Hogan Assessments predict workplace performance

The Hogan Personality Inventory (HPI) is a versatile tool which focusses on normal or ‘bright side’ personality traits – qualities that describe how we relate to others when we are at our best. Providing in-depth insight into how people work and lead, the HPI is linked to on-the-job performance and can be used for selection and hiring and personal and leadership development.

Over more than 25 years, the HPI was refined on the basis of performance-related validity research as the authors sought to “capture excellence” across a wide range of jobs; identifying the facets of personality that distinguish the best from the rest. The result is a 206 item questionnaire which identifies the individuals most likely to be effective in any role, and the roles in which individuals are likely to be most effective. It is the first normal range personality questionnaire based on the five-factor model of personality designed specifically for occupational assessment.

The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail peoples’ chances of success.

These tendencies are of particular concern in supervisory, managerial and leadership roles as they can lead to negative consequences for productivity, retention and the bottom line as well as eroding staff trust, loyalty and enthusiasm. By assessing dark-side personality, you can recognize and mitigate performance risks before they become a problem.

The Hogan Motives, Values, Preferences Inventory (MVPI) gives you an understanding of what motivates an individual’s choices and decisions. Through gaining an appreciation of these drivers, organisations can better advise, motivate and manage staff.

MVPI profiles are concerned with a person’s ‘fit’ with a job, team or organisation. Its effectiveness arises from the capacity to operate at these different levels within the organisation. Derived from over 80 years of literature on motivation, the ten scales of the MVPI form an all-encompassing taxonomy of the motives and values defined in research by the most prominent motivation theorists.

The Hogan Business Reasoning Inventory (HBRI) evaluates critical reasoning to assess an individual’s ability to identify and solve problems and make business-related decisions using textual, graphic, and quantitative data. The HBRI is designed to predict occupational success and is the first psychometric to measure reasoning ability based on a theory of intelligence.

The HBRI is based on evolutionary psychology. Within this context, intelligence is the ability to reflect on one’s past actions, determine where the problems have occurred, and then devise methods to avoid repeating those problems in the future. Individual differences in this cognitive capacity enhance performance in every significant domain of human action.

The first to combine cognitive ability, bright- and dark-side personality, and values, the Hogan Judgement Report 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.

The Hogan Judgement Report draws on this powerful assessment and provides an in-depth description of participants’ information processing style, decision-making approach, decision-making style, reactions to feedback, and openness to feedback and coaching. Good judgement involves being willing to acknowledge and fix bad decisions, and learn from experience. Armed with this powerful knowledge, participants can improve their decision-making and judgement.

Powered by Peter Berry Consultancy, the Hogan 360 measures reputation by comparing self-assigned ratings against those from peers, managers and direct reports.

Aligned with Hogan’s core assessments, this report benchmarks an individual’s scores on a number of competencies against others, highlighting strengths and opportunities for development. This comprehensive feedback creates the perfect context for strategic self-awareness and professional growth.

The behavioural measures associated with emotional intelligence are a key component of the Hogan 360. Research shows that exceptional managers exhibit characteristics that indicate strong EQ behavioural competencies, such as strong people skills and a positive, enthusiastic attitude. Top performers also score highly on business competencies, meaning that they are knowledgeable, experienced and hardworking. Ultimately, reputation boils down to the ability to build and maintain relationships.