The Harrison Assessment Test (A 5 point guide)

This article will cover some important aspects regarding the Harrison Assessment Test which include its origins and the theories it is based on, where it is applicable and the strengths of the test!

What is the Harrison Assessment Test?

The Harrison Assessment Test is a psychological assessment relevant to job specific behavior that is well known for effectively predicting job success, retention and employee engagement. It has the following qualities:

  • Measures 175 talent factors
  • Is administered in 25 minutes only
  • Takes into consideration both employer and employee expectations
  • Uses Paradox Technology

Each of the above listed qualities will be discussed in detail in the article. For now, the article will look at the origins of the Harrison Assessment Test.

The Origin of the Harrison Assessment Test.

The test was developed by Dr. Dan Harrison, a PhD in Mathematics and Organizational Psychology, with the purpose of identifying behavioral competencies in the workplace to determine factors relevant to job success, employee engagement and retention – the domain of human resource management. 

It is based on 30 years of experience and is scientifically proven, taking only about 25 minutes to measure 175 workplace related traits in individuals; providing data equivalent to 2, 701 multiple choice questions in such a short time using sophisticated technology and the most valid theories. 

The scale takes a holistic approach in that it recognizes that to accurately predict job related behaviour, it must take into account specific behaviours, activities, performance evaluation criteria and the expectations of both employer and employee to provide valid and reliable results – which it does.

The Theories Underlying the Harrison Assessment Test. 

Two theories are the basis of the assessment test under discussion and they are discussed below.

The Paradox Theory.

This theory is based on the approach to oppositions where dynamic models of organizing demonstrate how cyclic or repeated responses to paradoxical tensions actually result in sustainability and progress.

It simply means that in order for a group of individuals to prosper for example, it is necessary to take into consideration opposing views or thoughts. If a leader is highly over confident, it will result in him or her disregarding competent views of his followers. However, at the same time, if he or she is not sufficiently confident about their plan or idea, they may risk taking up ideas from others at the mere insistence of it. This will result in lack of continuity in the long term.

This approach is gaining popularity for two main reasons; we are now living in a world that is characterized by high levels of uncertainty, ambiguity and change and also we have reached a limit on the typical theories we have used to explain human behavior and predicting results.

The Enjoyment Theory!

Is it the experience itself that allows us to enjoy something or is it the beliefs associated with the experience occurring at that time that cause us to enjoy the experience. This is an interesting theory that has been under much consideration for quite some time. Especially since the concept of ‘sad art’ came into being.

Why is it that the human mind enjoys watching or experiencing events that are innately related to sadness, tragedy or misfortune; ever enjoyed a movie that caused you to cry a lot?

This is one of the theories that the Harrison Assessment Test takes into consideration due to the belief that enjoyment is a significant factor in predicting job relevant behaviours.

The Enjoyment Theory holds that when we enjoy a task we do it more and more.When we repeat this certain task again and again, we also tend to get better at the task. As we get better we may also receive positive feedback from yourself (we feel better) and others like our colleagues, which contributes to our growth and development.

The Strengths of the Harrison Assessment Test.

The test has many strengths especially in comparison to the other psychological assessments that are widely used. This section of the article takes a look at these strengths!

An Efficient and Reliable Tool.

Ever gotten tired taking long tests? They not only get boring but you tend to answer them quickly without putting too much thought into them just for the sake of getting done with them. Oftentimes this makes the results unreliable.

The Harrison Assessment Test is efficient in that it provides in depth results that are equivalent to the data that can be gathered from about 2, 701 multiple choice questions and it only takes about 25 minutes to complete the test! Furthermore it is based on scientific proof rather than untested theories.

It Is Specific.

Psychological tools are generally used to measure personality that can be relevant to any area such as home life, the workplace, marriage partners and mental disorders. The Harrison Assessment Test is specifically designed for the workplace hence it is used to accurately predict job success, engagement of employees and retention. 

Keeping this in mind, it provides an in-depth understanding of behaviours at the workplace, stress related behaviours and activities and unconscious tendencies that play a big role in actually predicting real behaviour.

Keeps You In Check!

The Harrison Assessment Test takes reliability seriously! Oftentimes there is a complaint with most psychological tools that people take them non seriously and so they provide contradicting answers.

However, the test under discussion has an internal system that ensures answers are consistent. This is the benefit of using technology. Hence the test can easily locate those who are either lying in the test or are just taking it non seriously.

Boosts Team and Employee Productivity.

The test helps identify factors that are relevant to a specific job hence in order to increase employee productivity, the test can be used to customize training programs, coaching and development of skills and knowledge. Furthermore, the test can help improve the dynamics of team work by determining the strengths and weaknesses of teams.

Reduced Costs For Businesses.

It helps reduce costs of turnover and extra hiring and training by identifying the best employees for the job while at the same time identifying their needs, strengths and weaknesses so that these can be worked on in order to increase productivity and prevent turnover. 

The Test Is Widely Available.

It aims to be a global tool. The Harrison Assessment Test provides test administration and reporting of results in 29 languages that include Serbian, Croatian and English. So yes! You can take it too!

The Application of the Test

The test is specifically designed for the workplace. It can be used in different organizations and industries – basically anywhere where the domain of human resources exists.

The test can be used at different stages. It is used during recruitment practices when new candidates are applying for jobs. It is up to HR managers to determine when to use the test – at the initial contact phase to shortlist candidates for further tests or interviews or at the later stages when candidates have been shortlisted and the best one is being seeked.

The test can also be used during training programs when new skills are trying to be incorporated into the workforce. Sometimes courses are limited and finances are low so the organization needs to determine which employee will make best use of the skills being offered.

The test can also be used when taking important decisions. The managers may have to carry out downsizing; they need to determine which employees will best fit the new positions that will be created or remain after the change has occurred. The test will help take these decisions and let employers know which employee to keep and which to let go. 

It can also be used during appraisal time. If an employee is lagging behind the test can be used to see how much they are lagging behind and what further skill development or training they will need. If it is feasible they can keep the employee and take corrective action and if not, then they can let the employee go.

Conclusion

The article looked at what the Harrison Assessment Test basically is, what theories it is based on, the strengths it has and what it’s main purpose is! The article made an attempt to provide a comprehensive introduction to the psychological assessment.

Frequently Asked Questions: The Harrison Assessment Test

What is the Harrison Assessment?

The Harrison Assessment was developed by Dr. Dan Harrison in order to predict job related behaviours that include job success, engagement and retention. It takes only 25 minutes to attempt and provides in depth results. 

What employers look for in personality tests?

Personality tests allow employers to determine how you will behave in critical situations in the organization such as handling stakeholders like customers and coworkers.

Can you fake a personality test?

Yes candidates can and do fake personality tests although it really is not useful. The test is only used to determine your aptitude which is different for everyone so there really is no failing at a personality test.

References

https://forsee.com.au/harrison-compared-myers-briggs/

https://www.oxfordhandbooks.com/view/10.1093/oxfordhb/9780198754428.001.0001/oxfordhb-9780198754428-miscMatter-4

I hold my bachelor's degree in Psychology with a particular interest in personality, emotions, organizational behaviour and the psychology of marketing. I am currently pursuing my Master's degree in Business Administration specializing in human resource management and marketing where my psychology background comes very much handy. I have worked with different institutes to raise awareness of the benefits of incorporating psychology in the workplace. Apart from that, I like to travel, cook and try new cuisines and love animals.