Online Assessment used by companies:

Harrison Assessments of Career Counseling

Dan Harrison, Ph.D.

Founder developer and CEO of Harrison Assessments

has a Ph.D. in Organizational Psychology

throughout his early career Dr. Harrison was involved in clinical and human potential psychology.

Dan Harrison, Ph.D.

He later became interested in organizational psychology, and as he consulted with companies he began investigating assessment instruments to help facilitate his team building and coaching work.

Dan Harrison, Ph.D.

As he analyzed various instruments he found that many lacked significant psychological depth, so he decided to create his own assessments.

Harrison Assessments
was founded in 1990 vision & purpose: to help companies optimize their human capital by leveraging their deep understanding of human resources and psychology provides a comprehensive talent management & online assessment systems.

Theories:
Enjoyment-Performance Theory
it states that an individual will perform more effectively in a job when they

enjoy the majority of the required tasks and activities,

have a personal interest in the work and are in a work environment that matches their personal preferences

Theories:
Enjoyment-Performance Theory

Enjoy Activities Positive Feedback

Improve

Do more often

Theories:
Enjoyment-Performance Theory
Dislikes Activities

Negative Feedback
Does not Improve

Procrastinates

Theories:
Enjoyment-Performance Theory

Behavioral Theory tells us that we tend to do the things that bring us enjoyment and avoid things that bring us displeasure

The Enjoyment-Performance Theory extends Behavioral Theory to say that when we enjoy and thus do an activity more often, we tend to get better at it.

Theories:
Paradox Theory
Our lives involve dealing with a series of paradoxes An extension of the "psychological opposites" theories explained by Jung and Freud. Suggests that an individual can possess and demonstrate seemingly contradictory traits simultaneously Provides a greater depth of psychological understanding because it reveals an entire system of behavior

Theories:
Paradox Theory

Each paradox is a relationship between two categories of traits: Gentle and Dynamic.
Balanced Versatility Aggressive Imbalance and Passive Imbalance Balanced deficiency In either case of imbalance, our behavior will have some counter-productive tendencies and we will experience lesser fulfillment.

Theories:
Paradox Theory

Theories:
Paradox Theory: 12 Paradoxical Traits
Opinions Certain Open/Reflective Decision Approach Analytical Motivation Self-motivated Stress Management Driving Enforcing Delegation Authoritative Collaborative Power Assertive

Intuitive
Strategic Risking Analyzing Pitfalls Self Self-acceptance Self-improvement

Warmth/empathy
Communication Frank Diplomatic Innovation Persistent Experimenting

Helpful
Organization Organized Flexible Strategic Acumen Optimistic Analyzes Pitfalls

Theories:
Paradox Theory: 12 Paradoxical Traits

Theories:
Paradox Theory: 12 Paradoxical Traits

Theories:
Paradox Theory: PARADOX GRAPH

Each of the 12 paradoxical traits is portrayed on an XY graph in order to depict the relationship between the paradoxical traits. The dynamic trait is measured along the vertical axis and the gentle trait is along the horizontal axis Four quadrants

Paradox Technology
in order for employees to prosper and be productive, it is essential that they possess the traits and fit the culture of the company. doesnt assume a bipolar relationship between traits.

Paradox Technology

Example:
2 applicants tested for being frank and diplomatic.

Harrison Assessments Tool

Harrison assessments tools quantify both eligibility (skills, experience and education) and suitability (motivation, personality, work values, interests and work preferences). Assessment tools are customizable to the specific organization and its needs and the specific job requirements.

Measures 156 traits

Harrison Assessments Tool

Job Formula - complete job analysis of an employee's strengths and weaknesses in relationship to job performance. Also generates an employee development plan that guides the employee to develop the behaviors that will lead to success for a particular job. Smart Questionnaire comprehensive assessment that would only take 30 minutes. provides a comprehensive analysis of work preferences, interests and interpersonal tendencies. Enjoyment Performance methodology you can determine how satisfied an employee is within his or her current role. You can then drill down to determine which tasks provide the greatest personal motivation and job satisfaction.

Suitability VS Eligibility
Eligibility determines if a person can do the job

measures different levels of education, specific job experience, and job-related skills based on the employer's criteria. Suitability
determines if a person will do the job measures individual traits, preferences and behavioral competencies based on the employer's values and culture.

