Hogan Personality Inventory
Hogan Personality Inventory (HPI) is a Five Factor personality assessment specifically designed for use in business settings. Comprised of 206 true-false items, the HPI takes less than 20 minutes to complete. The HPI provides a comprehensive, business-based assessment of personality that is specifically designed to predict occupational success and can be used for both selection or development. Specific applications include employability, individual assessment, selection and individual development/coaching.
The HPI was developed in the context of the socio-analytic theory. Within this model, getting along with and getting ahead of others are seen as the dominant themes in social life. The seven scales of the HPI capture key behavioral tendencies relevant to these life themes and are based on the Five Factor Model of personality.
DISC BEHAVIORAL ASSESSMENT
DiSC is a personal assessment tool used to improve work productivity, teamwork and communication. DiSC is non-judgmental and helps people discuss their behavioral differences. If you participate in a DiSC program, you'll be asked to complete a series of questions that produce a detailed report about your personality and behavior.
DiSC profiles help you and your team:
- Increase your self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problem
- Learn how to adapt your own style to get along better with others
- Foster constructive and creative group interactions
- Facilitate better teamwork and minimize team conflict
- Develop stronger sales skills by identifying and responding to customer styles
- Manage more effectively by understanding the dispositions and priorities of employees and team members
In 1973, Dr. Clark Wilson was the first to use 360 feedback for training and development. It is a logical sequence of steps essential to directing the performance of tasks. It relates core competencies to operational performance and interpersonal relations. The focus is on the interaction between the person who is in charge of that performance and those who are carrying out the task. This pairing of individuals includes: managers and their direct reports, executives and their subordinate managers, sales representatives and their prospects, and team members and their team mates.
The feedback allows each individual to understand how his or her effectiveness as an employee, coworker, or staff member is viewed by others.
The purpose of the 360 feedback is to assist each individual to understand his or her strengths and weaknesses, and to contribute insights into aspects of his or her work needing professional development. Click here for more info.