Talent Management
capable of enhancing the effectiveness
of individuals and organizations
Your competitors hire from the same employment sources as you do. People can become your competitive advantage, if you can be differentiated in how you develop and manage your employees. The advantages achieved through a committed and knowledgeable workforce are hardest for a competitor to replicate.
We believe in the power of strategic self-awareness in career development process and our Talent Management program helps the employees to achieve their best individual potential, offering the guiding lines for shaping and directing career. The suite of HoganDevelop tools, used preponderantly in talent management assessments, provides the effective employee management and coaching strategies that nurture the employee’s growth. Here are a few facts about Hogan Assessments:
- A leading provider of assessments used for employee selection & development
- Assessed over 3.5 million working adults performing over 450 different jobs across 40 countries
- Over 30 years of research and implementation experience
- Predictive, with demonstrable bottom-line results ranging from improved employee performance to reduced turnover and recruiting expense
‹‹‹ discover HoganDEVELOP series
-
Candidate
Screening -
On-Boarding
&
Assimilation -
Employee & Leadership
Development -
High
Potential
Programs -
Succession
Management -
Team
Building
Selecting candidates likely to be strong performers
Why is Employee Selection Important?
- Facilitate “Positive Job Fit”
- Promotes performance and productivity
- Competitive advantage
- Organizational citizenship
- Minimize “Negative Job Fit”
- Reduced performance and productivity
- Increased turnover
- Failure to support organization
- Facilitate “Culture Fit”
- Embrace and promote organizational culture
- Increase fit with other employees and team members
What Recruiters Know ...
- Aptitude and attitude (personality) contribute to performance
- Job-relevant “bright side” personality traits should be sought
- Job-relevant “dark side” personality traits should be avoided
(or actively “coached” starting immediately post hire) - “Satisfaction fit” matters
- The higher-level the position, the more personality matters
- Ignore personality, increase the likelihood of a sub-optimal outcome
discover the HOGAN reports used for selection ›››
Advantage
The Advantage Report is an off-the-shelf hiring solution with immediate implementation capabilities. The assessment is a quick measure that can be taken in 5 minutes and offers a graphic display of general employability.
details and sample report ›››
(HPI) Career Report
The Career Report describes how an individual will act in various business circumstances, identifies strengths and shortcomings, and includes detailed developmental tips on how to manage his/her career. This high-impact report accurately identifies the behavioral tendencies likely to affect job performance.
details and sample report ›››
(HPI) Express Report
The Express Report is based on a candidate’s scores on seven dimensions that influence occupational success within seven job categories. This off-the-shelf report provides an immediate recommendation based on the assessment results that will identify each candidate as high, moderate or low fit for the job opening.
details and sample report ›››
(HPI) Fit Report
The Fit Report provides a graphic display of scale performance, cut score performance, and a hiring recommendation. It is most often used for high-volume employee selection or as part of a multiple-hurdle system.
details and sample report ›››
(HPI) Basis Report
This comprehensive report provides a rich description of a candidate's fit to the job and organization, a hiring recommendation, full behavioral interview guide, and a hiring decision process - all the information needed to evaluate a candidate and arrive at a quality hiring decision.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
(HPI-HDS-MVPI) High Potential Report
The High Potential Report aligns with business competencies to provide quality information for selection decisions, on-boarding, and employee development. This easy-toimplement solution is a cost effective way to predict high potentials for your organization.
details and sample report ›››
(HPI) Safety Report
The Safety Report provides a graphic summary and interpretation of a candidate’s safety-related behavior. These results outline strengths and areas of concern relating to a general employment fit for a particular work environment.
details and sample report ›››
(HPI) Graph Report
The HPI Graph Report is a graphic presentation of the HPI assessment results and a very short description of each scale.
details and sample report ›››
(HPI) Data Report
The HPI Data Report contains the test scores (both raw scores and percentiles) and is intended only for certified professionals.
details and sample report ›››
(MVPI) Graph Report
The MVPI Graph Report is a graphic presentation of the MVPI assessment results and a very short description of each scale.
details and sample report ›››
as quickly as possible
Help new hires hit the ground running
- Provide new employees information they can use to enhance their performance from day one
Demonstrate commitment to new hire success
- Committed employees are less likely to turnover
- Regardless of job, show commitment to new hires via provision of Hogan development reports and feedback
Help the individuals who have the greatest impact on employee satisfaction – Managers
- Help leaders learn how to best manage new employees and manage behavioral tendencies that have the potential to impact their subordinates
discover the HOGAN reports used for on-boarding and assimilation ›››
(HPI) Leadership Potential Report
The Potential Report outlines an individual's day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations. The Potential Report is organized in terms of seven dimensions of normal personality that address a different component of leadership performance.
details and sample report ›››
(HDS) Leadership Challenge Report
The Challenge Report describes a leader’s characteristic way of interpreting the world and treating subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team – the hallmark of effective leadership.
