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Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
Strategic HR: Expanding the Power of Personality Assessments
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Strategic HR: Expanding the Power of Personality Assessments

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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 …

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.

Published in: Business, Technology
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  • 1. Strategic HR: Expanding the Power of Personality Assessments You can listen to today’s webinar using your computer’s speakers or you may dial into the teleconference. If you would like to join the teleconference,please dial 1.408.600.3600 and enter access code: 497 505 560 # You will be on hold until the seminar begins. #TMwebinar
  • 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 #TMwebinar
  • 3. Tools You Can Use• Q&A – Click on the Q&A icon on your floating toolbar in the bottom right corner. – Type in your question in the space at the bottom. – Click on “Send.” #TMwebinar
  • 4. Tools You Can Use• Polling – Polling question will appear in the “Polling” panel. – Select your response and click on “Submit.” #TMwebinar
  • 5. Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES2. Will I receive a copy of the recording after the webinar? YES Please allow up to 2 business days to receive these materials. #TMwebinar
  • 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 styleSTRATEGIC HR: EXPANDING THE POWER OF PERSONALITY ASSESSMENTS Jarrett H. Shalhoop, Ph.D. Hogan Assessments
  • 9. Click to edit Master title styleAgenda → What is Personality? → Common Applications of Personality in HR → Defining Strategic HR → Implications for Individual Assessment → Case Studies → Questions 8
  • 10. PersonalityClick to edit Master title style State vs. Trait DebateState:Situational influences on behaviorTrait:Characteristics that influence behavior across situationsObservable Characteristics:Identity vs. Reputation 9
  • 11. Poll to edit Master title styleClickQuestion• 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 MasterClick 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 MasterClick 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 12
  • 14. Click to edit Master title styleStrategic 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 13
  • 15. Poll to edit Master title styleClickQuestion• How often are individual assessment data used to inform strategic HR management decisions in your organization? – Never – Almost never – Occasionally – Frequently – Always 14
  • 16. Strategic ImplicationsClick to edit Master title styleIn aggregate, individual data inform about the broader workforce Shared Strengths Shortcomings Work Styles ValuesData are of substantial value for strategic decision making 15
  • 17. Case Study: Master titleClick to edit Recruitmentstyle Global Pharmaceutical Organization3,500 candidates • Personality assessment used to evaluate candidates2 sales positions• Relationship-based sales role • Research-based target profile used for screening• Technical sales role 16
  • 18. Case Study: Master titleClick to edit RecruitmentstyleSales 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 17
  • 19. Case Study: Master title styleClick 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 18
  • 20. Case Study: Master title styleClick to edit Organizational Design Manager Profile ResultsInterpretation: Day-to-Day Derailers• Assertive• Quiet• Process-oriented• Practical• Reserved• Micromanagers• Conflict averse 19
  • 21. Case Study: Master title styleClick to edit Organizational DesignRestructuring 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 20
  • 22. Cross-cultural ImplicationsClick to edit Master title style 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 21
  • 23. Cross-cultural ImplicationsClick to edit Master title styleLeadership in China Leadership in the U.S.• Guanxi • Competitive• Importance of “Face” • Assertive• Collectivist • “Great man” theory Data support these different leadership styles 22
  • 24. Cross-cultural ImplicationsClick to edit Master title style Meaningful Differences Day-to-Day DerailersDay-to-day • Consensus building • Confrontational • Process-orientedDerailers • Low autonomy • Confront issues • Demanding of DRs 23
  • 25. Cross-cultural ImplicationsClick to edit Master title style Strategic Implications• Global competency modeling• Leadership styles• Training and development program design• Centralized talent management programs 24
  • 26. SummaryClick to edit Master title style• 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.
  • 28. Join Our Next TM WebinarMobile and Social Technologies to Empower a Business Agility Revolution Thursday, May 17, 2012 • TM Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register for upcoming TM Webinars at www.talentmgt.com/events Join the Talent Management magazine Network http://network.talentmgt.com/ #TMwebinar

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