Suitability VS Eligibility
Generally, suitability consists of the following behavioral competencies:
Leadership and Decision-making Skills Interpersonal Skills

Motivation and Initiative

Attitudinal Requirements Personal Honesty, Values and Ethics

Task Preferences and Personal Interests

Work Environment Preferences Personality Balance

Cultural and Organizational Compatibility

Suitability VS Eligibility

Job Success Formula

It automatically generates an online assessment which measures all your job qualifications including eligibility requirements and behavioral requirements for specific jobs.

Job Success Formula

has the following benefits:

Ensures that eligibility requirements are defined and measured for a specific job. Greatly increases the accuracy of hiring through a highly structured approach to defining and measuring potential job success. Greatly increases the chances of hiring the best candidate and greatly decreases the chances of hiring people who do not perform. Greatly enhances employee development by focusing development efforts on the areas that will make the greatest difference for performance for each individual employee. Facilitates consensus among decision makers by clarifying job requirements. Can automatically generate highly effective online pre-screening. Enables the formulation of comprehensive and highly effective job interview questions.

Eligibility Assessment
It measures specific types and amounts of job experience, job skills and education. All factors are weighted and scored producing an accurate overall measurement of eligibility It can be used during the interview process by scoring or rescoring the results after further questioning and reference checks.

Harrison Suitability Assessment

A comprehensive and integrated assessment of attitudes, motivations, work values, interests, interpersonal skills, work environment preferences and other work preferences in relationship to the conditions and requirements of a specific job.

Interview Suitability Assessment

A complementary means of further assessing suitability during the interview.
It includes customizable behavioral questions that can reflect the same researched criteria as the Harrison Suitability Profile.

Harrison Assessments Talent Solutions (HATS)

assesses eligibility as well as suitability, both essential to evaluating appropriate job or position fit In the recruitment module, companies are able to customize online questionnaires for potential applicants and recruits, regarding education, training and skills, experience, and work preferences for specific positions. A person within the company then evaluates the questionnaire responses in lieu of reviewing resumes to determine which candidates to interview. As the candidates go through the interview process, companies can use the Harrison Assessment to assess behavioral suitability as well. This enables a company to more effectively determine which candidate is the best fit for any given position.

Harrison Assessments
Harrison Assessments will also allow the employer to integrate results from third party assessments.
All aspects of assessment can then be integrated into one final score

OVERALL SCORE

The overall score enables you to integrate all test results into an overall assessment score that can include eligibility assessment, suitability assessment, interview results and third party test results.

Harrison Assessments

OVERALL SCORE
The overall score enables you to integrate all test results into an overall assessment score that can include eligibility assessment, suitability assessment, interview results and third party test results.

Harrison Assessment
A Validated Instrument for: Recruitment Automation Employee Development Team Development

Succession Planning

Recruitment Automation
Automate the recruitment process by assessing the applicants with an on line application/assessment questionnaire The hiring process is brought to an entirely new level by creating a job success formula that scores different levels of experience, education, skills, work attitudes, behaviors, and work preferences

Recruitment Automation

Areas of Assessment: Specific aspects of job experience Decision-making and conflict management

Motivation, innovation, and communication

Levels of specific job skills Education levels and subjects Targeted reference questions

Individual Development
Harrison Assessments system reveals deeply rooted insights that determine essential high performance traits and those that will accelerate or hinder performance related to specific positions.

Individual Development Predict how they will:

Communicate, influence and lead Handle autonomy Take personal initiative

Resist or facilitate change

Handle conflict Seek to learn, grow, and excel Plan and organize

Succession Planning
The Harrison Assessments system provides the ability to predict an individuals likelihood of success at multiple levels within an organization and create a developmental plan to accelerate their progress.

Succession Planning

Talent Management:

Identify high potential candidates

Predict multi-level capabilities Create accelerated development plans Identify alternate career paths Leverage the talent pool

Increase retention

Team Development
Harrison Assessments enable individual team members to easily identify how their own behaviors contribute or obstruct the team objectives. It also provides a step-by-step plan in which each team member can make adjustments to facilitate optimal team performance.

Succession Planning

A team building tool to: Create teams with effective interactions Discover the strengths and challenges of a team including team decision-making potential Identify the best roles for each team member Assess the potential for cooperation or conflict Establish clear guidelines for effective interactions

Process
Recruit Select Develop Retain

Attract best-fit candidates while minimizing the administrative costs and time of hiring.

Get a clear picture of job candidates in order to make smarter hiring decisions.

