Cognitive abilities are considered as the most important factor in assessment of individual’s professional potential. Cognitive abilities determine individual’s ability to react and adapt to new situations and challenges and as well as his/her ability to acquire and implement knowledge and skills. They are the most important predictor of business performance. Their importance increases in parallel with increase of complexity and difficulty of tasks and responsibilities related to a particular work post.

Verbal abilities determine individual’s capacities regarding the extension his/her vocabulary, verbal fluency, computation, quality of long-term memory and understanding of verbal contents. Individual’s vocabulary (the level of his/her ability to understand and verbally express concepts at various degrees of abstraction) is also a sound indicator oh his/her general intelligence (the G-factor). They are related to an individual’s experience and learning, therefore they are conditioned by his/her cultural environment.

Non-verbal abilities include the capacity for mental rotations (ability to construct a mental image of an object or its position in space once it is moved or its structure is modified), working memory (the amount of sensory stimuli an individual is able to successfully detect), processing of sequences of information, understanding and solving of non-verbal problems as well as deductive and inductive reasoning on the basis of non-verbal and numerical information. They also provide insight into individual’s capacity for reacting and adapting to unknown situations and his/her capacity for logical reasoning independently of acquired knowledge and experience and of the culture or environment the individual is living in.

Numerical abilities are manifested in the speed of understanding and successful manipulation of numbers. They provide insight into an individual’s capacity for abstract reasoning (understanding, derivation and use of mathematical and logical laws). They stand among key abilities related to performing professional tasks such as logical and other types of analysis, understanding and predicting trends, strategic decision-making etc.

Capacity of short-term (working) memory directly relates to the ability to codify, retain, recall and manage conscious information. It also relates to effectiveness of control mechanisms used for management of conscious information // information present in an individual’s conscience in a given moment in time.

Perceptive abilities are related to the ability of processing information acquired through visual perception.

Visual-spatial abilities determine spatial visualization (positioning and organization of elements in space) and of perception and comprehension of space/environment.


The HEDONCA inventory measures seven fundamental personality traits. In addition to dimensions that correlate with the dimensions of the well-known Big 5 model (Extraversion (E), Openness to experience (O), Neuroticism (N), Concientiousness (C) and Agreeableness (A)) it also includes dimensions Destructive (amoral) potentials (H) and Disintegration (D).

The Destructive (amoral) potentials dimension measures an individual’s tendency to form fair and correct regard for others based on reciprocity and respect of needs of others as well as his/her capacity for compassion and forgiveness. It’s cas as an independent trait is supported by strong empirical data (see: Ashton et al. 2004 etc.).

The Disintegration (D) dimension measures an individual’s tendency to imagine “patterns” in irregular and coincidental structures, to experience non-existent cognitive or sensory experiences, suspicion, feeling of unusual or incorrect corporal/motoric functioning and unusual mood changes. Analysis in various laboratories, among others in the Laboratory for research of individual differences (LIRA) operating within the University of Belgrade’s Department of Psychology, suggest that this is indeed an independent dimension (see: Ashton & Lee, 2012; Knežević, G., Savić, D., Kutlešić, V. & Opačić, G., 2017; Knežević et al., 2016; Watson, Clark, & Chmielewski, 2008 etc.).

The HEDONCA inventory can bi considered as the most comprehensive current attempt to describe the fundamental non-cognitive disposiotional behavioural determinators

Ashton, M. C., & Lee, K. (2012). Oddity, schizotypy/dissociation, and personality. Journal of Personality, 80, 113–134. »

Ashton, M. C., Lee, K., Perugini, M., Szarota, P., De Vries, R. E., Di Blas, L., et al. (2004). A six-factor structure of personality-descriptive adjectives: solutions from psycholexical studies in seven languages. Journal of Personality and Social Psychology, 86, 356–366. »

Knežević, G., Lazarević, L. B., Bosnjak, M., Purić, D., Petrović, B., Teovanović, P., ... Bodroža, B. (2016). Towards a personality model encompassing a Disintegration factor separate from the Big Five traits: A meta-analysis of the empirical evidence. Personality and Individual Differences, 95, 214–222. »

Knežević, G., Savić, D., Kutlešić, V., & Opačić, G. (2017). Disintegration: A Reconceptualization of Psychosis Proneness as a Personality Trait Separate from the Big Five. Journal of Research in Personality, 70, 187–201. »

Watson, D., Clark, L. A., & Chmielewski, M. (2008). Structures of personality and their relevance to psychopathology: II. Further articulation of a comprehensive unified trait structure. Journal of Personality, 76, 1545–1585. »


Professional interest profiles are based on the Holland (1985, 1997) model of personality types and work environments. With interest profiles it is possible to describe the work environment of a particular work post (the “Interest profile of a work post”) as well as professional interests of an individual (the “Interest profile of an individual”). The RIASEC OK model distinguishes among six types of interests: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E), Conventional (C).

The system offers the possibility to measure correspondence between the interest profile of an individual (comprised of hi/her primary, secondary and tertiary interest types) and the interest profile of the work post (which consists of the three most relevant types of interest for this particular post).

Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.

Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.

Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.

Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.


Occupational Reinforcer Patterns (ORPs) indicate which work values and needs are likely to be reinforced or satisfied by a particular occupation. The use of work values to describe occupations is based on the Theory of Work Adjustment (TWA) developed during the Work Adjustment Project at the University of Minnesota under Research Grants from the U.S. Department of Health, Education and Welfare (Dawis, R.V., England, G.W., & Lofquist, L.H., 1964; Dawis, R.V., & Lofquist, L.H., 1984). This theory proposes that job satisfaction is directly related to the degree to which a person`s values and corresponding needs are satisfied by his or her work environment. The TWA identifies six work values each with a corresponding set of needs.

Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.

Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.

Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.

Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.

Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.

Thousand employees tested. And counting...
Predefined professional profiles
Assessments and questionnaires
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