HPI assessment is a measure of normal personality and designed primarily for use in selection, career-related decision making and development planning. It provides detailed information regarding what we call the “bright side” of personality characteristics that appear in social interaction and that facilitate or inhibit a person’s ability to get along with others and to achieve his or her educational and occupational goals. The HPI provides behavioural information - i.e. how we are seen to behave at work.
HDS assessment is a measure of normal personality that represents ground breaking research into tendencies that can derail career success. All leaders are vulnerable to these derailers - deeply ingrained personality traits that affect their leadership style and actions. The key to avoiding the negative consequences associated with these tendencies is self-awareness. The HDS is the only business-related inventory that measures these dysfunctional tendencies.
MVPI defines terms of a person's identity, i.e., how people see themselves, their hopes, dreams, aspirations, and goals. These areas influence what we look for at work and provide insight for job satisfaction and engagement i.e. why we do things! This aspect of personality is difficult to measure or study and is not always reflected directly in behaviour. The MVPI assessment explores core values of individuals, which can then be compared to the culture (values) of organisations.
BRI evaluates a person’s ability to solve problems and make business-related decisions using textual, graphic, and quantitative data. Many psychologists believe that cognitive ability (intelligence) is the single best predictor of occupational performance and other important outcomes, including health, wealth, and life satisfaction.