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HOGAN PERSONALITYINVENTORYO V E R V I E WG U I D E
H O G A NP E R S O N A L I T YI N V E N T O R YINTRODUCTIONThe Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict jobperformance. The HPI is an ideal tool to help you strengthen your employee selection, leadershipdevelopment, succession planning, and talent management processes.The HPI was the first inventory of normal personality based on the Five-Factor Model and developedspecifically for the business community. The HPI is a high-quality psychometric evaluation of thepersonality characteristics necessary for success in careers, relationships, education, and life.Whether you are implementing an organizational assessment process or enhancing your executives’development, the HPI reports can help you identify the fundamental factors that distinguishpersonalities and determine career success.used to predict jobperformance
H O G A NP E R S O N A L I T YI N V E N T O R YFEATURES & BENEFITSThrough an ongoing dedication to research and development, the HPI is the only personality inventorywith all these essential features: Designed to predict occupational success Based on the Five-Factor Model Useful reports available for employee selection or development Developed exclusively on working adults Normed on more than 150,000 working adults worldwide Validated on more than 200 occupations covering all major industries No invasive or intrusive items Instantaneous scoring and reporting output No adverse impact Online administration by protected access Test items and reports available in multiple languagesvalidated on occupationscovering all majorindustries
H O G A NP E R S O N A L I T YI N V E N T O R YPRIMARY SCALES & INTERPRETATIONSAdjustment: confidence, self-esteem, and composure under pressure High scorers - confident, resilient, and optimistic Low scorers - tense, irritable, and negativeAmbition: initiative, competitiveness, and desire for leadership roles High scorers - competitive and eager to advance Low scorers - unassertive and less interested in advancementSociability: extraversion, gregarious, and need for social interaction High scorers - outgoing, colorful, impulsive and dislike working alone Low scorers - reserved, quiet, prefer working aloneInterpersonal Sensitivity: tact, perceptiveness, and ability to maintain relationships High scorers - friendly, warm, and popular Low scorers - independent, frank, and directPrudence: self-discipline, responsibility, and conscientiousness High scorers - organized, dependable, and thorough Low scorers - impulsive, flexible, and creativeInquisitive: imagination, curiosity, and creative potential High scorers - quick-witted, visionary, and pay less attention to details Low scorers - practical, focused, and able to concentrate for long periodsLearning Approach: achievement-oriented and up-to-date on business and technical matters High scorers - enjoy reading and studying Low scorers - less interested in formal education than in hands-on learningOCCUPATIONAL SCALESService Orientation:Stress Tolerance:Reliability:Clerical Potential:Sales Potential:Managerial Potential:HPIbeing attentive, pleasant, and courteous to customersbeing able to handle stress, even-tempered, and calm under firehonesty, integrity, and positive organizational citizenshipfollows directions, pays attention to detail, and communicates clearlyenergy, social skills, and the ability to solve problems for customersleadership ability, planning, and decision-making skills
H O G A NP E R S O N A L I T YI N V E N T O R YTECHNICAL FACTS 206 true and false items that have been carefully reviewed for invasive or intrusive content15- to 20-minute completion timeSimple and comprehensible items based on a 4th-grade reading levelResearch indicates no adverse impact by age, race, ethnicity or genderHPI scores are stable over time; test-retest reliabilities range from .69 to .87Norms are available by group in sizes ranging up to 45,000 casesOver a million job candidates have been tested with the HPIUsed in over 400 validity studiesSuccessfully predicts occupational success in all major job categoriesBased on socioanalytic theory and captures key behavioral tendencies relevant to getting alongwith and getting ahead of othersResearch archives date back to the mid 1970sFor more technical information, the HPI Technical Manual provides detailed and technical informationaround HPI construction, reliability, validity, interpretation, administration, and norms. For orderinginformation, visit www.hoganpress.com.Overa million jobcandidates tested
