Resources

Assessment and development systems

The history of The Hogan Assessment Systems is linked to the applications of personality psychology in the business environment. The Hogan Assessment Systems was designed specifically for the business environment.

Organizations from the Top 500 Fortune have benefited from the Hogan evaluations along the time, in the process of creating and developing talent.

The application of the Hogan Assessment Systems

Recruiting and selecting

• Identifies the compatibility between the personal profile and the job requirements
• Identifies the compatibility between personal values and the organizational environment.

Individual and team development

• Outlines the compatibility between personal values and the organizational environment
• Identifies the potential ‘failure’ recipe
• Assesses risk factors and tendencies towards dysfunctional behavior in stressful situations, fatigue and pressure.

Coaching

• Highlights personality traits that can trigger development.

The Hogan Assessment Systems

1. The Hogan Personality Inventory (HPI)

• The Leadership Forecast Potential Report provides information about a person’s characteristics that appear during social interaction. The report features behavioral analyses, leadership competencies assessment, as well as recommendations for future development. This report is focused on seven personality characteristics that have an influence on occupational success. Model
• The Management Builder Report offers the manager suggestions concerning the development of the assessed person. It identifies the candidate’s strengths and shortcomings and it makes suggestions about how his/her career can be managed. Model
• The Career Report describes how an individual will act in various business circumstances, identifies strengths and shortcomings and includes detailed developmental tips on how to manage his/her career. This report includes the HPI graph on which the report is based and definitions for the seven dimensions as well. Model
  

2. The Hogan Development Survey (HDS)

• The Leadership Skills Development Report identifies leaders’ specific behavioral patterns towards their employees in times of stress and pressure. This report includes a series of developmental tips in a detailed manner. Model
  

3. The Motives, Values, Preferences Inventory (MVPI)

• The Leadership Values Report reveals the type of environment created by the leaders for their employees, as well as the type of organizational culture that will be motivating enough for the employees to achieve performance. The report evaluates the fit between a person’s identity and his/her career choice in an organizational culture. Model
  
• Career Compass Report contains an 8 –page presentation of the ten core motives and values that were analyzed, their interpretation according to career and interpersonal relationships, as well as a graph of the person’s values profile. Model
  

Methods of using the Hogan Assessment Systems

• Assessment and development centers
  They include a series of tests and exercises designed in order to highlight potential. Evaluators usually compare the results of the assessment with a set of pre-established competencies, and each exercise presented at the center is meant to evaluate these competences.

Individual Psychological Assessment for development

• The Hogan Personality Inventory (HPI)

It highlights relevant characteristics for success in management, sales and other occupational environments; measures interpersonal behavior patterns and personality traits as they occur in usual life situations.

• The Hogan Development Survey (HDS)

It identifies personality-based risk factors that may hinder performance enhancement; it evaluates weaknesses and risk factors that may induce failure potential.

• The Motives, Values, Preferences Inventory (MVPI)

It evaluates the fit between a person’s values and an organization’s culture, providing information on what motivates the employee and on his/ her core values.

• Developing a managerial team
• Training and coaching centers
• Training may be used in order to acquire some new skills and behaviors. Used along with coaching, it conveys a high rate of investment recovery and an acceleration of individual and team performance.
• Recruiting and selecting
• Evaluating job compatibility
• Planning follow-up procedures
• Career management

Benefits of the HOGAN Assessment Systems

• It is a cost-effective and lengthy recruitment
• It predicts the candidate’s potential for success.