The Hogan Personality Inventory Commerce Essay

The Hogan genius Inventory Commerce Es tellThe Hogan personality Inventory is a reputation tryoutify which is a tone of normal somebodyality and is utilize to predict short-circuit letter performance (http//www.hogan quantifyments.com/hogan-personality-inventory). This tool has umpteen drug ab hires and is used by both organisations and individuals. The HPI was specifically designed to aid business and mercenary use and give notice be used throughout the recruitment process and to mark argonas of a person which could be developed.The HPI was the first personality inventory to be based on the quintuplet- compute Models openness, conscientiousness, extraversion, agreeableness and neuroticism. These factors ar generally accepted by psychologists as the distinct personality factors (http//www.advanced spatestrategies.co.uk/Hogan- spirit-Inventory-HPI.asp), although other stickers nonplus been identified. These five personality traits were defined by Costa and McCrae i n 1992 and they be used for intellect the relationship between personality and the behaviours of people.The HPI uses the seven primary scales to help assess personality. The HPI analyses these scales which be bankd to influence managerial performance. The seven primary scales beAdjustment. This is inevitable for managers to be able to react well under twitch, remain unruffled in tense situations and not take problems or criticism to heart.Ambition. Managers in addition bespeak to display this as this shows how decisive a person is and how they would bang with taking the lead. Managers with high ambition builds know how to communicate in effect as well as encouraging squad work and ahead(p) teams well.Soci talent. This reflects a managers great power to communicate with their faculty, how warm, outgoing and talkative they be.Likeability. A managers ability to charm and use their communication and interpersonal skills to talk to clients and their staff. This will me liorate a managers skill at building teams and maintaining trust between colleagues.Prudence. Managers need to display this attri simplye to be dependable, conscientious and hard working. This means the attraction will be loyal to their company and will treat their team members moderately.Inquisitive. This is necessary for managers to be practical and imaginative while thinking strategically about the businesses plans and goals in the long term.Learning Approach. This implys a managers desire to listen and their aptitude in their training and their school work. It base be shown that develop Success is steadily and moderately correlated with measures of cognitive ability (http//www.drbobhurley.com/pdf/HPIManual.pdf).The HPI originates from a man called Robert Hogan and is sold by his company Hogan Assessments. Robert Hogan is a well cognize expert and international authority in psychology. According to his own website he is widely credited with demonstrating how personality fa ctors influence organisational effectiveness in a variety of atomic number 18as (http//www.hoganassessments.com/executive-team). He has a Ph.D from the University of California and is a fellow of galore(postnominal) different universities. Robert Hogan has quoted that between 50-75% of managers are atrocious managers and this is due to the fact that they can interview well based on technical knowledge but they piddle bad lead skills. Therefore he believes his personality discharge can help to differentiate the good leaders from the good interviewees. strain 1 shows an subject output report generated by the HPI. According to the Hogan Personality Inventory Brochure the reports give the following in pution how a expectation may react in various circumstances, the characteristics of participants and summarises the recommendation for job check out and potential hiring (http//www.hoganassessments.com/sites/default/files/assessments/pdf/HPI_Brochure.pdf). The graph in figure 1 sh ows how the person taking the demonstrate scores on each of the seven scales and shows whether the score is in the high, low or average percentile.Figure 1 An congressman HPI output reporthttp//www.linkageinc.com/pdfs/Assessments/LFR_Potential.pdf%20HPI.pdfThe report goes on to beg off each of the scales in much than detail, giving examples of characteristics of leaders with similar scores. For example in this assay report the person has a score of 72 for adjustment which is in the high percentile content this person can handle pressure well, not take criticism personally, expect to succed, be hard to heap and may overlook their mistakes.The report gives some of the implications of this type of lead and for this example it is compared to other leaders, your scores suggest that you usually maintain a arrogant attitude, stay in a good mood, remain patient with staff errors and mistakes, and persist in the face of challenges, frust symmetryn, and reversals. On the other hand, you may not realize when others are stressed, and may be reluctant to listen to oppose feedback. (http//www.linkageinc.com/pdfs/Assessments/LFR_Potential.pdf%20HPI.pdf). There are 4 report formats which can be generated from the HPI. These are a data report does not interpret the data in any way, career builder which gives the applicants strengths and weaknesses as well as advantage tips, attention builder which