Enterprise-ready by design
ISO 10667-aligned process logic, defined responsibilities, GDPR-based data governance, and multilingual enterprise-environment readiness.
How HRP works
How HRP turns assessment evidence into responsible people decisions
HRP connects role context, abilities, motivation, and workplace personality within a controlled process for selection, onboarding, development, coaching, mentoring, and internal mobility.
HRP method
The method behind enterprise-ready, controlled assessment
HRP is built to make 4 things clear at once: what HRP measures, how deeply it measures it, how assessment is controlled, and how evidence becomes purpose-specific reports that create practical organizational value.
Deeper evidence
Abilities, motivation, 6 WorkPlace HEXACO dimensions, 24 subdimensions, and supported workplace indicators and subindicators.
Controlled assessment
Remote completion, authorized human review, local norms, automated item generation (AIG), and purpose-specific reporting boundaries.
Measurable value
Better-informed selection, more focused onboarding and development, lower repeated HR work, and clearer break-even logic.
01
Define the role and decision context
Clarify the role requirements, assessment purpose, responsibilities, success conditions, and permitted use of results.
02
Assess relevant person evidence
Select the abilities, motivation, and workplace-personality evidence needed for the role and purpose.
03
Interpret evidence in context
Interpret broad dimensions, subdimensions, selected combinations, and cognitive evidence in relation to the role, purpose, and decision boundaries.
04
Support responsible action
Turn relevant evidence into selection support, onboarding guidance, development priorities, coaching or mentoring themes, or internal-mobility support.
Deeper evidence
Three evidence layers, interpreted in the context of the role
HRP combines what a person can do, what sustains their motivation, and workplace-personality evidence that supports interpretation of expected behaviour across roles and situations.
5
cognitive ability aspects
6
motivation types
6
WorkPlace HEXACO dimensions
24
personality subdimensions
Layer 01
Abilities
Multiple cognitive assessments provide differentiated evidence relevant to learning demands, reasoning, processing, comparison, and other role-relevant capabilities.
Layer 02
Motivation
Work values and motivational evidence help explain what is likely to sustain effort, engagement, and fit with the working environment.
Layer 03
Workplace personality
WorkPlace HEXACO assesses six broad workplace-personality dimensions and their subdimensions, supporting interpretation of expected behaviour across roles and situations.
Behaviour in context
See how personality may shape workplace behaviour
The report goes beyond broad personality scores to describe how a person may contribute to the organization, where counterproductive workplace behaviour may be more likely, and how they may typically function as a team member, manager, and direct report.
Organizational citizenship behaviour
Describes behaviours through which a person may contribute beyond formal role requirements, support colleagues, and strengthen the functioning of the organization.
Counterproductive workplace behaviour
Highlights personality-related tendencies that may increase the likelihood of behaviour harmful to performance, cooperation, or the organization.
Three workplace perspectives
Provides distinct descriptions of how the person may typically function as a team member, as a manager, and when reporting to a manager.
Behavioural interpretation
From workplace personality to role-relevant behavioural themes
HRP interprets WorkPlace HEXACO dimensions, 24 subdimensions, and selected combinations in relation to the role and assessment purpose. This supports careful discussion of expected workplace behaviour and themes associated in the literature with organizational citizenship behaviour and counterproductive workplace behaviour.
Expected workplace behaviour
WPH results are interpreted as likely behavioural tendencies across relevant workplace roles, demands, and situations.
Organizational citizenship behaviour themes
Selected workplace-personality patterns may inform discussion of themes associated with organizational citizenship behaviour, such as constructive contribution, cooperation, and discretionary support.
Counterproductive workplace behaviour themes
Selected workplace-personality patterns may inform discussion of themes associated with potentially counterproductive workplace behaviour, without treating them as certain predictions of future conduct.
ROLE CONTEXT
Assessment evidence is interpreted against the work, not in isolation
HRP job profiles draw on O*NET occupational information to structure role requirements and connect assessment evidence with relevant work demands.
