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Advantage Report (HPI)

The three scales of the Hogan Advantage Report are defined as follows:


This scale concerns being a good organizational citisen by following rules, accepting supervision, exercising self-control, finishing assignments, and avoiding unnecessary risks. Persons with high scores tend to be consistent, reliable, and self-disciplined. Persons with low scores tend to be impulsive, distractible, and possibly non-conforming.


This scale concerns the degree to which a person seems calm, even-tempered, and good humoured. Persons with high scores seem to handle stress and pressure well by remaining steady, composed, and unruffled, and they tend to exert a calming influence on others. Persons with low scores tend to be tense, moody, and sensitive, and their performance may suffer when they are stressed.

Customer Focus

This scale concerns the degree to which a person can provide good customer service when it is appropriate; it is not about being charming or friendly—many introverts are good at customer service and many extraverts are bad. Persons with high scores on this measure tend to be calm, courteous, civil, and patient. Persons with low scores tend to seem inattentive, distracted, tense, and possibly abrupt.

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  • Advantage Report (HPI) - HART ConsultingAdvantage Report (HPI) - HART ConsultingAdvantage Report (HPI) - HART Consulting
(Mihaela Apostoleanu, Oracle Romania)
Hogan Assessment changed my perspective on the people I work with directly or on the colleagues with whom I work in mentoring and career development programs. It is simple to use, logical and friendly with the subjects of the feedback. Allows you to correlate the feedback with both the individual performance and with the average segment that fits. With many personality scales investigated, and the
(Mihaela Flamaropol, Raiffeisen Bank)
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
(Ramon Grigorescu, Siemens)
Eu sunt un psiholog organizational, angajat ca Recruitment & Development Manager in departamentul CP al Siemens Romania si, in ceea ce priveste utilizarea evaluarilor Hogan, pot spune ca am folosit Hogan Assessment Systems din 2008, si anume HPI, HDS, MVPI si integrat sistemul Hogan, ca parte a evaluarii noastre standard inainte de promovare pentru pozitii de top management si specialisti
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