H O G A NP E R S O N A L I T YI N V E N T O R YREPORTS & APPLICATIONSDifferent characteristics are important for success in different jobs, and characteristics that areimportant in one job may interfere with performance in others.The results of the Hogan Personality Inventory are obtained through a variety of report formats thatrange in terms of scope and complexity. The reports provide detailed HPI graphs and also provide thefollowing information: Identifies how the candidate is likely to act in various circumstancesNotes strengths and shortcomingsMakes suggestions about how to manage the individual’s careerPinpoints characteristics relevant for success in most work environmentsIdentifies suitability for the positionNotes interview styleProvides a graphic report of the candidate’s assessment resultsSummarizes the recommendation for job fit and potential hiringClassifies candidates as high fit, moderate fit, or low fitHOGANLEADPOTENTIALSTRENGTHS AND COMPETENCIES FOR LEADERSHIPL E A D E R S H I PF O R E C A S T S E R I E S
H O G A NP E R S O N A L I T YI N V E N T O R YADMINISTRATIONThe HPI is self-administered and may be taken individually or in a group setting, using either onlinecomputer administration or paper-and-pencil.Hogan’s state-of-the-art online assessment platform supports the administration of the inventoriesin multiple languages 24/7. Customers can log on to the Hogan site, access the HPI, complete theinventory online, and receive a report within seconds after completion.The process is fast, userfriendly, and convenient.ORDERING INFORMATIONWe offer a wide range of report options that are available as both off-the-shelf and customizablereports. For more information on the Hogan Personality Inventory or to purchase reports based on theHPI, contact us at info@hoganassessments.com or 800-756-0632.powerful,comprehensiveaassessment process
HOGAN DEVELOPMENTSURVEYO V E R V I E WG U I D E
H O G A ND E V E L O P M E N TS U R V E YINTRODUCTIONThe Hogan Development Survey (HDS) identifies personality-based performance risks andderailers of interpersonal behavior. These behaviors are most often seen during times of stressand may impede work relationships, hinder productivity, or limit overall career potential. Thesederailers—deeply ingrained in personality—affect an individual’s leadership style and actions. Ifthese behavior patterns are recognized, however, they can be compensated by developmentand coaching.Under normal circumstances, the escalated scores on the HDS scales may actually be strengths.However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factorsmay impede effectiveness and erode the quality of relationships with customers and colleagues.The HDS concerns characteristics not covered by the Five-Factor Model. The HDS is a high-qualitypsychometric evaluation of the personality characteristics that can derail success in careers,relationships, education, and life.Whether you are implementing an organizational assessment processes or enhancing yourexecutives’ development, the HDS reports can help you identify the fundamental factors thatdistinguish personalities and determine career success.performancerisks and derailersof interpersonal behavior
H O G A ND E V E L O P M E N TS U R V E YFeatures & BenefitsThe Hogan Development Survey provides valuable feedback for strategic self-awareness, which is thekey to avoiding the negative consequences associated with these tendencies. The HDS is the onlybusiness-related inventory that measures these dysfunctional behavioral patterns. Designed to predict barriers to a successful careerIdentifies problematic aspects of behavior that are hard to detect during an interviewConcerns characteristics not covered by the Five-Factor ModelUser-friendly reports available for employee selection or developmentIdentifies career derailing tendencies so they can be addressed and coachedDeveloped exclusively on working adultsNormed on over 45,000 working managersValidated in over 50 Fortune 500 organizationsNo invasive or intrusive itemsIs not a medical exam – not clinically orientedNo adverse impactOnline administration by protected accessTest items and reports available in multiple languagesInstantaneous scoring and reporting outputvaluable feedback forstrategicself-awareness
H O G A ND E V E L O P M E N TS U R V E YPrimary Scales & InterpretationsThe HDS assesses eleven behavioral tendencies that impede success. The scales are interpreted interms of risk—higher scores indicate greater potential for problems on the job. If these behaviors arerecognized, however, a person can be coached to compensate for them. Excitable - moody, easily annoyed, hard to please, and emotionally volatileSkeptical - distrustful, cynical, sensitive to criticism, and focused on the negativeCautious - unassertive, resistant to change, risk-averse, and slow to make decisionsReserved - aloof, indifferent to the feelings of others, and uncommunicativeLeisurely - overtly cooperative, but privately irritable, stubborn, and uncooperativeBold - overly self-confident, arrogant, with inflated feelings of self-worthMischievous - charming, risk-taking, limit-testing and excitement-seekingColorful - dramatic, attention-seeking, interruptive, and poor listening skillsImaginative - creative, but thinking and acting in unusual or eccentric waysDiligent - meticulous, precise, hard to please, and tends to micromanageDutiful - eager to please and reluctant to act independently or against popular opinion“Just let me get the dam thing done.”Every leader has personality characteristics that threaten his or her success. TheHogan Development Survey is the only business-related assessment that measuresperformance risks that impede work relationships, hinder productivity and limitoverall career potential. The HDS provides valuable feedback for strategic selfawareness, which is the key to overcoming these tendencies and achieving successin the workplace. At Hogan, we have the tools to help your employees work together.