Harrison Assessment Tests Harrison Assessment Retention 2 — Questions and Answers
Question 1: Which Harrison Assessment paradox theory concept is most directly used to predict whether a high-performing employee will leave?
- Cognitive load balance
- Behavioral paradox tension
- Enjoyment-performance balance (Correct answer)
- Trait polarity index
Correct answer: Enjoyment-performance balance
Harrison's Enjoyment-Performance theory holds that employees stay longer when they both enjoy and excel at their work.
Question 2: In Harrison Assessments, 'retention risk' is primarily flagged when an employee scores high on performance but low on which factor?
- Cognitive ability
- Task enjoyment (Correct answer)
- Technical skill
- Team collaboration
Correct answer: Task enjoyment
Low task enjoyment combined with high performance signals a flight risk because the employee excels but is not fulfilled.
Question 3: A manager reviewing Harrison retention data notices an employee has high 'wants' scores but low 'will do' scores. What does this indicate?
- The employee prefers delegation over hands-on tasks
- The employee desires roles they are unlikely to pursue behaviorally (Correct answer)
- The employee has inflated self-ratings
- The employee lacks technical competence
Correct 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.
Question 4: Which Harrison Assessment report is specifically designed to identify employees at the highest risk of voluntary turnover?
- Succession Planning Report
- Retention Risk Report (Correct answer)
- Competency Gap Report
- Leadership Potential Report
Correct answer: Retention Risk Report
The Retention Risk Report aggregates enjoyment, engagement, and fit scores to flag employees most likely to leave voluntarily.
Question 5: According to Harrison's framework, which behavioral trait combination most strongly predicts long-term organizational retention?
- High autonomy and low collaboration
- High warmth and low assertiveness
- High engagement and high role fit (Correct answer)
- High technical skill and low emotional sensitivity
Correct 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.
Question 6: When using Harrison Assessments for retention analytics, what does a 'double benefit' insight represent?
- An employee who benefits both the team and the organization financially
- A behavioral trait that simultaneously increases performance and retention probability (Correct answer)
- A candidate who scores high on two separate competency clusters
- A manager who retains direct reports while also improving their own performance
Correct 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.
Question 7: 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?
- Immediately adjust compensation packages
- Conduct individual role-fit conversations to understand satisfaction drivers (Correct answer)
- Reassign all employees in that department
- Dismiss low-scoring team members
Correct 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.
Harrison Assessment Tests Harrison Assessment Retention 2
Which Harrison Assessment paradox theory concept is most directly used to predict whether a high-performing employee will leave?