Harrison Assessment Tests Harrison Assessment Retention 3

Question 1

Which Harrison Assessment concept explains why two employees with identical job performance scores may have very different retention probabilities?

Accepted Answer

Enjoyment-performance divergence

Answer

Enjoyment-performance divergence captures that one employee may enjoy the work while the other merely performs it under pressure, making the latter far more likely to leave.

Question 2

In the context of Harrison Assessments, 'role suitability' influences retention because it measures:

Accepted Answer

The alignment between a person's behavioral preferences and the job's behavioral demands

Answer

Role suitability in Harrison's framework is a behavioral alignment score; higher alignment reduces daily friction and increases the likelihood an employee stays.

Question 3

A Harrison retention report flags an employee as 'green' on task eligibility but 'red' on task enjoyment. What should the HR manager conclude?

Accepted Answer

The employee can do the job but dislikes it, creating a near-term turnover risk

Answer

Green eligibility means the employee can perform, but red enjoyment signals dissatisfaction — a combination Harrison's research links directly to voluntary exit.

Question 4

Harrison Assessment data shows that employees who scored high on 'self-motivation' but are placed in heavily supervised roles tend to:

Accepted Answer

Experience lower engagement and elevated turnover intent

Answer

Self-motivated individuals placed in micromanaged environments face a direct conflict between their behavioral preferences and the job's demands, reducing engagement and tenure.

Question 5

Which of the following best describes how Harrison Assessments use 'paradox pairs' to assess retention risk?

Accepted Answer

They identify traits that seem contradictory but must coexist for peak retention

Answer

Paradox pairs in Harrison's model identify that retaining certain behavioral extremes (e.g., very high frankness with very low diplomacy) can create interpersonal friction that drives attrition.

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Practice Test

Harrison Assessment Tests Harrison Assessment Retention 3