“Do you have a problem with that?”Every leader has personality characteristics that threaten his or her success. TheHogan Development Survey is the only business-related assessment that measuresperformance risks that impede work relationships, hinder productivity and limit overallcareer potential. The HDS provides valuable feedback for strategic self-awareness,which is the key to overcoming these tendencies and achieving success in theworkplace. At Hogan, we have the tools to help your employees work well with others. T H ES C I E N C EO FP E R S O N A L I T YHOGANASSESSMENTS.COMI800.756.0632 T H ES C I E N C EO FP E R S O N A L I T Y HOGANASSESSMENTS.COMI800.756.0632
H O G A ND E V E L O P M E N TS U R V E YTechnical Facts 168 true and false items that have been carefully reviewed for invasive or intrusive content15- to 20-minute completion timeSimple and comprehensible items based on a 5th-grade reading levelResearch indicates no adverse impact by age, race, ethnicity or genderHDS scores are stable over time; test-retest reliabilities range from .64 to .75 (mean .70)Normed on over 100,000 employed adults from a variety of industriesOver 300,000 individuals have completed the HDSValidated in over 50 organizations across a wide range of occupational categoriesValidation research links HDS scores with ratings of managerial competenciesPersonality-based inventory designed to measure potential leadership derailersFor more technical information, the HDS Technical Manual provides detailed and technical informationaround HDS construction, reliability, validity, interpretation, administration, and norms. For orderinginformation, visit hoganpress.com.validated acrossa wide range ofoccupational categories
H O G A ND E V E L O P M E N TS U R V E YReports & ApplicationsDifferent characteristics are important for success in different jobs, and characteristics that areimportant in one job may interfere with performance in others.The results of the Hogan Development Survey are obtained through a variety of report formats thatrange in terms of scope and complexity. The reports provide detailed HDS graphs and also provide thefollowing information:Identifies how the candidate is likely to act in various circumstancesNotes strengths and shortcomingsMakes suggestions about how to manage the individual’s careerPinpoints characteristics and tendencies that might lead to career derailmentIdentifies tendencies that impede work relationships and hinder productivityProvides a graphic report of the candidate’s assessment resultsIdentifies factors relevant to one’s own strategic self-awareness HOGANLEADCHALLENGED E R A I L E R S A N D P E R S O N A L I T Y- B A S E D P E R FO R M A N C E R I S K SL E A D E R S H I PF O R E C A S T S E R I E S
H O G A ND E V E L O P M E N TS U R V E YAdministrationThe HDS is self-administered and may be taken individually or in a group setting, using either onlinecomputer administration or paper-and-pencil.Hogan’s state-of-the-art online assessment platform supports the administration of the inventoriesin multiple languages, 24/7. Customers can log on to the Hogan site, access the HDS, completethe inventory online, and receive a report within seconds after completion. The process is fast, userfriendly, and convenient.Ordering InformationFor more information on the Hogan Development Survey or to purchase reports based on the HDS,contact us at info@hoganassessments.com or 800-756-0632.state-of-the-art onlineassessment platform
MOTIVES, VALUES,PREFERENCES INVENTORYOVERVIEWGUIDE
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YMVPIINTRODUCTIONThe Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’score values, goals and interests. Results indicated which type of position, job and environment will bemost motivating for the employee and when he/she will feel the most satisfied.Organizations can use this information to ensure that a new hire’s values are consistent with thoseof the organization. The MVPI can also help diagnose areas of compatibility and conflict among teammembers. Core values 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.reveals a person’score values, goals andinterests
