The Perils of Accentuating the Positive assembles a dream team of thought leaders to critically evaluate advice from "gurus" to stop fixing weaknesses and instead focus on strengths. The book offers "the rest of what you need to know" about the fad known as "strengths-based development."
The Hogan Guide is a 334-page resource book that provides an in-depth look into Hogan’s comprehensive suite of three personality assessments - Hogan Personality Inventory, Hogan Development Survey and the Motives, Values, Preferences Inventory.
The 167-page book links personality characteristics to people's behavior and offers a systematic account of the nature of personality, showing how to use personality to understand organizations, to staff teams, and to evaluate, select, deselect and train people.
Personality: Theories and Applications bridges the gap between research-oriented books and traditional theory books by organizing each chapter around the specific topic that interested each of the major theorists.
Provides detailed and technical information around HPI construction, reliability, validity, interpretation, administration, and norms. The 2007 publication is the third edition.
Provides detailed and technical information around the development of the HDS, Psychometric information, interpretive scale descriptions and outlines administration and scoring processes.
Describes the development of the MVPI, presents correlations with other tests, reviews interpretive scale descriptions, and outlines administration and scoring processess.
Provides brief technical information around HBRI rationale, test design, development, norms, test properties, and administration. The HBRI is the first cognitive assessment measure that identifies decision-making style in a business environment.
Outlines the development of the Hogan Advantage, the 74-question personality assessment that predicts performance on three performance competencies associated to entry-level jobs. Chapter highlights include:
Reviews the validity of personality measures for selecting employees in seven job families: Managers & Executives, Professionals, Technicians & Specialists, Sales & Customer Support, Administrative & Clerical, Operations & Trades, and Service & Support.
Summarizes the research used to create and validate the High Potential Candidate Assessment Report which helps organizations to predict competency-based requirements associated with future job performance for management recruits.
