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Compass Report (MVPI)

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.

Defining core values 

Cluster I: Status Interests

  • Recognition - Wanting to stand out and be noticed, and dreaming of fame and success.
  • Power - Wanting to be successful, to make an impact, and to create a legacy.
  • Hedonism - Wanting to have fun and enjoy the fruits of one’s success.

Cluster II: Social Interests

  • Altruistic - Wanting to help the needy and powerless and improve society.
  • Affiliation - Wanting to be part of a group and seeking social stimulation.
  • Tradition - Believing in family values and endorsing socially approved behavior.

Cluster III: Financial Interests

  • Security - Wanting occupational and financial safety and avoiding risk.
  • Commerce -  Wanting financial success and seeking business opportunities.

Cluster IV: Decision Making Style

  • Aesthetics - Wanting to be stylish and fashionable and being concerned about appearances.
  • Science - Wanting to solve problems and make decisions based on data.

Download sample report

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Testimonials
(Andrea PETRE, Learning & Development Manager, Carrefour Romania)
Our collaboration with Hart Consulting and the use of Hogan Assessment tools dates back more than ten years ago, starting with the certification of a pool of HR specialists on talent acquisition and development. Afterwards, throughout the years, we've rolled out a series of projects together focused on leadership development for our middle and top management teams. Applying the Hogan
(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
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