Harrison Assessment Retention Flashcards
7 cards from real Harrison Assessment Tests practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Harrison Assessment Retention flashcards as text
Which Harrison Assessment paradox theory concept is most directly used to predict whether a high-performing employee will leave?
Answer: Enjoyment-performance balance
Harrison's Enjoyment-Performance theory holds that employees stay longer when they both enjoy and excel at their work.
In Harrison Assessments, 'retention risk' is primarily flagged when an employee scores high on performance but low on which factor?
Answer: Task enjoyment
Low task enjoyment combined with high performance signals a flight risk because the employee excels but is not fulfilled.
A manager reviewing Harrison retention data notices an employee has high 'wants' scores but low 'will do' scores. What does this indicate?
Answer: The employee desires roles they are unlikely to pursue behaviorally
A gap between 'wants' and 'will do' scores means the employee's stated desires don't match their behavioral tendencies, creating dissatisfaction over time.
Which Harrison Assessment report is specifically designed to identify employees at the highest risk of voluntary turnover?
Answer: Retention Risk Report
The Retention Risk Report aggregates enjoyment, engagement, and fit scores to flag employees most likely to leave voluntarily.
According to Harrison's framework, which behavioral trait combination most strongly predicts long-term organizational retention?
Answer: High engagement and high role fit
Employees who are highly engaged and closely fit their role's behavioral requirements consistently show the lowest turnover rates in Harrison's research.
When using Harrison Assessments for retention analytics, what does a 'double benefit' insight represent?
Answer: A behavioral trait that simultaneously increases performance and retention probability
Harrison's 'double benefit' concept identifies traits that drive both job performance and job satisfaction, making them key targets for retention strategies.
An HR analyst runs a Harrison retention audit and finds that a department has strong performance scores but widespread 'enjoyment gaps.' What is the most appropriate first action?
Answer: Conduct individual role-fit conversations to understand satisfaction drivers
Enjoyment gaps require exploration through dialogue because the root cause — misaligned tasks, environment, or growth opportunities — varies by individual.