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Harrison Assessments by HR Central K.K.

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Know more about Harrison Assessments and how it can help you and your organization hire the right people.

Know more about Harrison Assessments and how it can help you and your organization hire the right people.

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  • 1. Core Principles of the ™ Harrison Assessments system ™ Eligibility/Suitability Paradox Theory Harrison Assessments Paradox Theory provides Harrison Assessments The ability to predict job performance is dependent upon identifying all of the critical factors. If one assesses eligibility or technical competencies, it only represents a greater depth of psychological understanding because it reveals an entire system of behaviour rather than merely offering insights about specific Predictive • Comprehensive • Performance Results a portion of the critical factors to predict performance. traits. It also predicts stress behaviour and provides When behavioural competencies are also measured, a framework that facilitates objective understanding such as emotional intelligence, personality, and of self and a clear direction for self development. work preferences, a high degree of accuracy is attained to predict performance. In the example, (one of the 12 main Harrison Assess- ments paradoxes), this manager tends to be very warm and empathetic, but sometimes avoids enforcing necessary rules. Thus, the manager’s normal range Eligibility Suitability of behaviour (large circle) tends to be permissive. Background Personality Work However, according to Preferences the principles of Paradox Education Motivations Interests Theory, that behaviour will Training Interactions Task Preferences “flip” and the manager will Experience Attitudes Work Environment become harsh or punitive when under stress. A Validated Instrument for: Preferences Skills • Candidate Selection • Individual Development Enjoyment Performance Theory • Team Development Enjoyment-Performance Theory states that an individual will perform more effectively in a job if they enjoy the tasks required by that job, have interests that relate • Succession Planning to the position, and have work environment preferences Achieve Solid Business Results that correspond with the environment of the workplace. • Reduce recruiting and attrition cost Harrison Assessments’ global research indicates • Improve strategic workforce planning and that the enjoyment of these various aspects of a succession planning by accurately identify- job is highly correlated with good performance. ing and developing high potential employees • Improve employee productivity, satisfaction, and retention through better employee job fit • Increase effectiveness of coaching, development, and performance management by identifying T a l e n t s . C areers. R e s o u r c e s . behavioural traits correlated with specific jobs • Increase team productivity by improving working relationships and leveraging team member strengths If you enjoy an activity, you tend to do it more. By doing it more, you tend to • Increase efficiency of assessment using a single learn and improve the related skills. As a result, you tend to gain recognition questionnaire to create multiple reports and (including self recognition) which helps you enjoy the activity more. applications HR Central KK Shinagawa Inter-City Front Bldg. 3F Desk@MB28 2-14-14 Kounan, Minato-ku, Tokyo 108-0075 JAPAN (T) +81 (0)50-5806-9821|(M) +81 (0)80-3434-8665 T a l e n t s . C areers. R e s o u r c e s . URL: http://www.hrcentral.co.jp | email: jun@hrcentral.co.jp Harrison Assessments is a trademark of Harrison Assessments Int’l Ltd. All other trademarks are the property of their respective owners.
  • 2. ™ • Descriptive and prescriptive tools • 30 years of extensive research and validation • Library of job templates The Harrison Assessments System • Exceptional lie detection • Easily customized • No adverse impact • Robust and insightful reports • 156 unique traits • Multiple languages Candidate Selection Individual Development The Harrison Assessments system provides a comprehensive The Harrison Assessments system reveals deeply rooted assessment of the behavioural competencies required for insights that determine essential high performance traits a position and accurately predicts success and potential and those that will accelerate or hinder performance related obstacles. Integrated selection tools include performance- to specific positions. It reveals a person’s work prefer - based interviewing questions, how to attract the candidate, ences and behavioural competencies that pinpoint the and the ability to calculate eligibility, suitability, and T a l e n t s . C areers. R e s o u r c e s . developmental opportunities to achieve or increase interview ratings for a composite ranking of candidates. personal satisfaction and measurable job performance. The assessment is web-based and scored online with comprehensive results available within 15 seconds. Predict how they will: • Communicate, influence and lead Assess: • Handle autonomy • Decision-making • Take personal initiative • Communications • Resist or facilitate change • Motivation • Handle conflict • Flexibility Candidate Individual • Seek to learn, grow, and excel • Conflict management Selection Development • Plan and organize • Innovation • …and much more • ...and much more Succession Team Planning Development Succession Planning Team Development Managing the talent pipeline is more critical In today’s specialized work environment, talent than ever. The Harrison Assessments system is not enough. Talented people must effectively provides the ability to predict an individual’s work together in order for the organization to likelihood of success at multiple levels within succeed. Harrison Assessments Paradox Theory an organization and create a developmental reveals team dynamics in a way that has never plan to accelerate their progress. before been possible, enabling individual team members to easily identify how their own behav - iours contribute or obstruct the team objectives. Talent Management: It also provides a step-by-step plan in which each team member can make adjustments to • Identify high potential candidates facilitate optimal team performance. • Predict multi-level capabilities • Create accelerated development plans A team building tool to: • Identify alternate career paths • Create teams with effective interactions • Leverage the talent pool • Discover the strengths and challenges of a team including team decision-making potential • Increase retention Used by over two million people in more than five thousand companies worldwide • Identify the best roles for each team member • Assess the potential for cooperation or conflict • Establish clear guidelines for effective interactions