Introduction to Harrison Assessments

Transcription

1 Introduction to Harrison Assessments 009 Copyrights belong to CONCHIUS Limited, all rights reserved CONCHIUS Master Distributor for Harrison Assessments in China 7F-G, Liangfeng Mansion 8 Dongfang Rd Pudong New District 000 P.R. China Office: Fax: info@conchius.com

2 Introduction to Harrison Assessment P a g e Harrison Assessments (HA) provides proven tools to assist in the selection, recruitment, and development of employees. HA is an on-line recruitment and talent development tool, focused on candidates preferred work environment and work-related behavioral tendencies. The most detailed traits descriptions and highest accuracy in the market Most accurate (up to 95%) prediction of future performance Only system able to measure paradoxical behaviors key to understanding employee balanced peak performance and deficiencies Cross referencing assures participant input is truthful with 99% reliability Validated in China and available in Chinese CONTENTS Benefits of Harrison Assessments... Harrison Assessments theory explained...3 Enjoyment-performance theory...4 Paradox theory...4 What makes Harrison Assessments unique?...3 What are the advantages of using Harrison Assessments for recruitment?...3 Descriptions the Harrison Assessments reports...5 0a HA Pre screen report...5 0b CONCHIUS Pre screen report Job suitability and Behavioral impact and narrative Interview guide How to attract this candidate Development for position How to manage, develop & retain Paradox graph and narrative Traits and definitions Main graph and interpretation Summary and keywords... 4 Pricing structure... 5 Pricing for stand-alone reports... 5 Pricing for trainings... 5 Pricing for becoming System-user... 5 Unit-usage for reports... 5 Appendix: Assessment training information - System accreditation training - Expert training

3 P a g e BENEFITS OF HARRISON ASSESSMENTS Choose high performers and high potentials You want identify the people who will enjoy doing what the job requires people who won t just do the job, but who wants to do the job and will do a better job long term. Leverage the strengths of your potential and existing employees - Harrison Assessments will enable you to predict the job success of candidates with 80% - 95% accuracy. Significantly reduce your turnover Identify people who match the role that you want to fill and chart a development plan so that they will not want to leave. 0 years of extensive research and validation has shown that Harrison Assessments can reduce turnover by 50%. Reduce your hiring costs When you are spending so much money to hire key staff-member, you will want to find the best match - but you also want to do the job quickly and economically. There are no software costs. Instead you purchase credits in line with your anticipated needs. In under an hour you have an assessment proven more accurate than two-day assessment centers. Become more flexible in hiring Compare the candidates' profile with requirements qualified in functional or behavioral templates. Harrison Assessments can be customized to reflect not only a unique role but your company. Reduce the guesswork over how much an employee will like a new job. Become much harder to cheat For many personality tests you can easily figure out what they are asking. Harrison Assessments uses a powerful measure for evaluating the consistency of the test - assuring participant input is truthful with 99% reliability. Understand individuals better through paradoxes Behavior is not either or. Effectiveness comes from combining behaviors. By measuring the right paradoxes you can get a true understanding of an individual s normal behavior and behavior under stress. HA is the only system that includes specific reference to and explanation of the twelve most important work-related paradoxes in business. Integrate hard skills into assessment by measuring eligibility Eligibility indicates if a candidate can do a job, while suitability is a measure of how likely it is that they will do the job. Harrison Assessments is the only system providing you with the means to score your potential employees hard skills. Outstanding written reports Reports are detailed and specific, enabling you to select the right people, know how to offer them the position in the way that will attract them and identify some of the best ways that you can develop that individual.

