Understanding Personality: Key to Organizational Success

We live in a world where the organization's most valuable assets are its people and not its machinery. If this is not clearly understood it might have serious consequences for organization's future. However placing importance on a people's component is not only about their knowledge and skills because we have to take into consideration people's personality too. People's personality is usually assessed on a basis of a day-to-day experience but this is a method that is a costly one because many people make much better impression during the job interview than during the real work. Therefore it is wise to use instruments such as the personality assessment tests which are developed for better understanding not only of our subordinates but of ourselves

HPI assessment is the basic test which predicts the performance and behavior of an employee under normal conditions. The report will provide us with a vision of his daily performance and we can consider if it would be contributing to our company. The second, more important level of testing is HDS. HDS extends the analyses of individual behavior under the stress conditions. The behavior of the employees under the pressure and stress is very often determining for the future and success of the department. The motivation of every employee is different. Somebody is motived only by the salary and another one needs to be recognized and to have a feeling of importance. The evaluation of the motivators and values covers MVPI Assessment. The last assessment is HBRI which is specially developed to mirror a decision making and problem solving ability of the employee (Hogan Assessment,

These problems can be prevented by sophisticated head-hunting. Although, Hogan is not cheap it can save lot of money. If we can for example identify management potential in intern employees we can save money and not hire from outside. Another place where money would be saved is fluctuation, Hogan can identify stability and motivational factors of employees, therefore employer have better picture of personality and can pretend reactions. Hogan tests have positive ratings also from psychological professionals. In December 2004, the British Psychological Society compared HPI to other advanced test (British Psychological Society, 2007). A total of 60 compared methods. Methods were compared in terms of validity, reliability, norms, quality of technical data and the overall clarity. From fourteen methods listed in final comparison highest number of points BPS assigned to HPI(British Psychological Society, 2004). Despite careful approach of BPS the number of points given is only approximate, on the other hand, still testifies the quality of Hogan's methods. There is no doubt that Hogan is valid and recognized selection method and positive effects were recognized in many companies around the world and also in Slovakia (J&T, Ministry of Agriculture and Rural Development of the Slovak