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YFeatures & BenefitsThe MVPI is an excellent tool to determine how well a person will fit with a job and with a team,department, or organization. The inventory offers many unique features: Provides a comprehensive, business-based taxonomy of valuesEvaluates the fit between a person’s values and an organization’s culturePredicts both occupational success and job satisfactionUser-friendly reports available for employee election or developmentDescribes the work environments created by leadersDeveloped exclusively on working adultsValidated in over 100 organizationsNo invasive or intrusive itemsNo adverse impactOnline administration by protected accessTest items and reports available in multiple languagesBased on motivational constructs from 85 years of researchInstantaneous scoring and reporting outputexcellent toolfitanto determine employee
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YMVPIPrimary Scales & InterpretationsThe MVPI identifies a person’s core values. Values concern what people want rather than how theytypically behave. Recognition – responsive to attention, approval, and praisePower – desire for success, accomplishment, status, and controlHedonism – orientation for fun, pleasure, and enjoymentAltruistic – desire to help others and contribute to societyAffiliation – desire for and enjoyment of social interactionTradition – dedication, strong personal beliefs, and obligationSecurity – need for predictability, structure, and orderCommerce – interest in money, profits, investment, and business opportunitiesAesthetics – need for self-expression, concern over look, feel, and design of work productsScience – quest for knowledge, research, technology, and datawanttypically behavewhat peoplerather than how they
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YTechnical Facts 200 items keyed agree, uncertain, or disagree that have been carefully reviewed for invasiveor intrusive content15- to 20-minute completion timeSimple and comprehensible items based on a 5th-grade reading levelResearch indicates no adverse impact by age, race, ethnicity or genderMVPI scores stable over time; test-retest reliabilities range from .64 to .88 (mean .79)Normed on over 10,000 employed adults from a variety of industriesOver 250,000 individuals have completed the MVPIUsed in more than 100 validation studiesValidation research links MVPI scores with job performance and turnoverMVPIEach scale is composed of five themes:Lifestyles – concern the manner in which a person would like to liveBeliefs – involve “shoulds,” ideals, and ultimate life goalsOccupational preferences – include the work an individual would like to do and whatconstitutes a good jobAversions – reflect attitudes and behavior that are disliked or distressingPreferred associates – concern the kind of persons desired as coworkers and friendsresearch links MVPI scoreswith job performance &turnover
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YMVPIReports & ApplicationsCorporate culture is defined by leadership within an organization and determines what is valued, notvalued, and what is actively encouraged and discouraged.The results of the MVPI are obtained through a variety of report formats that range in terms of scopeand complexity. The reports provide detailed MVPI graphs and also provide the following information: Evaluates the fit between a person’s identity and organizational culturePinpoints values that enhance or impede a person’s performance as a leaderIdentifies leadership and organizational implicationsNotes a person’s desires and plansExplains a person’s long-term themes and tendencies in lifeHelps individuals formulate strategies for their careers by clarifying areas of interest to pursueHOGANLEADVA L U E SC O R E V A L U E S A N D M O T I V AT O R S F O R L E A D E R S H I P R O L E SL E A D E R S H I PF O R E C A S T S E R I E S
M O T I V E S ,V A L U E S ,P R E F E R E N C E SI N V E N T O R YAdministrationThe MVPI is self-administered and may be taken individually or in a group setting, using either onlinecomputer administration or paper-and-pencil.Hogan’s state-of-the-art online assessment platform supports the administration of the inventoriesin multiple languages, 24/7. Customers can log on to the Hogan site, access the MVPI, completethe inventory online, and receive a report within seconds after completion. The process is fast, userfriendly, and convenient.Ordering InformationFor more information on the Motives, Values, Preferences Inventory or to purchase reports based onthe MVPI, contact us at info@hoganassessments.com or 800-756-0632.fast,user-friendly &convenientthe process is
HPIH HOGAN PERSONALITY INVENTORY TECHNICAL FACTS 206 true and false items that have been carefully reviewed for invasive or intrusive content 15- to 20-minute completion time Simple and comprehensible items based on a 4th-grade reading level Research indicates no adverse impact by age, race, ethnicity or gender HPI scores are stable over time; test-retest File Size: 1MB
