The Hartman Value Profile assessment (HVP) is based on the simple principle that people do best the things they value most. For example, if a person does not value people, their potential to work with and lead people will be negatively affected.

The HVP measures a person's performance potential while providing an accurate picture of their developmental needs. The HVP has content validity, but no face validity. (People cannot guess what the assessment is looking for and manipulate it to look good.)

The HVP measures one's potential in the areas of:

• Empathy (understanding the unique value of people),
• Practical Judgment (the ability to make decisions. get things done),
• Systemic Judgment (planning, structure, systems),
• Self-Esteem (understanding their own unique worth),
• Role Awareness (understanding their current roles),
• Self-Direction (understanding where they are headed in their life).

To complete the HVP a person is asked to rank the items in the first part from best to worst, and then rank the phrases in the second part from those they most agree with to those they least agree with. The results reflect an individual's own preferences which are measured against the objective scale given by formal Axiology. The measurement is very precise, yet allows for nearly an infinite variety.

The results of the HVP are derived from logical, mathematical norms, and are not based on the values of any specific population or group. Consequently, it is not a "test" to be passed or failed and the results have no bias with respect to sex, age, race, creed, or any other socio-cultural classification. Honesty is the best criterion for obtaining accurate results.

• Executives, managers and employers responsible for others will find it useful:
• For discovering the strengths and weaknesses of their associates and potential employees.
• For identifying areas where additional training may be needed.
• For building work teams and groups.
• For measuring group morale and spirit
• For determining suitability for promotions and job re-allocations.
• For retaining existing employees.


• It compliments interest and aptitude tests for high school and college-aged students to help them discover their strengths and weaknesses and to help with their choice of career paths



• Counselors and therapists will find it helpful:
• In identifying compatibility when matching potential partners in marriage.
• In marriage counseling