HOGAN RESEARCH PROCESS Job Profil ilin ing PROJECT OVERVIEW - - PowerPoint PPT Presentation
HOGAN RESEARCH PROCESS Job Profil ilin ing PROJECT OVERVIEW Strat ategy egy Identify scales on the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI), and Hogan
Job Profil ilin ing
Strat ategy egy
(HPI), Hogan Development Survey (HDS), and Motives, Values, Preferences Inventory (MVPI), and Hogan Competencies related to success for Job Titles Key Step eps
etitive, e, driven, en, and have a strong g entrepre rene neurial urial spirit rit
ally ly skille led and highl hly y mot
ated to build and maintai intain n relatio ionsh nships ips with h co-wor workers and d custome mers
epend ndent, nt, task k oriented, and focused ed on providing iding time mely y follow-up up to customer mers
ustry y experts ts, , understand standing ing bot
uct t and changi nging ng needs of the customer mer
nancial ally y minded and mot
ated to continua inuall lly y incre reas ase e sales revenue ue
Subject bject matt atter r expe perts ts describ scribed d a high gh performin
g Job b Title le as….
about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job
tasks and the knowledge or skills required to perform them
Def efin init ition ions
Provides a foundation for:
Uses es
professionals
The Jo e Job Evaluati tion
l (JET)
The PIC identifies personal characteristics required for success, and the degree to which those characteristics improve job performance.
RATING SCALE
Does not improve performance Minimally improves performance Moderately improves performance Substantially improves performance
1 2 3
ALIGNED WITH 7 HPI SCALES
items ems
Would d job b perfor
ance IMPROVE VE if a [YOUR JOB TITLE]…?
1. Is competitive 2. Is kind and considerate 3. Pays attention to feedback 4. Wants to be the center of attention 5. Enjoys speaking in front of groups
Sampl mple e Item ems
10 20 30 40 50 60 70 80 90 100 ADJ AMB SOC INP PRU INQ LRN
Percenta ntage ge of Tot
PIC Scales
PIC Resul ults ts
Account Manager
Job Titles should be…
calm and even tempered dependable and process focused diplomatic and perceptive
The DCQ identifies personal characteristics that can inhibit success, and assesses the degree to which those characteristics degrade job performance.
RATING SCALE
Does not degrade performance Minimally degrades performance Moderately degrades performance Substantially degrades performance
1 2 3
ALIGNED WITH 1 1 HDS SCALES
items ems
Would d job b perfor
ance DECLI LINE NE if a [YOUR JOB TITLE]…?
1. Becomes irritable when frustrated 2. Acts impulsively 3. Is a perfectionist 4. Avoids taking any risks 5. Won’t take initiative to solve problems
Sampl mple e Item ems
10 20 30 40 50 60 70 80 90 100 EXC SKE CAU RES LEI BOL MIS COL IMA DIL DUT
Percenta ntage ge of Tot
DCQ Scales es
DCQ Resul ults ts
Account Manager
It is detrimental for Job Titles to be…
volatile and unpredictable stubborn and passive-resistant socially withdrawn arrogant impractical and distractible deferential
The MIC assesses the employee’s work environment, the values that help define ideal work climate, and the degree to which these values are considered important to the company and its culture.
RATING SCALE
Does not describe the work group Minimally describes the work group Moderately describes the work group Substantially describes the work group
1 2 3
ALIGNED WITH 10 MVPI SCALES
items ems
The [YOUR JOB TITLE] work group(s) in our organization…
1. Avoid taking risky actions 2. Enjoy holding meetings 3. Want to beat the competition 4. Enjoy having a good time 5. Support family values
Sampl mple e Item ems
10 20 30 40 50 60 70 80 90 100 AES AFF ALT COM HED POW REC SCI SEC TRA
Percenta ntage ge of Tot
MIC Scales es
MIC C Result ults s
Account Manager
Job Titles value…
teamwork and networking achievement structure and predictability
The CET is a comprehensive list of performance capabilities from the Hogan Competency Model (HCM) that distinguish effective from ineffective personnel, and identifies competencies considered critical to the job being evaluated.
RATING SCALE
Not Associated with Job Performance Minimally Concerned with Job Performance Helpful for Job Performance Important for Job Performance
1 2 3
items ems
4
Critical for Job Performance
ALIGNED WITH HCM
Rate th the extent t to which h each competenc ency y IMPROVES VES job perform
ance
1. Generates creative ideas and perspectives 2. Effectively expresses him or herself through written communication 3. Accepts personal accountability for actions regardless of outcomes 4. Plans work to maximize efficiency and minimize downtime 5. Deals comfortable with unclear situations and problems
Sampl mple e Item ems
Top Rated ed Compe peten enci cies es Sales s Ab Ability ty Work rk Ethic Perseverance erance Time e Managemen agement Ac Achie ievemen ement t Orient ntat ation
Oral Commu mmunica icati tion
Buildin ding g Relati tionshi
ps Depen endab dabilit ity Tru rustw twor
thiness ess Self Confide idence nce Compe peti titi tive Goal Set etting ting Responsibility ponsibility Inter erpers erson
al Skills Initi tiat ativ ive
11 S. Greenwood | Tulsa, OK 74120
800.756.0632 918.749.0632
hoganassessments.com