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Why do people do what they do? Do you ever wonder how people make their
decisions?
No two human
beings are exactly alike in their thought patterns or behavior. Dr.
Robert S. Hartman,
the founder of a new mathematics for measuring our values and
attitudes, was passionate about
finding the answer to
the question, “Why do people do what they do?”
He spent his lifetime researching and as a result, was instrumental in
developing the Science of Axiology, the science of human value and
logic. From this methodology, The Hartman Value Profile was born. It is
the basis for The Performance Profile, one of the most powerful tools
ever developed to uncover and fulfill human potential.
With The Performance Profile, we
have the means to objectively, reliably, and precisely, measure the thinking
process of any human being. Because of Dr. Hartman’s discoveries, we can measure
values and attitudes as accurately as a ruler measures an inch or a foot.
The Profile measures ‘Value’;
individual values, likes and dislikes, and the capacity to make a value
judgment. It gauges the structure of our thinking process identifying
why and how we make decisions. The Profile measures ‘Value’
scientifically. On the basis of numerical units, it indicates the
dynamics of the decision process, cutting across such biases as age,
sex, race, position, etc. The system quantifies the attention, balance,
and clarity that individuals and groups have regarding people, tasks,
systems, and themselves. |
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This is not a psychological, intelligence, or aptitude test; there is no pass or
fail.
Using Hartman’s Science of Axiology and the mathematics of calculus, in 15
minutes or less, you can have the operator’s manual to one of the most powerful
forces on the planet – your thinking.
Samples
By simply ranking 18 items on each of two lists, the way in which we think and
make decisions is measured with the precision of a thermometer.
What happens inside your organization when an ineffective employee is brought on
board?
How do we assist valuable employees in enhancing their skills and finding even
greater fulfillment in their jobs?
Ineffective, unhappy employees have the potential to suffocate a department or a
company causing it to wither and suffer as if diseased. On the flipside, a
culture that values and seeks the fullest potential of its employees breathes
and expands, filling its environment with the greatest volume of possibilities
leading to maximum success.
Crafting a culture that cultivates employee growth and contribution supports the
retention of valuable employees. The organization that encourages employees to
discover, apply, and enhance their strengths, skills, and abilities is sure to
flourish. The Performance Profile facilitates that discovery ground by assessing
individual competencies such as:
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Ability to interpret
messages
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Desire to service
customers
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Ability to handle
rejection
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Flexibility
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Drive
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Problem-solving ability
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Planning ability
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Attentiveness to planning
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What candidate evaluation methods
can the human resource and management professional use to reasonably ensure the
best hiring decisions?
Measuring applicant competencies enhances the overall hiring process by
decreasing the number of ineffective new hire decisions and increasing employee
effectiveness, satisfaction, and retention. The potential ultimate outcome being
greater organizational success. Because of its superior results, organizations
around the world use the Performance Profile for:
- Improving selection
procedures
- Identifying high
potential employees
- Discovering the
strengths and weaknesses of associates and potential employees
- Retaining existing
employees
- Measuring group morale
and spirit
- Determining
suitability for promotions and job reallocations
- Understanding
willingness to perform
- Identifying areas
where additional training may be needed
- Building team strength
and team understanding
- Identifying
individuals’ and groups’ actual concept of excellence, service,
sales, and the work environment
- Promoting
self-acceptance and self-confidence
- Accident prevention
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Why use the Performance Profile over any
other human resource development or candidate evaluation tool?
In thinking about assessments, we typically group together all those tools that
help us gather or learn information about a person. The Performance Profile
really is in a class by itself; it is a tool like no other. Many assessments are
subjective by nature. The Performance Profile achieves objectivity due to its
scientific mathematical approach. It is impossible to fool it. The accuracy and
clarity of its results are superior to other tools.
Some assessments, like 360º Feedback, measure one person’s perception of another
person. Other assessments ask the users to describe their personal preferences
and the way they like to look at things. The Performance Profile is very
different in that it does not ask the respondents to describe themselves, their
competencies or other people. It is not vulnerable to bias as other personal
inventories can be.
Many assessments measure behavior and group the results into a limited number of
categories. The Performance Profile, on the other hand, has 6.4 quadrillion
possible ways in which it can print one individual’s report. It measures with
the clarity, detail, and accuracy similar to the precise definition found in an
MRI.
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Who is Dr. Robert S. Hartman and how did his Science of Axiology begin?
In Germany during the 1920s, the mind of a young boy questioned the attitudes
and behaviors he noticed growing in his native country. He resolved that nothing
should ever threaten or destroy the infinite value of human life, and he began
the life-long pursuit for an answer to the questions, “Why do we do what we
do?”, “What is the value of human life?”, and “What is good?” The boyhood
questions became the impetus behind the passion of the young man who grew into
the highly respected Dr. Robert S. Hartman.
As a young man seeking answers, he rejected the reigning political values of the
times forcing him to flee his native country in preservation of his life. In
1932, at the age of 22, Hartman left Germany, first for England, then Mexico,
and eventually for the United States in 1941.
His questions drove him to seek answers that would support, protect, and enhance
the value of human life. His search led him to earn PhDs in Mathematics,
Philosophy, and Law. Using a mathematical scientific approach, he arrived at an
answer in his axiom, “A thing is good when it fulfills its concept.” With that,
he had the foundation for the science of Axiology, the science of human value
systems and logic. Out of this science rose a mathematically precise approach
for measuring the way we think, The Hartman Value Profile, the basis of The
Performance Profile.
Dr. Hartman’s extensive career as a lecturer and visiting professor took him to
many colleges and universities throughout the United States and around the
world. He conducted the bulk of his work as a Research Professor of Philosophy
at both the University of Tennessee and the National University of Mexico. In
1973, Hartman received the honor of a Nobel Peace Prize Nomination for his
respected work in human decision-making.
After his death in 1973, one of his students from the University of Tennessee,
Wayne Carpenter, chose to build on his beloved Professor’s work, developing a
computerized system of reports for the Value Profile. Since then numerous
refinements and validity studies have produced a Profile that is, today, a tool
for personal and organizational development that is unmatched in its accuracy,
simplicity, and objectivity.
Validity Studies
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