details and sample report ›››
(MVPI) Leadership Values Report
The Values Report explores a person's core values and goals that ultimately drive a leader’s behavior, aspirations and expectations about life. What a person values determines how he/she will lead; this determines the kind of environment a leader will create and the sort of organizational culture the person will do the best work.
details and sample report ›››
(HPI) Career Report
The Career Report describes how an individual will act in various business circumstances, identifies strengths and shortcomings, and includes detailed developmental tips on how to manage his/her career. This high-impact report accurately identifies the behavioral tendencies likely to affect job performance.
details and sample report ›››
(HPI) Manage Report
The Manage Report highlights the most effective techniques for managing an employee. This in-depth report identifies strengths on which to build and shortcomings that may be a challenge.
details and sample report ›››
(MVPI) Compass Report
The Compass Report outlines the occupational significance of a person's core values and provides effective career planning information. This values-driven report clarifies a person’s values, compares these values with various occupations and cultures, and describes the kind of people with whom the person will be comfortable to work and live.
details and sample report ›››
(HDS) Interpret Report
The Interpret Report presents HDS scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
How can assessments facilitate development?
- Facilitate self awareness
- Identify behavioral tendencies to keep, stop, and grow
- Accelerate the coaching process
- Identify gaps between rewards/desired conditions & behaviors
- Reflect on motivations capable of impacting behavior
- Predict performance in new jobs and novel situations
Step 1: Development “Towards What”?
- Pinpoint key job competencies
- Consider career aspirations
- Define development targets
Step 2: Review Assessment Results
Based on results of Step 1 identify…
- Strengths to better leverage
- Strengths to cultivate
- Behavioral tendencies to monitor
Step 3: Establish Development Targets
Based on results of Steps 1 & 2, create goals that are…
- Specific
- Measurable
- Attainable
- Realistic
- Timely
Step 4: Define “success” and seek accountability
For each goal…
- Define what “successful attainment” will look like
- Find someone who can help you remain accountable
discover the HOGAN reports used for development ›››
(HPI) Leadership Potential Report
The Potential Report outlines an individual's day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations. The Potential Report is organized in terms of seven dimensions of normal personality that address a different component of leadership performance.
details and sample report ›››
(HDS) Leadership Challenge Report
The Challenge Report describes a leader’s characteristic way of interpreting the world and treating subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team – the hallmark of effective leadership.
details and sample report ›››
(MVPI) Leadership Values Report
The Values Report explores a person's core values and goals that ultimately drive a leader’s behavior, aspirations and expectations about life. What a person values determines how he/she will lead; this determines the kind of environment a leader will create and the sort of organizational culture the person will do the best work.
details and sample report ›››
(HPI) Career Report
The Career Report describes how an individual will act in various business circumstances, identifies strengths and shortcomings, and includes detailed developmental tips on how to manage his/her career. This high-impact report accurately identifies the behavioral tendencies likely to affect job performance.
details and sample report ›››
(HPI) Manage Report
The Manage Report highlights the most effective techniques for managing an employee. This in-depth report identifies strengths on which to build and shortcomings that may be a challenge.
details and sample report ›››
(MVPI) Compass Report
The Compass Report outlines the occupational significance of a person's core values and provides effective career planning information. This values-driven report clarifies a person’s values, compares these values with various occupations and cultures, and describes the kind of people with whom the person will be comfortable to work and live.
details and sample report ›››
(HDS) Interpret Report
The Interpret Report presents HDS scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(HPI-HDS-MVPI) Coaching Report
The Coaching Report is a self-guided, comprehensive development planning tool for individual leadership development. The Coaching Report integrates the information from the Potential, Challenge, and Values reports into a five-step planning process. By completing this process, a leader produces a powerful, personal development plan designed to foster professional growth.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
Many large organizations use the Hogan tools but…
- The scope of these programs varies greatly
- The definition of “High Potential” varies significantly
- Hogan tools are used for various purposes within different programs:
- High Potential development
- High Potential identification
- Both identification & development
Hogan can align the Hogan assessment scales to organization-specific competency models; the results of this alignment process can be used as a basis for…
- Validated talent identification
- Gap analysis and development
Case study
- A large international FMCG company aimed to identify 70 High Potentials capable of becoming future organizational leaders
- A generic performance formula was created to define current performance across jobs and departments
- Multiple assessments were administered to the potential candidate pool (n = 350)
- Hogan assessments (HPI, HDS, MVPI, and HBRI)
- 360° feedback assessment
- The candidates received feedback and coaching based on their assessment results and participated in a one-day assessment center
- Placement success was evaluated one year later
Hogan assessments, in combination with performance ratings, accounted for 41% of the variance in predicting leadership potential
discover the HOGAN reports used for high potential programs ›››
(HPI) Leadership Potential Report
The Potential Report outlines an individual's day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations. The Potential Report is organized in terms of seven dimensions of normal personality that address a different component of leadership performance.