gives suggestions on how the individual may be managed and the leadership forecast challenge report which analyses how an individuals scores are likely to sham their work and their leadership style (http//www.pan runing.com/products/Hogan/HPI.asp).The HPI test consists of 206 true and false questions and unitary of the main features which the HPI boasts is that its questions are non-intrusive or invasive (http//www.hoganassessments.com/sites/default/files/assessments/pdf/HPI_Brochure.pdf). The HPI was created along the lines of the socio-analytic theory. The test there fore assumes that fixting along with and getting ahead of others become the ascendant themes in social life (http//www.psychpress.com.au/psychometric/talent-psychometric-testing.asp?hogan-HPI)Uses of the Hogan Personality Inventory force Selection Finding the right person for the jobOrganisations are descent to recognise the importance of finding a person who fits with their values, ideals and ways of working. Organisations are able to identify what skills a person has by looking at their qualifications and past experience but personality tests such(prenominal) as the HPI are able to help identify whether an applicant has the right personality to equip their organisation.Individual AssessmentIndividuals may use the HPI to help decide whether they are accommodate to a specific occupation or to decide whether they should hold further education (http//www.workreview.co.uk/whatis/whatisthehpi.asp). It can similarly be used to assess personal strengths and weaknesses determine th e best method to develop careers by focalisation on which skills need to be developed.Management DevelopmentManagement could use the HPI to assess where their staffs skills could be developed to create a better and much(prenominal) productive work force. It can also be used to practice people in teams, perhaps with one person more suited to leadership and the others with complimentary skill sets.Strengths of Using Personality TestsPersonality tests are becoming more popular for selecting good employees. Rodney Warrenfeltz of Hogan Assessment Centres said hiring practices are commonly neglected as a headstone aspect of overlord facility maintenance. Many now believe that the selection of the right employees is of key importance and the personality test industry is now worth $four hundred million-a-year as employers have begun to realise the value of good employees and costs of bad employees, one company estimated the cost of one bad employee as cosmos an astounding $2.5M (http //www.csi-executivesearch.com/executive-search/cost-of-a-bad-hire.html). Personality tests can also withstand legal challenges meaning organisations can use this method to reject people without the risk of macrocosm sued for discrimination.Weaknesses of Using Personality TestsThe validity and reliability of personality tests is often called into discredit and some job impinge onkers complain that having their whole personality judged on a couple of questions, does not show potential employers the scope of their whole personality. Personality tests are really costly to run and if the validity is dubious and so organisations need to consider whether the results are worth the expense.A flaw modify the validity of personality test results is that respondents may alter their answers to reflect what they believe the company is looking for. For example if a company an employee is applying for a job at has a reputation for having an autocratic leadership style then the applicant may alter their answers to a personality test to say they follow instructions well even if they dont. This would make the results of the test unfaithful and may end in the wrong employee being accepted. Detection of such inaccuracies is difficult as there is no way for an applicant to explain the reasoning behind their answers meaning that the organisation will not get the full count on of an employee.Strengths of the HPIThe Hogan Personality Inventory is a popular test used by recruiters and in 1980, the HPI was the first instrument designed to measure personality and predict resulting behaviours in the workplace. A strength of the HPI is that it predicts the reputation and the opinions others have of a persons leadership style, not what the applicant thinks of their own management style.The HPI is truly practical and according to the Hogan Assessment website the tests have a relatively short 15-20 minute completion time (http//www.hoganassessments.com/sites/default/files/assessment s/pdf/HPI_Brochure.pdf). Other practical advantages include its online platform making it cost and time effective. The multiple choice format enables automated marking, making human interaction minimal. The test is available in a number of languages so the aforesaid(prenominal) test can be completed world-wide. This helps multi-national companies as applicants can be tested using the same platform increasing the validity of results as applicants can complete the test in their native tongue.The HPI is based on the Five-Factor Model. According to Costa and McCraes system when an individual is scored on these factors they will produce a complete picture of that persons personality (http//www.healthguidance.org/ launch/13139/1/What-Is-the-Five-Factor-Model-of-Personality.html). Extensive research has been carried out on these factors and statistical