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 Competencies related to success for Job Titles Key Step eps • Focus Groups • Job Analysis Survey
FOCUS GROUP DESCRIPTIONS Subject bject matt atter r expe perts ts describ scribed d a high gh performin orming g Job b Title le as…. • Competitiv etitive, e, driven, en, and have a strong g entrepre rene neurial urial spirit rit • Social ally ly skille led and highl hly y mot otivat ated to build and maintai intain n relatio ionsh nships ips with h co-wor workers and d custome mers • Indepe epend ndent, nt, task k oriented, and focused ed on providing iding time mely y follow-up up to customer mers • Industr ustry y experts ts, , understand standing ing bot oth the produc uct t and changi nging ng needs of the customer mer • Financi nancial ally y minded and mot otivat ated to continua inuall lly y incre reas ase e sales revenue ue
JOB ANALYSIS Def efin init ition ions • The process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job • Process of defining a job in terms of its tasks and the knowledge or skills required to perform them
JOB ANALYSIS Uses es Provides a foundation for: • Job Descriptions • Employee Selection Training • • Performance Appraisals • Job Classification Job Evaluation • • Job Design and Redesign
HOGAN JOB ANALYSIS PROCESS The Jo e Job Evaluati tion on Tool l (JET) • Personality-based job analysis survey • Statements rated by experienced professionals • 4 key sections • Performance Improvement Characteristics (PIC) • Derailment Characteristics Questionnaire (DCQ) Motivational Improvement Characteristics (MIC) • • Competency Evaluation Tool (CET)
The PIC identifies personal characteristics required for success, and the degree to which those characteristics improve job performance. 48 items ems ALIGNED WITH 7 HPI SCALES RATING SCALE Minimally Moderately Substantially Does not improves improve improves improves performance performance performance performance 0 1 3 2
JET SECTION: PIC Sampl mple e Item ems Would d job b perfor ormance 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
HPI JET RESULTS Job Titles should be… PIC Resul ults ts Account Manager 100 calm and even dependable and 90 tempered process focused 80 otal Possible 70 60 diplomatic and 50 perceptive ge of Tot 40 30 ntage Percenta 20 10 0 ADJ AMB SOC INP PRU INQ LRN PIC Scales
The DCQ identifies personal characteristics that can inhibit success, and assesses the degree to which those characteristics job degrade performance. 22 items ems ALIGNED WITH 1 1 HDS SCALES RATING SCALE Minimally Moderately Substantially Does not degrades degrade degrades degrades performance performance performance performance 0 1 3 2
JET SECTION: DCQ Sampl mple e Item ems Would d job b perfor ormance 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
HDS JET RESULTS It is detrimental for Job Titles to be… DCQ Resul ults ts Account Manager 100 socially arrogant 90 withdrawn 80 otal Possible deferential 70 60 stubborn and volatile and 50 passive-resistant ge of Tot unpredictable 40 30 ntage impractical and Percenta 20 distractible 10 0 EXC SKE CAU RES LEI BOL MIS COL IMA DIL DUT DCQ Scales es
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. 40 items ems ALIGNED WITH 10 MVPI SCALES RATING SCALE Minimally Moderately Substantially Does not describes the describe the describes the describes the work group work group work group work group 0 1 3 2
JET SECTION: MIC Sampl mple e Item 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
MVPI JET RESULTS Job Titles value… MIC C Result ults s Account Manager 100 achievement 90 teamwork and networking 80 otal Possible 70 60 ge of Tot 50 40 ntage Percenta 30 structure and 20 predictability 10 0 AES AFF ALT COM HED POW REC SCI SEC TRA MIC Scales es
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. 62 ems items ALIGNED WITH HCM RATING SCALE Minimally Helpful Not Associated Concerned Important Critical for Job for Job for Job with Job with Job Performance Performance Performance Performance Performance 2 3 0 1 4
JET SECTION: CET Sampl mple e Item ems Rate th the extent t to which h each competenc ency y IMPROVES VES job perform ormance 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
CRITICAL COMPETENCIES 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 on Oral Commu mmunica icati tion on Buildin ding g Relati tionshi onships ps Depen endab dabilit ity Tru rustw twor orthi thiness ess Self Confide idence nce Compe peti titi tive Goal Set etting ting Responsibility ponsibility Inter erpers erson onal al Skills Initi tiat ativ ive
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