4 P a g e 3 WHAT MAKES HARRISON ASSESSMENTS UNIQUE? Name MBTI 6PF DiSC Harrison Assessments Assessment type Personality type Personality traits Personality styles Behavioral preferences indicators Substitutes Jung Type Indicator (JTI), Kiersey-Bates Temperament NEO5, MMPI, 5FQ, Hogan Predictive Index, Thomas International, Alexandra, Chally, Performax None Purpose Main corporate fields of use Structure of psychological model Identifying a person s behavioral and intellectual approaches his/her environment Self- and teamdevelopment Psychological differences are divided into four opposite pairs, with a resulting 6 possible psychological types Identifying the mental health and preferences a person shows in everyday life Self-development and mental diagnosis Identifies 6 primary traits, and higher-level "second-order" traits of personality known as the Big Five Underlying theory Bipolar None - based on observation Resolution Based on types - If a Each of the 6 traits is person does not belong independently defined very clearly to one creating a unique pattern, interpretation profile becomes difficult Use for recruitment The developers state that MBTI should not be used for recruitment Might be modified to be usable, though not generally suitable Identifying certain emotional reactionpatterns a person shows in certain environments Self-management Four primary behavioral styles, each with a very distinct and predictable pattern of observable behavior Bipolar Based on types - If a person does not belong very clearly to one pattern, interpretation becomes difficult Might be used with supplements Identifying work related behavior preferences Recruitment, Successionplanning, Self- and teamdevelopment, Talentmanagement, Coaching Measures 57 behaviors and environmental preferences, interest areas, and interpersonal competencies Enjoyment-Performance, and Paradox theory Each of the 57 traits is independently defined, as are the trait paradoxes creating a unique profile Specifically developed for recruitment and integrates with selection process WHAT ARE THE ADVANTAGES OF USING HARRISON ASSESSMENTS FOR RECRUITMENT? For recruitment, can I specify detailed jobs and task? customize position templates?...receive a percentage matching? MBTI 6PF DiSC Harrison Assessments No Can be delivered with general roles Can be delivered with general roles Yes No No No Yes No No No Yes...identify high potentials? No To some degree To some degree Yes...take hard skills into account? No No No Yes...show what traits to avoid? No No No Yes...interpret the results myself? No No Yes Yes

5 HARRISON ASSESSMENTS THEORY EXPLAINED P a g e 4 Harrison Assessments focuses on assessing an individual s suitability for specific job positions how well a person s natural preferences and behavioral competencies match the requirements of the job. The suitability score is given on a scale of -00. What do you look for in an individual? Causes of observed performance problems Eligibility and Suitability Why focus on suitability? Technical Business competencies Hard skills: Experience, training, education, knowledge Behavioral competencies Soft skills: Preferences, motivation attitudes, talents, interests Enjoyment-performance theory We all tend to do things that we enjoy and try to avoid things that bring us displeasure. If we enjoy an activity we will naturally do it more often and we will become better and better at what we are doing. Enjoyment-performance theory states that a person will perform better and learn quicker if Do it less He or she enjoys doing the tasks that are required by the job. He or she has interests that relate to the position. He or she has work environment preferences that correspond with the environment of the workplace Positive feedback Task enjoyment is critical for short and long-term high performance Do not enjoy Enjoy activity Get better Do not get better Do it more Negative feedback Paradox theory All people have behaviors that at first seems to be in contradiction to each other. Most assessment systems simplify this into either-or behaviors. However, by doing so it strongly limits the possibility of fully understanding an individual s behavior range in different situations. By organizing these contradictory behaviors according to the Harrison Assessment paradox model we gain clear insight into how a person manages important work situations. Harrison Assessments analyses the paradox pairs that are shown to have the most influence on good job performance. Paradoxes shows a person s ability and willingness to adapt

6 P a g e 5 DESCRIPTIONS THE HARRISON ASSESSMENTS REPORTS 0a HA Pre screen report The Pre screen report is the most basic report in the Harrison Assessments system. The pre screen report provides suitability and consistency scores for a selected position. The pre screen reports can be done for one individual or to rank a group of people based on their suitability. This will enable you to screen out candidates that have low suitability or consistency scores before generating further reports. 0b CONCHIUS Pre screen report The CONCHIUS Pre screen report is a customized report prepared for companies to help them select candidates for recruitment. Based on analysis of the job position the report provides the suitability scores for a range of job positions compared to either a single person or a group of job applicants.

