Measuring individual competencies
Using Hogan’s competency model, we are able to use data from HPI, MVPI and HDS to measure commonly used personal competencies.
Thus, if i.e. “Employee Development”, “Decision Making” or “Managing Change” are competencies defined as critical, we can measure their presence. In the individual as well as in the organization.
Competency models have several advantages. First, when coupled with job analysis, the use of competencies ensures that organizations focus on job relevant behaviors. This increases the predictive accuracy of a selection system.
Second, competency-based reports present personality assessment results using language that is familiar to the client.
Third, they allow organizations to streamline their selection process by focusing on competencies that are important for a number of jobs, thereby allowing the organization to determine an applicant’s fit with multiple jobs at once.
Finally, they allow organizations to streamline interventions with existing employees, such as development/training efforts and performance assessment across departments and functions.