Hogan Personality Inventory (HPI) & Leadership Assessments

Measures normal personality

Provides information regarding the “bright side” of personality – characteristics that occur during social interaction, that facilitate, or inhibit a person's ability to:

• Get along with others
• Achieve his or her goals

Where is HPI most useful?

• Selection: Because the HPI systematically assess social outcomes, it is ideally suited for predicting success in jobs where interpersonal qualities affect performance appraisal and where interpersonal success leads to job success.

• Career Pathing: Firstly, it offers a reliable, objective and comprehensive portrait of a person's strengths and shortcomings. Secondly, because of the comprehensive performance appraisal it can be used effectively to significantly aid the management development process

• Individual Assessment, Development Planning and Coaching: important development opportunities can be defined and supportive coaching strategies implemented to attain individual performance goals

• Promotion and Succession Planning: Helps in answering the following two questions:
  • What kinds of people will perform best in the various roles in this organisation? and...
  • How to identify the people who will perform well in a particular organisational role.

Hogan Development Survey (HDS)

Assesses 11 common performance risks that interfere with a person's ability to build relationships with others and create cohesive, goal oriented teams.

The counterproductive behaviours associated with these performance risks negatively influence people's careers, relationships and job satisfaction.

Where is HPI most useful?

• Coaching and Development: The HDS provides clear and explicit information regarding those aspects of a person's interpersonal performance that need extra attention.
• High Level Position Selection: The entire concept behind the HDS is that many people who can put on a skilful performance for an hour or two are often flawed in ways that wont appear at the interview. The HDS provides Organisations with the information they need to make an objective decision.
• Team Functioning: The scales on the HDS provide reasonable clues as to how a person will perform as a member of a team.
• Selection for Safety Sensitive Jobs: The HDS has four distinct advantages relative to clinical measures:
  • It is much shorter
  • The item content is much less offensive than the MMPI
  • The items have fewer disability-related implications
  • The scales are known to predict poor performance in several jobs

Motives, Values, Preference Inventory (MVPI)

Assesses the things that individuals enjoy and indicate what kind of jobs, work and environments they will find most satisfying.

Uses of MVPI:

• Permits for an evaluation of the degree of fit between an individual's values and the rewards provided by organisational culture or the target job.
• Provides useful data on how to manage others
• Helps people understand their interests, motives and drivers
• Provides data about the kind of work environment a leader might create and what that leader might reward others for doing.

We can facilitate the use of the Hogan Personality Assessment tools in Albury Wodonga, Melbourne, Perth and related regions.

Albury Wodonga, Melbourne & Perth. Contact us to discuss this program in more detail. Call 02 6056 8887 or email This e-mail address is being protected from spambots. You need JavaScript enabled to view it