Many view the usefulness of personality assessment as limited to analyzing individuals or team dynamics. At organizational and cultural levels, however, personality assessment can be a powerful predictor of future strengths, opportunities and challenges. This webinar will explore the ways in which personality assessment can drive effective strategic decisions, and will include case studies demonstrating how data can be analyzed and interpreted, and the insights that can be gained from a broader approach to analysis.

1. Strategic HR: Expanding the Power of
Personality Assessments
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2. Strategic HR: Expanding the Power of
Personality Assessments
Speaker: Jarrett Shalhoop
Senior Consultant, Global Alliances
Hogan Assessments
Moderator: Kellye Whitney
Managing Editor
Talent Management magazine
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6. Strategic HR: Expanding the Power of
Personality Assessments
Kellye Whitney
Managing Editor
Talent Management magazine
#TMwebinar

7. Strategic HR: Expanding the Power of
Personality Assessments
Jarrett Shalhoop
Senior Consultant, Global Alliances
Hogan Assessments
#TMwebinar

8. Click to edit Master title style
STRATEGIC HR: EXPANDING THE POWER
OF PERSONALITY ASSESSMENTS
Jarrett H. Shalhoop, Ph.D.
Hogan Assessments

9. Click to edit Master title style
Agenda
→ What is Personality?
→ Common Applications of Personality in HR
→ Defining Strategic HR
→ Implications for Individual Assessment
→ Case Studies
→ Questions
8

10. Personality
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State vs. Trait Debate
State:
Situational influences on behavior
Trait:
Characteristics that influence behavior across situations
Observable Characteristics:
Identity vs. Reputation
9

11. Poll to edit Master title style
ClickQuestion
• How are personality assessments used in
your organization? (check all that apply)
– Employee selection
– Leadership development
– Coaching
– Succession planning
– Team building
– Other
– We do not use personality assessment
10

12. Typical edit Master
Click to Applications title style
EMPLOYEE SELECTION
Characteristics that promote performance
LEADERSHIP DEVELOPMENT
Enhance self-awareness and create development plans
COACHING
Targeting specific behavioral patterns
TEAM DYNAMICS
Interaction styles and conflicts
11

13. Typical edit Master
Click to Applications title style
Used to improve decisions on an individual or
small team basis
Few organizational-level analyses
Not used to inform large-scale decisions
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14. Click to edit Master title style
Strategic HR
Definition
• Views people as a key asset
• Source of competitive advantage
• Antithetical to a systems perspective
Shaping policies, processes, or strategy around
the management of talent
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15. Poll to edit Master title style
ClickQuestion
• How often are individual assessment data used to
inform strategic HR management decisions in your
organization?
– Never
– Almost never
– Occasionally
– Frequently
– Always
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16. Strategic Implications
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In aggregate, individual data inform about the broader workforce
Shared
Strengths Shortcomings Work Styles
Values
Data are of substantial value for strategic decision making
15

17. Case Study: Master title
Click to edit Recruitmentstyle
Global Pharmaceutical Organization
3,500 candidates • Personality assessment used to
evaluate candidates
2 sales positions
• Relationship-based sales role • Research-based target profile
used for screening
• Technical sales role
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18. Case Study: Master title
Click to edit Recruitmentstyle
Sales Role 1 (blue) Sales Role 2 (red)
•Recruiting close to profile •Quality of recruitment pool may
•Lots of qualified candidates be questionable
•Improve pre-screening processes
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19. Case Study: Master title style
Click to edit Organizational Design
Transportation and Logistics Services
• Fortune 500 • Two personality assessments
used to develop high-potential
• Top 25 largest global employers employees
•Day-to-day style
• More than 1,500 high-potential •Potential derailers
managers across 10 years
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20. Case Study: Master title style
Click to edit Organizational Design
Manager Profile Results
Interpretation: Day-to-Day Derailers
• Assertive
• Quiet
• Process-oriented
• Practical
• Reserved
• Micromanagers
• Conflict averse
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21. Case Study: Master title style
Click to edit Organizational Design
Restructuring Recommendations Assessment Data Suggest
• Empower local decision making • Talent lies with execution
• Managers to engage in key • Task-focused managerial
account relationship profiles
management
Outcomes
• Local decision-making is more focused on operational matters
• Key account relationships lie with CRMs, not senior country/regional
managers
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22. Cross-cultural Implications
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1 Personality differs across cultures
Personality has implications for leadership,
2
engagement, negotiation, relationships,
integrity, etc.
3 These attributes are important for multi-
national organizations
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23. Cross-cultural Implications
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Leadership in China Leadership in the U.S.
• Guanxi • Competitive
• Importance of “Face” • Assertive
• Collectivist • “Great man” theory
Data support these different leadership styles
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24. Cross-cultural Implications
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Meaningful Differences
Day-to-Day Derailers
Day-to-day
• Consensus building
• Confrontational
• Process-oriented
Derailers
• Low autonomy
• Confront issues
• Demanding of DRs
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25. Cross-cultural Implications
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Strategic Implications
• Global competency
modeling
• Leadership styles
• Training and development
program design
• Centralized talent
management programs
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26. Summary
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• Current use of personality data is limited
• These data are very informative
• Appropriate analyses can yield new insights
• Strategic HR decisions can be improved though
consistent assessment programs
• The added value of this information is rarely
considered
25

27. Click to edit Master title style
Questions & Answers
info@hoganassessments.com
www.hoganassessments.com
@Shalhoop
Jarrett H. Shalhoop, Ph.D.

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