evidence demonstrates that the Five Factor Model is high in validity and useful as a predictive tool (http//www.healthguidance.org/entry/ 13139/1/What-Is-the-Five-Factor-Model-of-Personality.html). The HPI has been based on over 500000 working adults, this is a moderatelyly large base for the inventory to be normed on making the results more valid as these people have been tested from over cc of the main industries. The validity of the tests is further proved with retest reliabilities ranging from .74 to .86. HPI archives have been kept since 1970 and it continues to be ones of the most widely accepted and used inventories for research on personality (http//www.psychpress.com.au/psychometric/talent-psychometric-testing.asp?hogan-HPI).Weaknesses of the HPIThe Hogan Personality Inventory is based on a series of true and false questions which doesnt allow people any requital for expressing other opinions. In other words the answers that the people give when they are taking the test are very constricted. This means that the potential employees are unable to express their true feelings or explain their answers.As the Ho gan Personality Inventory is validated on over 200 industries it could be argued that this is a key weakness of these personality tests. These assessments were designed to be general, apply to a wide range of situations (most were not specifically created for workplace application), and are not amenable to customisation. This approach means that the tests are to general to create a valid overview of a persons leadership capability for a specific role. such(prenominal) measures employ a one size fits all approach, which (similar to clothing) does not leave a very good fit in most cases (http//www.evancarmichael.com/ gross sales/3147/Trouble-with-Personality-Tests.html)Another weakness of the Hogan Personality Inventory is that it is based on the Five Factor Model which has been reviewed as not explaining the whole of the human personality. many argue that models such as the Cattells 16 Personality Factors (1946)are more reflective of the humans personality as they take into account more aspects of a persons personality. These extra traits could involve religion, political views and other environmental factors. It could be argued that the Five Factor Model only provides a snapshot of a persons personality not a full picture (http//www.healthguidance.org/entry/13139/1/What-Is-the-Five-Factor-Model-of-Personality.html).Findings and ConclusionsWhen researching the Hogan Personality Inventory it is very important to remember that it is a commercial entity and a lot of articles which I have read have been very biased and aimed at making the reader buy the product. Following on from this, there is very little literature outlining the weaknesses of the HPI, although there is a fair amount about the disadvantages of personality tests based on the Five Factor Model.Table 1 shows the British Psychological ordinations review into the major psychometric tests, comparing them on their main ratings and their cost information. From this table the HPI scores highest against the other tests with a score of 19 while the only other test to come close to this is the Personality Inventory which scored 17 stars.Tech boilersuit quality of technical information, Valid Validity, Rely Reliability, Norms Normative Information,Cover overall clarity and coverage of content.Table 1 The British Psychological Society (BPS) Review of Personality Instruments 2nd EditionPersonality tests can have huge benefits for both organisations and the individuals. It can help management with employee selection and employee increase and they can help individuals to identify areas of themselves which need improving. The practical nature of these tests can help to weed out unsuitable candidates quickly and easily and it is also a form of selection which can stand up in court. The HPI itself is a well known and trusted brand of test, due to the model which it is based on and the amount of working adults it is normed on.On the other hand, many individuals disagree with the use of personality tests in the selection process. The lack of ability to express reasoning behind answers means that many applicants feel constrain when answering the tests and many people are prone to faking their answers although Robert Hogan believes he has single-minded this problem with the HPI as he states that the data are quite clear-even when actuate to fake, peoples scores on the HPI dont change. (http//www.hoganassessments.com/blog/robert-hogan-phd/how-faking-impacts-personality-assessment-results). Instead he claims that instead of faking, people are engaging in a form of impression management and these results are more valid given the fact that they are gauging a persons reputation as a manager not their opinions of their own leadership styles.After evaluating the strengths and weaknesses of people using personality tests I can see organisations continuing to use them for the foreseeable future, peculiarly as unemployment continues to rise and the ratio of people applyin g to the number of roles increases. It is a quick way to reject potentially unsuitable people and reduce an applications list easily. I would also fold that the Hogan Personality Inventory is a valid test to use especially when used in conjunction with the other Hogan Assessments.