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 concept explains why two employees with identical job performance scores may have very different retention probabilities?
Answer: Enjoyment-performance divergence
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.
In the context of Harrison Assessments, 'role suitability' influences retention because it measures:
Answer: The alignment between a person's behavioral preferences and the job's behavioral demands
Role suitability in Harrison's framework is a behavioral alignment score; higher alignment reduces daily friction and increases the likelihood an employee stays.
A Harrison retention report flags an employee as 'green' on task eligibility but 'red' on task enjoyment. What should the HR manager conclude?
Answer: The employee can do the job but dislikes it, creating a near-term turnover risk
Green eligibility means the employee can perform, but red enjoyment signals dissatisfaction — a combination Harrison's research links directly to voluntary exit.
Harrison Assessment data shows that employees who scored high on 'self-motivation' but are placed in heavily supervised roles tend to:
Answer: Experience lower engagement and elevated turnover intent
Self-motivated individuals placed in micromanaged environments face a direct conflict between their behavioral preferences and the job's demands, reducing engagement and tenure.
Which of the following best describes how Harrison Assessments use 'paradox pairs' to assess retention risk?
Answer: They identify traits that seem contradictory but must coexist for peak retention
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.
When Harrison's Retention Suitability Index (RSI) score is low, the recommended organizational response is to:
Answer: Conduct a stay interview and explore role modification or career pathing
A low RSI signals elevated flight risk, and the evidence-based response is a stay interview to diagnose misalignment before the employee decides to leave.
According to Harrison Assessment principles, which organizational factor most amplifies the impact of a poor role-fit score on actual turnover?
Answer: Limited internal mobility opportunities
When employees have poor role fit but no internal mobility options, they have no path to improvement within the organization and are more likely to leave.