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Hogan Assessment Systems : Predict Job Performance by Assessing Personality

Scott Gregory, Chief Executive Officer, Hogan Assessment SystemsScott Gregory, Chief Executive Officer
The success of an organization lies in the strength of its leaders. With that, organizations need to make continuous efforts to develop leaders who will pave the way for that success. Interestingly, predicting the performance of a good leader is about the continuous assessment of an individual responsible for a team. It is about asking the right questions and delving into the right issues. This is where Hogan Assessment Systems can help.

Hogan has over three decades of experience providing cutting-edge assessment and consulting solutions to some of the world’s largest companies. The Hogan Personality Inventory (HPI) describes typical or bright-side personality – qualities that define how we relate to others when we are at our best. Whether the goal is to find the right hire or develop stronger leaders, assessing normal personality gives valuable insight into how people work, how they lead, and how successful they will be in future. Additionally, The Hogan Development Survey (HDS) describes the dark side of personality – qualities that emerge in times of excessive stress and can disrupt relationships, damage reputations, and derail peoples’ chances of success. By assessing dark-side personality, one can recognize and mitigate performance risks before they become a problem. And finally, the Motives, Values, Preferences Inventory (MVPI) describes personality from the inside – the core goals, values, drivers, and interests that determine what we desire and strive to attain. By assessing values, a client can understand what motivates candidates to succeed and what type of position, job, and environment they will be the most productive.

Further, the Judgment assessment combines cognitive ability, bright- and dark-side personality, and values to measure participants’ information-processing style, decision-making approach, decision-making style, reactions to feedback, and openness to feedback and coaching.
Good judgment involves being willing to acknowledge and fix bad decisions, and learn from experience. Moreover, the Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. Reasoning style can be assessed to identify candidates’ problem-solving style, understand their capacity, and identify areas for development.

Further, the Judgment assessment combines cognitive ability, bright- and dark-side personality, and values to measure participants’ information-processing style, decision-making approach, decision-making style, reactions to feedback, and openness to feedback and coaching. Good judgment involves being willing to acknowledge and fix bad decisions, and learn from experience. Moreover, the Hogan Business Reasoning Inventory (HBRI) describes reasoning style – the ability to evaluate sets of data, make decisions, solve problems, and avoid repeating past mistakes. Reasoning style can be assessed to identify candidates’ problem-solving style, understand their capacity, and identify areas for development.

Hogan’s assessments can be used at any level throughout an organization. Its tailored solutions provide practical ways to integrate personality assessment into selection, development, and talent identification programs. Hogan’s online report architecture can generate various report outputs from a single set of participant data. Because personality tends to remain stable over time, targeted development reports can be generated as individuals move through the employee lifecycle.

A pioneer in the personality assessment industry, Hogan remains one of the few privately-operated assessment publishers globally. Drs. Joyce and Robert Hogan dedicated their careers to the advancement of personality assessment. Their commitment to scientific research and the development of leading-edge personality assessments is a fundamental part of our culture. Over the past 30 years, Hogan has partnered with thousands of organizations to improve their talent management systems using Hogan’s assessment solutions. Today, Hogan Assessment Systems’ tools are being used by half of the companies in the Fortune 500 and, as the bodies of corporate failures continue to pile up by the side of the road to success, it may not be long before its model for predicting leadership potential becomes the norm.
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Top 10 Assessments Solution Companies in APAC - 2021

Company
Hogan Assessment Systems

Headquarters
Tulsa, OK

Management
Scott Gregory, Chief Executive Officer

Description
As an international authority in personality assessment and consulting, Hogan has over 30 years of experience helping businesses dramatically reduce turnover and increase productivity by hiring the right people, developing key talent, and evaluating leadership potential