Hogan personality assessment
The Hogan Personality Assessment has emerged as an effective tool for evaluating an individual’s personality traits, strengths, and potential areas for improvement. This test provides an in-depth understanding of one’s personality, aiding in the prediction of job performance, team fit, and career success. By employing a variety of assessments, the Hogan inventory provides a comprehensive portrayal of what drives people to behave the way they do at work.
The HPI “Bright side”
The Hogan Personality assessment measures diverse aspects of an individual’s personality, including their strengths, shortcomings, values, motives and cognitive style. The HPI evaluates “bright-side” personality traits, characteristics seen in people when they are at their best. It focuses on seven primary dimensions: adjustment, ambition, sociability, interpersonal sensitivity, prudence, inquisitive, and learning approach.
The HDS “Dark side”
The HDS measures “dark-side” personality traits, characteristics that emerge in times of increased strain and can disrupt relationships, damage reputations, and derail people’s chances of success. By assessing 11 behavioral tendencies, the HDS identifies the dysfunctional behaviors that can impede job performance. Meanwhile, the MVPI measures core value drivers that dictate a person’s fit within an organization.
The value of hogan personality assessment in the workplace
In the workplace, the Hogan Personality Assessment proves to be an invaluable tool for both organizations and employees. For organizations, it aids in hiring the right people, developing key talent, building better leaders, and fostering a high-performance culture.
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How to interpret hogan assessment results
To interpret the results of a Hogan Assessment, you must understand that the test does not categorize individuals as ‘good’ or ‘bad’. There are no right or wrong answers. Instead, it measures a range of personality characteristics and provides a comprehensive understanding of how these traits could influence an individual’s behavior at work.
The HPI results will indicate a person’s tendencies towards certain behaviors when they’re at their best. High scores might suggest that a person is more likely to exhibit that behavior, while low scores might indicate that they’re less likely.
The HDS results give an understanding of the potential derailers or risk factors that could impact a person’s job performance. A high score suggests an individual may be more likely to exhibit the risky behavior under stress.
The MVPI results give an overview of a person’s values and drivers. It can provide insight into how an individual will fit into a team or an organization and what will motivate them.
The construct of the hogan personality assessment
Let’s commence our exploration by understanding the structure of the Hogan Personality Assessment, which consists of three distinct yet interrelated tests: The Hogan Personality Inventory (HPI), the Hogan Development Survey (HDS), and the Motives, Values, Preferences Inventory (MVPI).
The Hogan Personality Inventory (HPI) is designed to assess normal personality characteristics that influence how individuals work and interact with others. It comprises of seven primary scales and six occupational scales, focusing on how people relate, influence, and get along with others when they are at their best.
The Hogan Development Survey (HDS), on the other hand, uncovers potential derailers or risk factors in a person’s behavior that can impede their effectiveness and hinder career progress, especially under pressure or during periods of high stress.
The Motives, Values, Preferences Inventory (MVPI) assesses a person’s core values, goals, drivers, and interests. This is instrumental in understanding what motivates a person to succeed, and the fit between an individual’s values and the organizational culture.
Utilizing the hogan assessment for talent acquisition and development
One of the most critical applications of the Hogan Personality Assessment is in the field of talent acquisition and development. When hiring new employees, businesses often rely on resumes and interviews. However, these traditional methods may not reveal important aspects of an applicant’s personality that could impact their job performance. The Hogan assessment provides a more comprehensive view of a candidate’s potential, making it an indispensable tool for recruiters.
The Hogan Personality Inventory (HPI)
TheHPI is particularly valuable in this regard, as it can predict a candidate’s style of relating to others, their approach to work, and their ability to deal with stress. Additionally, it can offer insights into how a candidate will fit in with a company’s culture and team dynamics.
Hogan Development Survey (HDS)
In terms of talent development, the Hogan Development Survey (HDS) identifies behaviors that could lead to career derailment or failure, especially under stress. By providing an early warning about these potential pitfalls, the HDS assists organizations in coaching their employees to overcome these challenges before they become problematic.
Motives, Values, Preferences Inventory (MVPI)
Finally, the Motives, Values, Preferences Inventory (MVPI) can be used to inform the creation of development plans and career pathways that align with an individual’s values and motivation. This ensures that employees are not only satisfied but also engaged and motivated to perform at their best.
FAQ
What is the Hogan Personality Assessment?
The Hogan Personality Assessment is a tool used to evaluate personality characteristics and predict workplace performance. It is based on the Five-Factor Model and assesses day-to-day personality (Hogan Personality Inventory), career derailers (Hogan Development Survey), core values (Motives, Values, Preferences Inventory), and cognitive style (Hogan Business Reasoning Inventory).
How can the Hogan Assessment be utilized in a professional setting?
Professionals use the Hogan Assessment for various purposes, including employee selection, leadership development, succession planning, and talent management. It helps identify strengths and potential challenges in an individual’s personality that could impact their work performance and interpersonal relationships.
What are the components of the Hogan Personality Assessment?
The assessment consists of multiple components: the Hogan Personality Inventory (HPI) measures normal personality across seven primary scales and six occupational scales; the Hogan Development Survey (HDS) identifies personality-based performance risks and derailers; the Motives, Values, Preferences Inventory (MVPI) reveals a person’s core values and goals; and the Hogan Business Reasoning Inventory (HBRI) evaluates problem-solving style and business-related reasoning skills.
Is the Hogan Personality Assessment scientifically validated?
Yes, the Hogan Assessment is grounded in decades of research and is widely regarded for its scientific validation. It has been subjected to rigorous statistical analyses to ensure reliability and validity across different populations and industries.
How do individuals receive feedback after completing the Hogan Assessment?
Feedback is typically provided through a certified Hogan assessor, who will interpret the results and provide a comprehensive report. The report offers insights into the individual’s personality traits, potential career derailers, values, and cognitive style. Feedback sessions are often interactive, allowing individuals to ask questions and discuss the implications of their results for personal and professional development.
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This article has been written by Marc Prager.