ogan have a number of tools available. The two that I’m qualified to administer are the Hogan Personality Inventory (HPI) and the Hogan Development Survey (HDS)
Uses for the Hogan Personality Inventory (HPI)
To predict job performance. To help you strengthen your employee selection and improve leadership development. As well as succession planning and talent management processes.
The HPI was the first inventory of normal personality based on the Five-Factor Model and developed specifically for the business community. The HPI is a high-quality psychometric evaluation of the personality characteristics necessary for success in careers, relationships, education, and life.
Uses for The Hogan Development Survey (HDS)
The HDS identifies personality-based performance risks and derailers of interpersonal behaviour. These derailers affect an individual’s leadership style and actions. If these behaviour patterns are recognised, however, they can be compensated by development and coaching.
The HDS concerns characteristics not covered by the Five-Factor Model. Under normal circumstances, the elevated scores on the HDS scales may actually be strengths. However, when an individual is tired, pressured, bored, or otherwise distracted, these risk factors may impede effectiveness and derail success in careers, relationships, education, and life.