7 P a g e Job suitability and Behavioral impact and narrative The first part of this report illustrates the overall suitability for a chosen position using graphs. The second part provides a narrative description of the comparison of the person and the position. It explains the person s behavior in relationship to the suitability requirements, as well as the likely impact of that behavior on his/her success, starting with the most important trait. Each trait is a section of the report which contains three paragraphs. The first paragraph shows the score of the person for that trait. The second paragraph explains the meaning of that score in behavioral terms. The third and most important paragraph explains the likely overall impact the person s level of that particular trait will have on performance for that position. Example of narrative

8 03 - Interview guide P a g e 7 The Interviewing guide report provides specific behaviorally-based interviewing questions for each candidate, formulated to meet the specific requirements of the position template. The questions are ordered according to the importance of each requirement, as well as the importance of the question as determined by the HA Suitability Assessment. There are Look For paragraphs under each trait that identifies the key criteria the interviewer should look for when scoring the interviewee s answers.

9 P a g e How to attract this candidate The How to attract this candidate report identifies the key leverage points that will help the interviewer to convince a top candidate to accept an offer of employment. Through understanding the person s key values, you can position your company to show the candidate how your organization can meet his/her needs.

10 P age Development for position The Development for position report identifies the two traits that would be most valuable to develop for an individual in relationship to a selected position. It provides a step-by-step development plan for each of the traits. The traits are selected according to the two traits that would have the greatest positive impact on success if they were developed.

11 P a g e How to manage, develop & retain The How to manage, develop & retain report identifies the key leverage points that help you to manage, develop or retain a particular employee. This report helps you to understand the person s strengths and how to use them more effectively. It also helps you to understand a person s weaknesses and take measures to prevent them from creating problems in the organization.

12 P a g e 07 - Paradox graph and narrative The Paradox graph and narrative reports provides a graphical view of the person s behavior relative to each of the paradoxical traits. The narrative provides a detailed explanation of each paradox and the individual s scores related to that paradox. The paradox portrayal enables you to understand the person s behavior for different tasks and situations under normal conditions as well as under stress conditions. It is a unique way to understand a person s behavioral tendencies. Example of detailed paradox description

13 P a g e 08 - Traits and definitions The Traits and definitions report lists the person s scores on each trait and gives definition of each trait, from the strongest trait to the weakest trait. This enables you to see a hierarchy of the candidate s tendencies and provides a clear definition of each trait. This is a complete report of the candidate s traits (motivations and attitudes), task preferences, work environment preferences, interests, and behavioral competences. Essential Traits, Desirable Traits and Traits to Avoid relevant to this position are highlighted in green, blue and red respectively. Furthermore, the report indicates inconsistent answers.

14 P a g e Main graph and interpretation The Main graph is an illustration of advanced combinations of traits. This report shows the individual scores on the main traits using graphical representations and is used to gain deeper insight into the person by enabling the interpreter to see a complete system of the person s traits. NOTE: The Main graph and its interpretation are only available for Expert Users of Harrison Assessments.

15 P a g e Summary and keywords This is a short -page report providing an overview and summary of the candidate. The Keywords section of this report provides key single words that describe the individual. This indicates what traits will be the person s strongest characteristics or strongest avoidances. The summary descriptions provide narrative paragraphs that describe the person s behavior further.

