Harrison Assessment Tests Engagement and Retention Analysis Questions and Answers — Questions and Answers
Question 1: An Engagement & Retention Analysis report for a team reveals that the most significant gap between expectations and fulfillment is in the 'Wants Development' category. Which of the following actions by a manager would most directly and effectively address this finding?
- Organizing more team social events to improve morale.
- Implementing a public recognition program for high achievers.
- Working with each team member to create an Individual Development Plan (IDP) with clear growth opportunities. (Correct answer)
- Conducting a salary review to ensure compensation is competitive.
Correct answer: Working with each team member to create an Individual Development Plan (IDP) with clear growth opportunities.
The report specifically identifies a gap in 'Wants Development'. An Individual Development Plan (IDP) directly addresses this by creating a structured path for skill-building, career growth, and learning opportunities, which is precisely what the employees are indicating is important but unfulfilled.
Question 2: What is a primary philosophical difference between Harrison's Engagement Analysis and traditional, anonymous employee satisfaction surveys?
- Harrison's analysis focuses only on group data, while traditional surveys focus on individuals.
- Harrison's approach is based on the principle that engagement is a shared responsibility between the employee and manager, not just a result of management practice. (Correct answer)
- Harrison's analysis is conducted annually, whereas traditional surveys are done in real-time.
- Harrison's analysis guarantees anonymity to encourage honest feedback, which is optional in traditional surveys.
Correct answer: Harrison's approach is based on the principle that engagement is a shared responsibility between the employee and manager, not just a result of management practice.
Traditional surveys often place the onus of engagement entirely on the organization and its managers. Harrison's methodology is built on the idea that engagement is a two-way street, requiring both the organization to provide opportunities and the employee to engage with them, making it a shared responsibility.
Question 3: A key output of the Harrison Engagement & Retention Analysis is the identification of gaps between two specific factors for each individual. What are these two factors?
- Personality traits and job performance metrics.
- Eligibility (skills) and Suitability (behaviors).
- The employee's desired work-life balance and the company's policy.
- The importance of an employee's expectations and the degree to which they are fulfilled. (Correct answer)
Correct answer: The importance of an employee's expectations and the degree to which they are fulfilled.
The core of the Harrison engagement report is measuring what an employee states is important to them (their expectations) and then measuring their perceived level of fulfillment for those same expectations. A large gap between a high expectation and low fulfillment indicates a significant disengagement risk.
Question 4: Which of the following is NOT one of the eight core Employee Expectation categories measured in the Harrison Engagement & Retention Analysis?
- Remuneration
- Appreciation
- Work-Life Balance
- Team Cohesion (Correct answer)
Correct answer: Team Cohesion
The eight core engagement expectation categories measured by Harrison Assessments are Development, Remuneration, Authority, Social, Appreciation, Communication, Personal, and Work-Life Balance. 'Team Cohesion' is not one of these specific eight categories, although aspects of it might be reflected within the 'Social' expectation.
Question 5: An organization's aggregate Engagement report shows a very high score for the 'Wants Authority' expectation, but a low fulfillment score in the same category. What does this data most strongly suggest about the organization's culture or structure?
- Employees are highly social and value collaborative projects.
- The compensation and benefits packages are likely below market average.
- The company may have a highly centralized, top-down decision-making structure that limits employee autonomy. (Correct answer)
- There is a lack of effective communication from senior leadership.
Correct answer: The company may have a highly centralized, top-down decision-making structure that limits employee autonomy.
A high 'Wants Authority' score indicates that employees desire autonomy, the ability to make decisions, and to self-manage. A low fulfillment score in this area suggests that the current environment does not provide these opportunities, which is characteristic of a hierarchical culture where decision-making is concentrated at the top.
Question 6: When using the Harrison Engagement Analysis, the data for both individual and group reports is collected via a single instrument. What is this instrument called?
- The Paradox Factor Questionnaire
- The Annual Engagement Survey
- The SmartQuestionnaire (Correct answer)
- The Job Success Formula Profiler
Correct answer: The SmartQuestionnaire
The Harrison SmartQuestionnaire is the single, comprehensive instrument used to gather data for all Harrison reports, including Job Suitability, Paradoxical Leadership, and Engagement & Retention. This integrated approach allows for efficient data collection to analyze a wide range of talent factors.
Harrison Assessment Tests Engagement and Retention Analysis Questions and Answers
An Engagement & Retention Analysis report for a team reveals that the most significant gap between expectations and fulfillment is in the 'Wants Development' category.
Which of the following actions by a manager would most directly and effectively address this finding?