Harrison’s analysis identifies true strengths that influence effectiveness and facilitate success in the workplace, as well as behaviours that lower engagement levels and hinder the realization of professional potential.
The Harrison SmartQuestionnaire™ takes into account certain psychological mechanisms and limits the test completion time (25 minutes) to detect and prevent any attempts to manipulate the results.
One assessment for the entire
talent lifecycle based on solid data.
Talent analysis is based
on specific evaluation criteria.
Development of an adaptive onboarding program for employees/teams
1. Talent management and succession planning
A great tool for diagnosing employee potential and planning their career path.
2. Employee engagement survey
The survey enables us to gather information on what is important to employees or entire teams and to what extent the organization meets those expectations. The insights help in employee retention.
3. Career success analysis
This type of information is helpful in predicting a candidate’s job performance effectiveness. This survey helps avoid recruitment mistakes. According to Harvard Business Review, up to 80% of employee turnover is a result of faulty hiring decisions.
4. Leadership competency assessment
We assess ten leadership competencies divided into five categories. The assessment identifies strengths as well as potential “derailers” that can be used in a positive manner.
5. Collaboration and team competencies
Another report provides feedback on team members’ collaboration.
6. Emotional intelligence
The report considers emotional intelligence as an important element of effectiveness – based on research of many authors dealing with emotional intelligence, including Goleman.
7. Career options
The report presents the test-taker’s predispositions and indicates the most recommended professions. It is a valuable tool if the company is planning outplacement actions.
The foundations of Harrison Assessments - two key principles
Harrison Assessments is built upon the theory of job satisfaction, which suggests that employees are more willing to perform tasks they enjoy. As they engage in these tasks more frequently, they become more proficient in them. Self-evaluation and feedback received from others are typically positive, further motivating them to perform these tasks. This cycle continues, raising job satisfaction levels and reinforcing the propensity for such behaviours. A similar cycle occurs regarding tasks that employees dislike. They tend to avoid or procrastinate on these tasks, performing them infrequently, resulting in lower proficiency, errors, and potentially negative self-evaluation and feedback. Consequently, they are less inclined to undertake or actively avoid such tasks.
Harrison Assessments considers a paradox as two statements or beliefs that may seem contradictory but, in reality, complement and interact with each other. Dr. Harrison identified 12 characteristics that are inherently paradoxical.
Dan Harrison, Ph. D
Dan Harrison, Ph.D., is the author of the Harrison Assessments questionnaire and has over 30 years of experience in the field. He is renowned for developing and expanding the Harrison methodology, including the innovative Paradox Technology™.
mathematician, personality theorist, consultant, psychologist, individual potential psychologist, organizational psychologist.