happiest working in environments that are compatible with their core values
- Team Development – The MVPI evaluates the compatibility of staff members based on their motives – this is, is everyone striving towards the same goal?
- Career Planning – The MVPI assists people in formulating strategies for their careers by clarifying the areas of interest they should pursue
Hogan Business Reasoning Inventory (HBRI)
The Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. By assessing reasoning style, you can identify candidates’ problem-solving style, understand their capacity, and identify areas for development.
- Selection – the HBRI can identify individuals who learn quickly on the job, solve problems, anticipate barriers to change and understand the tactical and/or strategic implications of their actions.
- Individual assessment – the HBRI evaluates a person’s fit with a range of jobs that differ in terms of their level of cognitive demands.
- Talent management – the HBRI identifies individuals who perform well in cognitively demanding and intellectually challenging jobs in which people must learn quickly, solve problems accurately and evaluate data and arguments critically.
- Promoting strategic self-awareness – the HBRI helps individuals understand their tactical and strategic reasoning strengths and develop career strategies that take advantage of their unique capabilities and competencies.
More than IQ. Judgment is about making good decisions. It’s clear that some people have better judgment than others. But what sets them apart?
More than IQ. Judgment is about making good decisions.
It’s clear that some people have better judgment than others. But what sets them apart? Although most people would say intelligence, that doesn’t account for the abundance of very smart people who continually make very bad decisions.
The first to combine cognitive ability, bright- and dark-side personality, and values, the Hogan Judgment assessment consists of two brief measures related to verbal and numerical reasoning, three independent scales that assess non-cognitive attributes that influence how an individual approaches decisions, and an assessment of post-decision reactions, including responses to negative feedback.
- Executive coaching programs
- Leadership and Team Development programs
- Used in conjunction with other assessments for Leadership Selection