The Hogan Personality Inventory (HPI) measures normal, or bright-side personality – characteristics that describe have people relate to others when they are at their best.  Normal personality affects people’s ability to get along with others and achieve their goals.

 

Uses of the HPI:

• Selection

• Career pathing

• Individual Assessment, Development Planning, and Coaching

• Promotion and Succession Planning

 

Hogan Development Survey (HDS)

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The Hogan Development Survey (HDS) measures “dark-side” personality – interpersonal behavior that can be strengths, but when overused can cause problems at work and life.  The performance risks assessed by the HDS will only be seen in situations where the person is not actively managing his or her public image.  These situations might include those involving high stress or change, poor person-job fit, task saturation or accomplishment, among others.

 

Uses of the HPI:

• Coaching and Development

• High-Level Position Selection

• Team Functioning

• Selection for Safety-Sensitive Jobs

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Motives, Values, Preferences Inventory (MVPI)

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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, you can understand what motivates candidates to succeed, and in what type of position, job, and environment they will be the most productive.

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Uses of the MVPI:

• Assessment Compatibility with Organizational Culture

• Employee Motivation Factors

• Career Motivation

• Leadership Environment One Might Create