16 P a g e 5 PRICING STRUCTURE Pricing for stand-alone reports Pre screen reports (first 6 including phone interpretation) CONCHIUS Pre screen reports (Phone interpretation + written report) Full report including interpretation over telephone by CONCHIUS Full report including on-site interpretation by CONCHIUS 500 RMB / person,000 RMB / person,000 RMB / person 3,500 RMB (+travel expenses) / person Pricing for trainings System accreditation training Expert training 5,600 RMB/person (including full report) 5,600 RMB/person (including full report) Pricing for becoming System-user The minimum requirements for becoming a System-user allowing a company to run the system independently are to: Attend system accreditation 5,600 RMB/person (at least one person) Purchase system units (minimum 5,000 RMB) for generating reports The base price for system units is 390 RMB. However, ordering more than 00 units gives you a discount. Units Price Discount >00 units 50 RMB /unit >50 units >500 units >000 units >000 units >5000 units 35 RMB /unit 0 RMB /unit 05 RMB /unit 90 RMB /unit 75 RMB /unit 6% additional discount % additional discount 8% additional discount 4% additional discount 30% additional discount Unit-usage for reports Name of report 0 Pre screen report 0 - Behavioral graph and narrative 03 - Interview guide 04 - How to attract this candidate 05 - Development for position 06 - How to manage develop and retain 07 - Paradox graph and narrative 08 - Traits and definitions 09 - Main graph and interpretation 0 - Summary and keywords Total unit usage for all (full) reports Level of position General Supervisor Manager

17 HARRISON ASSESSMENTS SYSTEM ACCREDITATION ONE DAY TRAINING - Understand how to use Harrison Assessments for recruitment and talent management - Become a Certified user of the Harrison Assessments System The Harrison Assessment (HA) System Accreditation training prepares the participants for using Harrison Assessments to improve successful recruitment and performance of employees. Harrison Assessments is one of the most accurate tools on the market for predicting job performance. It is used to tap into and develop employees maximum potential. Only by understanding what will motivate different employees will you be able to increase retention and create strong teams for specific purposes. The program provides an understanding of the range of possible uses of HA such as recruitment, succession planning, talent development, teambuilding and coaching. The overall goal is to enable the participants to save money for their company by increasing retention and setting up employees for success in their careers. Key results Program Description The System Accreditation training teaches the participants how to use the online HA system, how to interpret the HA reports, and how to effectively interview candidates. Key concepts &&Participants become certified to use the HA system independently &&Learn how to attract and retain key people in your organization &&Understand how behavioral preferences affect job performance &&Increase effectiveness of recruitment, coaching, and performance management &&Improve skills in interviewing and evaluating individuals && Normal behavior and behavior under stress && Work preference and job suitability && Interviewing and feedback skills && Enjoyment-Performance theory && Paradox theory - find complementing strengths Who benefits from System Accreditation && HR Professionals and Headhunters && Managers working actively with their employees development && Performance coaches && Business consultants and organizational development consultants Harrison Assessments gives me the information we need in order to develop our employees. It is simple, detailed and provides a great ability to follow up on progress. - Thomas Nicolaisen Managing Director, Norwex China Copyright 008 by Conchius Shanghai Ltd. All rights reserved.

18 HARRISON ASSESSMENTS EXPERT TRAINING ONE DAY TRAINING - The next level of behavioral assessments The Harrison Assessments (HA) Expert Training takes you to the next level of talent management in the workplace. The Expert Training gives you access to the powerful Main Graph report in HA, and the skills necessary to interpret it. The Main Graph gives deep insight into the dynamics of a person s behaviors and preferences. This makes it possible to support and develop employees in their present and future possible positions. Prerequisites To be eligible to attend the HA Expert Training you must previously have completed the HA System Accreditation training and have some experience in using the HA System. Key results Program Description In the Expert Training we focus on how to interpret and use the Main Graph for talent management. &&Increase effectiveness of coaching, development, and performance management &&Evaluate an individual s strengths in his job, his team and other relevant situations &&Learn how to build trust and openness through a tailored coaching process &&Improve skills in interviewing and evaluating individuals &&Understanding of how different combinations of traits and preferences affect job performance Harrison Assessments as a tool enabled us to form and develop our management team and enhance the team s performance - Nariman Askarieh, Purchasing Director Key concepts && Normal behavior and behavior under stress && Interviewing and feedback skills && Dynamic trait combinations && Enjoyment - Performance theory && Paradoxes and supplementary traits Who benefits from Expert Training && HR Professionals and Headhunters && Managers working actively with their employees development && Performance coaches && Business consultants and organizational development consultants Copyright 008 by Conchius Shanghai Ltd. All rights reserved.