Engagement and Retention Analysis Flashcards
6 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 6 Engagement and Retention Analysis flashcards as text
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?
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.
What is a primary philosophical difference between Harrison's Engagement Analysis and traditional, anonymous employee satisfaction surveys?
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.
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?
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.
Which of the following is NOT one of the eight core Employee Expectation categories measured in the Harrison Engagement & Retention Analysis?
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.
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?
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.
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?
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.