Information on Harrison Assessments from Balance at Work.

1. Core Principles of the
™
Harrison Assessments System
system
™
Harrison Assessments
Paradox Theory
Eligibility/Suitability
Harrison Assessments Paradox Theory provides
The ability to predict job performance is dependent
Predictive • Comprehensive • Performance Results
a greater depth of psychological understanding
upon identifying all of the critical factors. If one assesses
because it reveals an entire system of behaviour
eligibility or technical competencies, it only represents
rather than merely offering insights about specific
a portion of the critical factors to predict performance.
traits. It also predicts stress behaviour and provides
a framework that facilitates objective understanding
When behavioural competencies are also measured,
of self and a clear direction for self development.
such as emotional intelligence, personality, and
work preferences, a high degree of accuracy
In the example, (one of the 12 main Harrison Assess-
is attained to predict performance.
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.
Work
Personality
Background However, according to
Preferences
the principles of Paradox
Motivations
Education
Interests Theory, that behaviour will
“flip” and the manager will
Interactions
Training Task Preferences
A Validated Instrument for:
become harsh or punitive
Attitudes
Experience when under stress.
Work Environment
Preferences
• Candidate Selection
Skills
• Individual Development
• Team Development
Enjoyment Performance Theory
Enjoyment-Performance Theory states that an individual
• Succession Planning
will perform more effectively in a job if they enjoy
the tasks required by that job, have interests that relate
Achieve Solid Business Results
to the position, and have work environment preferences
that correspond with the environment of the workplace. • Reduce recruiting and attrition cost
• Improve strategic workforce planning and
Harrison Assessments’ global research indicates
succession planning by accurately identify-
that the enjoyment of these various aspects of a
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
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
• Increase efficiency of assessment using a single
it more. By doing it more, you tend to
learn and improve the related skills. As
questionnaire to create multiple reports and
a result, you tend to gain recognition
(including self recognition) which
applications
helps you enjoy the activity more.
Susan Rochester
Accredited Practitioner
T: 1300 785 150 | M: 0448 306 180 | E: info@balanceatwork.com.au | W: www.balanceatwork.com.au
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 • No adverse impact
• Exceptional lie detection • Easily customized
• Multiple languages
• Robust and insightful reports • 155 unique traits
Candidate Selection Individual Development
The Harrison Assessments system provides a comprehensive The Harrison Assessments system reveals deeply rooted
insights that determine essential high performance traits
assessment of the behavioural competencies required for
and those that will accelerate or hinder performance related
a position and accurately predicts success and potential
to specific positions. It reveals a person’s work prefer
obstacles. Integrated selection tools include performance- -
ences and behavioural competencies that pinpoint the
based interviewing questions, how to attract the candidate,
developmental opportunities to achieve or increase
and the ability to calculate eligibility, suitability, and
personal satisfaction and measurable job performance.
interview ratings for a composite ranking of candidates.
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
Team
Succession
Development
Planning
Team Development
Succession Planning
In today’s specialized work environment, talent
Managing the talent pipeline is more critical
is not enough. Talented people must effectively
than ever. The Harrison Assessments system
work together in order for the organization to
provides the ability to predict an individual’s
succeed. Harrison Assessments Paradox Theory
likelihood of success at multiple levels within
reveals team dynamics in a way that has never
an organization and create a developmental
before been possible, enabling individual team
plan to accelerate their progress.
members to easily identify how their own behav -
iours contribute or obstruct the team objectives.
It also provides a step-by-step plan in which
Talent Management:
each team member can make adjustments to
• Identify high potential candidates facilitate optimal team performance.
• Predict multi-level capabilities
A team building tool to:
• Create accelerated development plans
• Create teams with effective interactions
• Identify alternate career paths
• Discover the strengths and challenges of a team
• Leverage the talent pool
including team decision-making potential
• Increase retention Used by over two million people in more
• Identify the best roles for each team member
than five thousand companies worldwide
• Assess the potential for cooperation or conflict
• Establish clear guidelines for effective interactions