Pinpoint developmental opportunities to optimize job performance and satisfaction.

Growing and retaining the best talent is the true competitive differentiator.

System Set-up
The Employer is also given the option to weight the importance of each eligibility factor and assign scoring to the different levels of experience, education and skills. For suitability, the employer chooses the appropriate job-based performance template which can be customized in the same manner as the eligibility setup.

ON LINE APPLICATION PROCESS

Once the selection criteria are established in the setup process, the system automatically creates a job-eligibility application that includes questions and answer options that reflect the employer's custom job formula.

Companies in the Philippines that use Harrison Assessment

heres a list of some companies that use Harrison 2GO Group Inc. Equity Ventures, Inc. Assessment in Aboitiz Acer Philippines, Inc. Ateneo Center for Psychological & their Talent Educational Assessment (ACESS) BSP Acquisition and Dole Asia Company Ltd East-West Seed Company Ericsson Telecommunications Inc Retention Glaxo Smith Kline Phils. HDI RESOURCE, INC. Programs. Johnson & Johnson Philippines

clients

industries
Shipping Closed-End Fund - Equity Computers Wholesale Education & Training Services
Money Center Banks Food - Major Diversified Farm Products Communication Equipment Drug Related Products Staffing & Outsourcing Services Personal Products Food - Major Diversified Technical Services Diversified Communication Services Business Service Restaurants Auto Manufacturers

Kraft Foods, Phils. Lufthansa Technik Philippines PLDT Philippine Stock Exchange Shakeys Toyota Motor Philippines

Interview
Danny Cruz, 30 years as an Human Resource Department Employee in PLDT It has helped both the company and employee to grow because it helps the company find the best person fit for the job, based on their traits and at the same time it helps the individual know what s/he needs to improve on to be a better job fit.

Interview
Ms. Kaye Sabenicio 2 years Human Resources Staff at Nestl When we post a job vacancy online, we get around 500 responses from it, but thanks to Harrison Assessment, we are able to narrow it down and hire the best among the 500 respondents.

Interview
Ms. Mia Zamora
8 years Corporate Human Resources Manager at Aboitiz Equity Ventures

Harrison Assessments may be the best thing that happened to HR. Especially because finding the right person for the job became less stressful because here you get to gage them from their traits and how well a person fits the job. We also use them for current employees to help us in improving employee retention and help the employee grow with our company as well.

How has Harrison Assessment helped?

It is surprising how accurate the results of HA is. I think we were all skeptical at the beginning, but as we saw the traits that the results told us that we have and how was it being manifested in our daily lives, i have learned to use my results to better myself and my working habits Ms. Samantha Laquis, Aboitiz

How has Harrison Assessment helped?

Before we were advised to take HA, i was actually contemplating on leaving the company because i was not happy with my work. After taking the HA and my superiors in the HR department talked to me regarding this, i was reassigned to a department that best fit me (in terms of interests and skills), and right now, i am contented and happy with my job. Ms. Abigail Ignacio, Lufthansa

How has Harrison Assessment helped?

When my strengths and weaknesses from the Harrison Assessment came out in my Job Analysis, I found out what assets I can make use of and what my weaknesses are and how I can improve them. It also gave me a good development plan that allowed me to flourish in the department. Ever since taking HA, I got promoted 3 times already. Mr. Joel Cabahug, Philippine Airlines

Learnings

References

http://management9.com/harrison-assessment-sample-test-s92.pdf http://www.predictsuccess.com/downloads/overview_of_harrison_assessments.pdf http://www.predictsuccess.com/downloads/HAPriceList.pdf http://www.executiveevolution.com/docs/HA_Overview.pdf

http://www.imultiplyi.com/agilegacy/pdf/Jones_Andrew_SampleReports.pdf
http://my-employee.com/Harrison_Assessments_2009_brochure.pdf http://www.harrisonassessments.se/Recruitment-Sales-Sheet.pdf http://www.pearsonassessments.com/hai/Images/pdf/ABAS-II/ABAS_JournalTestReview.pdf http://www.predictsuccess.com/downloads/Harrison_Validation_Report_for_Senior_Counselor_Position.pdf

http://www.harrisonassessments.com/sample-reports.html
http://www.harrisonassessments.com/psychometric-test.html http://www.harrisonassessments.com/test-authentication.html http://www.harrisonassessments.com/assessment-tool.html http://www.harrisonassessments.com/about-us.html http://www.harrisonassessments.com/client-list-asia.html