details and sample report ›››
(HDS) Leadership Challenge Report
The Challenge Report describes a leader’s characteristic way of interpreting the world and treating subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team – the hallmark of effective leadership.
details and sample report ›››
(MVPI) Leadership Values Report
The Values Report explores a person's core values and goals that ultimately drive a leader’s behavior, aspirations and expectations about life. What a person values determines how he/she will lead; this determines the kind of environment a leader will create and the sort of organizational culture the person will do the best work.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
(HPI-HDS-MVPI) High Potential Report
The High Potential Report aligns with business competencies to provide quality information for selection decisions, on-boarding, and employee development. This easy-toimplement solution is a cost effective way to predict high potentials for your organization.
details and sample report ›››
to move into various roles within the organization
Case study
A large international production company wanted a system capable of gathering subjective and objective performance data and maintaining these data so they could be used to accurately move people into positions where their talent was needed most
- Job analysis and validation strategies were implemented to:
- Identify High Potential performance expectations
- Identify a definition of performance success in each part of the organization (by function and level)
- Multiple assessments were used
- Three Hogan assessments (HPI, HDS, and MVPI)
- A 360° feedback assessment tool
- Development and assignments were used to retain talent
discover the HOGAN reports used for succession management ›››
(HPI) Leadership Potential Report
The Potential Report outlines an individual's day-to-day leadership style, including behavioral descriptions, leadership competencies, and comprehensive development recommendations. The Potential Report is organized in terms of seven dimensions of normal personality that address a different component of leadership performance.
details and sample report ›››
(HDS) Leadership Challenge Report
The Challenge Report describes a leader’s characteristic way of interpreting the world and treating subordinates while under stress and pressure. The Challenge Report predicts career-derailing behaviors that interfere with the ability to build a cohesive and high-performing team – the hallmark of effective leadership.
details and sample report ›››
(MVPI) Leadership Values Report
The Values Report explores a person's core values and goals that ultimately drive a leader’s behavior, aspirations and expectations about life. What a person values determines how he/she will lead; this determines the kind of environment a leader will create and the sort of organizational culture the person will do the best work.
details and sample report ›››
(HPI) Manage Report
The Manage Report highlights the most effective techniques for managing an employee. This in-depth report identifies strengths on which to build and shortcomings that may be a challenge.
details and sample report ›››
(MVPI) Compass Report
The Compass Report outlines the occupational significance of a person's core values and provides effective career planning information. This values-driven report clarifies a person’s values, compares these values with various occupations and cultures, and describes the kind of people with whom the person will be comfortable to work and live.
details and sample report ›››
(HDS) Interpret Report
The Interpret Report presents HDS scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
(HPI-HDS-MVPI) High Potential Report
The High Potential Report aligns with business competencies to provide quality information for selection decisions, on-boarding, and employee development. This easy-toimplement solution is a cost effective way to predict high potentials for your organization.
details and sample report ›››
and identify potential roadblocks
Facilitate Alignment
Individual Goals » Team Goals » Key Organizational Goals
- Help the Team develop a common understanding of itself
- Facilitate self-awareness
- Encourage team dialogue
- Discuss the team’s assessment results in relation to the team’s goals and vision for the future
- Determine strengths, barriers, and opportunities to maximize team potential
discover the HOGAN reports used for team building ›››
(HPI) Career Report
The Career Report describes how an individual will act in various business circumstances, identifies strengths and shortcomings, and includes detailed developmental tips on how to manage his/her career. This high-impact report accurately identifies the behavioral tendencies likely to affect job performance.
details and sample report ›››
(MVPI) Compass Report
The Compass Report outlines the occupational significance of a person's core values and provides effective career planning information. This values-driven report clarifies a person’s values, compares these values with various occupations and cultures, and describes the kind of people with whom the person will be comfortable to work and live.
details and sample report ›››
(HDS) Interpret Report
The Interpret Report presents HDS scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(HPI) Interpret Report
The Interpret Report presents HPI scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(MVPI) Interpret Report
The Interpret Report presents MVPI scores in a graphical representation, interprets the business relevance of the scores, and describes how the scores interact. This comprehensive report describes the assessment subscale scores and how they impact the day-to-day interactions with others.
details and sample report ›››
(HPI-HDS-MVPI) Summary Report
The Summary Report is a results-based overview of a candidate’s performance strengths, challenges, and values. The report integrates results across the HPI, HDS, and MVPI to provide a snapshot of interpersonal performance and values in relation to future career aspirations.
details and sample report ›››
HOGAN Assessment is a personality assessment methodology with applications in the professional area, renowned as a world class tool for the identification of talents, leadership selection and development. HART Human Resource Consulting is member of the management and HR consulting group Assessment Systems International, the official partner of HOGAN Assessment Systems in CEE .
