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Applications

Hann Profiling System assesses two main dimensions; Behavioral Compatibility and Career Motives. Let’s take a look at some fundamental usage of these assessment dimensions. :

BEHAVIORAL COMPATIBILITY APPLICATION

Both Adam and Ben were interviewed for the position of Sales Executive.
Findings
DURING INTERVIEW
Adam
ADAM is ambitious, outspoken, possesses good sales track records, appears competitive, firm in stating what he wants & resourceful in solving problems.
Adam-solo.jpg
Ben
BEN is assertive, sociable, possesses good sales track records, appears determined, confident in asking smart questions & persistent in solving problems.
Ben-solo
6 MONTHS AFTER BEING HIRED
Adam enjoys his work and consistently meets monthly targets. He is self-motivated and his customer base continues to grow. He can be strong headed & does not prefer to work in teams. While he can get really arrogant at times he is one of the top sales guy.
Ben continues to miss his monthly targets. He blames his weak performance on excessive paper work, lack of suppor & poor incentives. He is however a responsible person in assisting his customers - providing them with a lot of information. However, there is no real sales.

How did this happen? Let's examine the underlying behavioral compatibility with the Emotional Quality Profile (EQP)

;

RESULTS
Adam_new
Adam’s Natural Style:
Result-oriented, Aggressive, Assertive, Persuasive, Restless, Mobile, Active, Flexible, Strong-willed, Fearless.

Job focus:
Usually, those who are of this profile are well-suited for roles that involve meeting with people to achieve targets. The role should also involve the freedom for them to make decisions based on business judgment.
Ben_new
Ben’s Natural Style:
Accommodating, Reserved, Factual, Conservative, Dependable, Persistent, Perfectionist, Systematic.

Job focus:
Usually, those who are of this profile are well-suited in roles that require specialization, whereby they are experts through extensive and repeated work exposure. They function well in a process-oriented and methodical environment.

The EQP reports revealed how Adam and Ben’s work styles and performance were affected by certain behavioral tendencies. EQP provides Behavioral Compatibility information beyond the interview; to find a better person-to-job match in delivering and sustaining longer term results.



CAREER MOTIVES APPLICATION

Both Adam and Cindy are Sales Executives who have performed satisfactory for thefirst six months. They share similar behavioral tendencies; result-oriented & aggressive (high in Dominance), persuasive and creative (high in Influence). At the end of the 1st year, both Adam and Cindy are nominated to potentially become Team Managers. They were required to sit for an online Career Motives assessment, Motives Questionnaire (MQ).

How does knowing their Career Motives through the Motives Questionnaire (MQ) reports help to prioritize who will be promoted to Team Manager?

Assessment

EMOTIONAL QUALITY PROFILE (EQP)

Adam
Adam_new

ADAM’s Natural Style:
Result-oriented, Aggressive, Assertive, Persuasive.

Cindy
Cindy_new

CINDY’s Natural Style:
Result-oriented, Aggressive, Assertive, Persuasive.

MOTIVES QUESTIONNAIRE (MQ)

MQ Adam

Adam is driven by Achievement (1) & Material Rewards (5). He wants to continue to do more in order to earn more.
Personal Growth (4) & Social Interests (6) are not his priorities.

MQ Cindy

Cindy is driven by Principles (3) & Security (7). She feels motivated working in the environment that promotes integrity & fairness. She also wants to know her position is secured.
Achievement (1) & Material Rewards (5) may be important but do not drive her career for now.

 

Having this Career Motives information, who should you promote to be the Team Manager? 

 

Adam Cindy_new
PROMOTE ADAM IF:

The organization, business and people situation requires and expects a Team Manager who:

• will be relentless in driving for stretch results
• be rewarded financially based on stretch goals
• be able to personally influence or contribute to own performance than to be too dependent on the team
• does not need to specifically focus on own skills development or subordinates coaching results
PROMOTE CINDY IF:

The organization, business and people situation requires and expects a Team Manager who:
• will constantly and diligently upkeep a working environment of integrity and fairness
• be going the full extent in ensuring that he/ she performs well to increase job security
• enjoys mentoring others in the team
• be motivated to work harder if provided the room for self-development

The MQ reports revealed how Adam and Cindy’s performance as a Team Manager would be affected by their individual career motives. MQ provides Career Motives information beyond the interview; to find the better person-to-job match who is motivated in delivering required results.

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