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Reflect™ by GMAC, Powered by Hogan, a self-assessment and development tool that evaluates personal and professional soft skills imperative in today’s workplace, was named a Top HR Product of 2013 by Human Resource Executive® magazine. GMAC and Hogan were honored with this distinction on Monday, October 7, 2013, at the 16th Annual HR Technology Conference & Expo’s Top HR Products of 2013 Awards Luncheon at the Mandalay Bay Resort in Las Vegas.

“This is a terrific honor and wonderful acknowledgement from such a leading authority as Human Resource Executive,” said Andrew Martelli, GMAC vice president, new product development. “In developing Reflect, GMAC and Hogan set out to create something not only grounded in science but also accessible with or without a facilitator, clearly presented in the language of business and directed at professionals or students looking to strengthen their soft skills to further their educational or professional aspirations.”

The Top HR Products of 2013 contest aims to acknowledge the best and most innovative human resources products of the year. The editors of Human Resource Executive reviewed and assessed all submissions and product demonstrations to identify the HR industry’s most groundbreaking solutions, evaluating products based on their ease of use, innovation and value added to the HR profession. Previous winners include The 7 Habits of Highly Effective People: Interactive Edition and Power Resume Search by Monster Worldwide.

Today’s young professionals must be prepared with not only the technical knowledge, but also the soft skills and self-awareness that are often indicative of success in management roles. To meet this demand, GMAC and Hogan developed Reflect, the only product of its kind that combines world-class Hogan personality assessments with reporting and self-development advice tailored to the user.

“Reflect by GMAC is unique to the market,” said Ryan Ross, vice president of Global Alliances at Hogan. “This solution gives today’s entry-level professionals the ability to understand their strengths, identify areas for improvement and work to develop their skills proactively to perform better and start on the right path for success. We are honored to receive such recognition for the innovation it brings to the HR industry.”

Reflect is an interactive, customizable competency solution available online. Reflect provides a personalized action plan, career development resources and a benchmarking section so participants can compare their scores against high-performing professionals across 14 different career paths.

“Human Resource Executive has been evaluating HR products and conducting this competition for 25 years,” explained David Shadovitz, editor of Human Resource Executive. “Our goal has always been to identify products and services that clearly offer value to the HR community while demonstrating innovation. With Reflect, Hogan and GMAC have shown how assessments can help even the most recent entrants to the workforce gain the strategic insight to guide their own careers and reach their professional goals.”

Strategic self-awareness starts with a clear understanding of your assessment results. In this short video, Hogan’s consultants give viewers a basic understanding of personality and what to expect during their Hogan feedback.

It’s difficult to find time to read every new piece of rersearch that could impact the I/O field. However, to be effective, it is important to stay up to date on current research. To help, the Hogan Research Division collects and summarizes important articles every quarter. Click on the authors’ names for more information about the studies.

Withholding Bosses Kill Engagement
High scores on scales comprising the Hogan Development Survey’s moving-away factor are most harmful to engagement, job satisfaction, and burnout. High scores on scales comprising other HDS factors produce mixed results (Leary et al.).

CEO, Senior Executive Personalities Impact Performance
Although it is no surprise that CEO personality and the collective personality of senior executives both influence firm performance, what may be surprising is that the two act relatively independently of one another (Colbert et al.).

Virtual Harassment More Damaging Than Face-To-Face
Virtual workplace harassment (i.e., harassment via computer-based communications) can be just as psychologically damaging as face-to-face harassment, but even more so when the person doing the harassing is anonymous or from outside of the organization (Ford).

Is Too Much Creativity a Bad Thing?
All organizations need creative people, but overall levels of creativity might be less beneficial or even detrimental to large or risk-prone organizations (Gong et al.).

Values Predict Self-Starters in Ambiguous Jobs
Individual values predict how proactive employees will be on the job, but only in weak employment situations where ambiguity is high (Grant and Rothbard).

For Extraversion, Moderation is Key
When it comes to the relationship between extraversion and call center performance, individuals with moderate extraversion scores tend to do better than individuals with either low or high scores (Grant).

Shared Leadership Drives Innovation
Shared leadership within teams helps drive innovation (Hoch).

Neurotic People May Also Be Smarter
Both neuroticism and openness to experience are significantly related to certain aspects of higher level cognitive functioning (Murdock et al.).

Workplace Bullying Impacts Mental Health
Workplace bullying not only impacts performance, but also the overall mental health of employees (Nielsen et al.).

Conscientiousness More Important in Low-Level Jobs
Although generally predictive across jobs, conscientiousness may be particularly important for lower level jobs that are highly structured and less cognitively demanding (Shaffer & Postlewaite).

Dr. Robert Hogan dedicated his career to uncovering how personality factors influence leadership effectiveness and predict job performance. In this video, he discusses personality theory and assessment, identity vs. reputation, and faking.

For decades, Hogan has helped organizations find and develop C-suite talent. Now, we’re excited to introduce a report series designed for the middle – the on-the-ground managers responsible for bridging top management with staff and delivering organizational results.

The Insight series provides organizations with scientifically validated information about an individual’s strengths, performance risks, and core values. Used as a feedback tool for selection or development, the easy-to-understand series gives emerging and mid-level managers the self-awareness needed to perform effectively. Based on Hogan’s trademark assessments, the three-part series includes reports derived from the Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, Preferences Inventory.

Learn more about the Hogan Insight Series or download a sample report.

Do Creative People Make Good Leaders?

As a leader in personality assessment, we’ve been studying this stuff for decades (really, ask us anything). We know cognitive ability is only a partial predictor of career success. In most jobs, it’s EQ, the ability to identify and manage your own and others’ emotions, that really matters. People skills determine success, and individuals who lack the ability to build effective relationships are destined to fail — no matter how smart or talented they are.

The Hogan EQ Report provides organizations with a scientifically validated tool to measure emotional intelligence. Based on the Hogan Personality Inventory and Hogan Development Survey, the easy-to-understand report provides an overall EQ score, as well as scores and feedback for six emotional competencies.

Check out this video for more on the Hogan EQ Report.