|
|
|
|
|
September 2007
|
|
www.hoganassessments.com
|
|
|
|
|
|
|
|
|
|
:: A Note To Our Readers
|
|
This September
edition of the Hogan newsletter brings you the latest news from
Hogan, including an article about norms, new financial case
studies, technical manual announcements, and the release of The Hogan Guide. We welcome
your comments and suggestions. Please e-mail us at webmaster@hoganassessments.com.
|
|
|
|
:: The Hogan Guide Now Available
|
|
The Hogan Guide is a 334-page resource book
that provides an in-depth look into Hogan's comprehensive suite of
personality assessments, which help companies select employees, develop
leaders, and identify talent. The accumulated knowledge that went into The Hogan Guide spans four
decades and includes countless assessments, discussions with
colleagues, and feedback sessions with our customers.
Chapter highlights
include:
|
· Origins of each inventory
· Fundamentals of scale-by-scale
interpretation
· Advanced look at configural,
conflict, and competency interpretation
· Fundamentals of delivering feedback
· Building a development plan and
coaching
Click here to order. To view the brochure, click here.
|
|
|
|
|
|
:: Hogan's Cognitive Assessment Measure for the Business
Environment
|
|
Hogan Assessment
Systems announces the release of the Hogan Business Reasoning
Inventory (HBRI) as the first cognitive assessment measure that
identifies decision-making style in a business environment. The HBRI
was developed exclusively on working adults and is designed
specifically to predict real-world performance and occupational
success.
The Hogan
Business Reasoning Inventory evaluates a person's ability to make
business decisions using textual, graphic, and quantitative data. Hogan
is positioning the HBRI to become the industry standard for assessing
two kinds of problem solving, called tactical and strategic reasoning. Read more...
|
|
|
|
:: The Leadership Value Chain: How Do Leaders Affect
Organizational Outcomes?
|
|
We now know that
personality predicts leadership style, and that leadership style
predicts ratings of leader effectiveness. There are also some data
showing that leadership style predicts business unit performance. So
there is a kind of causal arrow going from personality through
leadership style to the performance of the business unit of which a
manager is in charge. Thus, we can use personality to predict business
unit performance. That is an important finding in itself, but it also
raises a question about the links. That is, how do leaders affect
organizational outcomes? Our Leadership Value Chain suggests an answer.
Read more...
|
|
|
|
|
|
|
|
:: Hogan International Development: Career Connections
in Kenya
|
|
Madeleine Dunford
of Career Connections discusses the introduction of Hogan Assessment
Systems into East Africa. Hogan
has worked with Career Connections using job evalution tools
to generate suitability reports. Results confirm there is no
disparity between East African scores and archival global
data.
Read more...
|
|
|
|
:: 2007 Edition of the HPI Technical Manual Available
September 28
|
|
Hogan Assessment
Systems announces the release of the latest technical manual for the
Hogan Personality Inventory (HPI). The 2007 publication represents the
third edition, with the previous manual published in 1995. Included in
the updated HPI manual are the recent technical developments,
reliability studies, confirmatory factor analysis, and general norms
representing the structure of the US workforce. A
significantly expanded chapter detailing construct validity of the HPI
scales with the major measures from Goldberg's longitudinal studies is
presented. Also summarized are recent HPI-based meta-analytic studies
structured by criterion-type and job family. An interpretive chapter
introduces scale score descriptions and performance implications that
form a foundation for those using the more in-depth Hogan Guide.
- To view excerpts from
the new HPI technical manual, click here.
- The HPI technical
manual will be available for purchase on September 28 by
visiting www.hoganassessments.com.
|
|
|
|
:: Norms: Who Wants to be Normal?
|
|
What are norms?
Nunnally (1967, p. 244) explains that "norms are any scores that
provide a frame of reference for interpreting the scores of particular
persons." Norms are essential for providing a context to interpret
raw scores of a test. By using norms, we can compare the
characteristics of one person to a suitable group of other people and
draw some conclusions about that person's behavior.
The
2007 edition of the HPI Technical Manual (3rd
Edition) documents various changes in the Hogan Personality
Inventory along with new data supporting the factor structure,
reliability, and validity. However, a major improvement of the
inventory is the availability of updated norms. Norms were last
published in 1995 and we have observed some scale score shifts over the
last 12 years.
Read more...
|
|
|
|
:: Case Study: Finance Account Manager
|
|
Challenge: One of the largest banks
in the United States
was looking to improve selection procedures before a major hiring
cycle. The client was looking to hire over 400 new Account Managers.
Solution: Based on the results of a
job analysis with high performing Account Managers and their managers,
Hogan Assessment Systems suggested the use of the Hogan Personality
Inventory (HPI) and the Hogan Motives, Values, and Preferences
Inventory (MVPI) for identifying high potential Account Managers.
Results: Click here to view the results.
Through the use of
the Hogan inventories and the Hogan selection and development series of
reports, financial firms of all sizes have improved productivity,
lowered turnover, reduced costs, and increased the financial
performance of their sales teams. Hogan has a strong track record of
success helping finance clients achieve return on investment and
bottom-line results.
Click here to learn more about Hogan's experience and success
in the finance industry.
|
|
|
|
:: Hogan - Out, About, and in the News
|
- Aaron Tracy, Chief
Technology Officer, and Ryan Ross,
Director of Alliances and Partners, will represent Hogan at
HR-XML's Global Partnering and Integration Summit on September 26
- 28 in Las Vegas,
Nevada. The Summit is
targeted at HR strategists looking to gain insight on HR service
delivery and technology. To learn more about the HR-XML
conference, click
here.
- Dr. Robert Hogan will
be speaking at The Best of Talent Management Summit on November 12
- 14 in San Francisco,
California. To learn
more about the Talent Management Summit, click here.
- Ryan
Ross, Director of Alliances and Partners, and
Nicole Bourdeau, Consultant, visited Shanghai
and Beijing, China in
August. Ross and Bourdeau provided training and client
support for Hogan's international partner MGP and Right
Management. The certification and educational classes focused on
assessment integration, coaching, and selection with 29
individuals from 6 Asian countries in attendance.
- Look for a recently
published article by Dr. Joyce Hogan, Dr. Paul Barrett, and Dr.
Robert Hogan in the Journal
of Applied Psychology, Volume 92, Issue 5 published
September 2007. The article is titled, "Personality
Measurement, Faking, and Employment Selection".
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Copyright
2007 Hogan Assessment Systems, Inc. All Rights Reserved.
|
Unsubscribe
from H News
|
|