- Role requirements
- Purpose of the assessment
- Level of responsibility
- Decision context
- Local and organizational context
Enterprise-ready by design
Built on established psychometric delivery infrastructure
HRP assessments are delivered through Cambridge Concerto, supporting controlled digital assessment workflows and adaptive or structured test delivery where appropriate.
- Digital assessment delivery
- Structured test sessions
- Adaptive testing where applicable
- Controlled result processing
- Integration with HRP reporting and review workflows
Scientific and open foundations
Scientific and open foundations
HRP combines open scientific frameworks, role-context evidence, and controlled delivery infrastructure so assessment priorities stay connected to real work and responsible interpretation.
Open personality framework
HRP's workplace-personality approach uses IPIP-HEXACO item material adapted to the work context, and HRP appears on the public IPIP implementation listing maintained by Oregon Research Institute.
Role profiling informed by work evidence
HRP uses O*NET® occupational information to inform role profiling and assessment priorities so evidence stays tied to occupational demands.
Online assessment-delivery platform
HRP's online assessment-delivery environment is built on Cambridge Concerto, the open-source assessment platform developed by the University of Cambridge Psychometrics Centre.
Local evidence and controlled cognitive testing
HRP uses local norms and validation evidence where relevant, and selected cognitive tests use automated item generation (AIG) to support controlled assessment delivery.
Controlled assessment
Flexible for people. Reviewable for organizations.
HRP combines remote assessment with authorized human review, local norms, automated item generation (AIG) for relevant cognitive testing, defined interpretation boundaries, and purpose-specific reporting.
Remote completion
Candidates and employees can complete assessments asynchronously at a suitable time and place.
Authorized human review
Recorded assessment evidence may be reviewed later by an authorized human reviewer.
Local norms and evidence
Where available, interpretation uses locally relevant norms and evidence rather than translation alone.
Automated Item Generation
Selected cognitive assessments can use automated item generation to create controlled task variants that reduce repeated exposure to identical items.
Defined interpretation boundaries
Different users have different authorization levels for reports, interpretation, and use.
Purpose-specific reporting
Selection, onboarding, development, coaching, mentoring, and internal mobility require different reporting boundaries and outputs.
Enterprise-ready by design
Controlled assessment delivery with defined responsibility
ISO 10667-aligned process
HRP’s controlled assessment framework is designed for alignment with ISO 10667-2 and informed by the client-side principles of ISO 10667-1.
Professional guidance
Psychometric quality and professional test use are informed by relevant APA and EFPA guidance.
GDPR-based data governance
Data handling, access, retention, and authorized use are governed within EU data-protection requirements and defined client workflows.
Defined responsibilities
Methodological oversight, platform implementation, assessment delivery, reporting, training, client responsibilities, and interpretation boundaries are separated and documented.
Enterprise-ready by design
Methodological and operational responsibilities are separated
Expert methodological team
Responsible for psychometric quality, norm and reference-group decisions, interpretation logic, and methodological review.
HRP team
Responsible for platform implementation, controlled procedures, reports, training materials, client workflows, and access and delivery controls.
Controlled assessment
The report depends on the purpose of the assessment
The same assessment evidence should not be interpreted or reported identically for every use case. Selection, onboarding, development, coaching, mentoring, and internal mobility require different outputs, authorization levels, and interpretation boundaries.
Purpose before reporting
Role context before interpretation
Recency and relevance before reuse
Authorized professional use
Relevant historical evidence may support later conversations, but it is not automatically valid for every future role or purpose.
Measurable value
One evidence base can support different purposes
Relevant evidence may support selection, onboarding, development, coaching, mentoring, or internal mobility, but interpretation and reporting change according to purpose, role context, recency, and authorization.
That means better-informed selection decisions, more focused onboarding and development, less repeated HR preparation work, and clearer break-even logic based on the organization's own people costs and assumptions.
Selected research reference
Schmidt, F. L., & Hunter, J. E. (1998).
The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124(2), 262-274.
Explore HRP's method in your context
Discuss how the method can support selection, onboarding, development, coaching, mentoring, or internal mobility in your organization.