HRCKK Profiling Services

SELECTING AND
DEVELOPING
TOP PERFORMANCE

presented by
HR Central K.K.
www.hrcentral.co.jp

© 2002 - 2009 Harrison Assessments, Intl' Ltd. - All Rights Reserved.

Suitability & Eligibility

SUITABILITY ELIGIBILITY

Behavioural Experience,
Tendencies Training &
Education

Eligibility – can the person perform.
Suitability – will the person perform.


An ideal assessment method should:
•
Accurately measure and predict behaviors
that impact on success

•
Be easily customisable for each specific job

•
Be reliable and revealing
- Prevent deception
- Reveal self-deception

•
Provide an overall prediction of success based
on eligibility, suitability, and interview results

•
Be easy to implement and interpret


Traditional Attempts to
Predict Behaviour
Interviewing - Limitations

•
Behavior is very difficult to quantify

•
Deception is difficult to detect

•
Interviewers are biased toward their
own behavioral tendencies

•
Good interviewees are not necessarily
good performers

•
Good performers are not necessarily
good interviewees


Traditional Attempts to
Predict Behaviour
Personality Assessment - Limitations

•
Easy to deceive

•
Not job specific

•
Have an insufficient number of
dimensions (usually 4 to 20)


Personality Assessment

Click to edit Master subtitle style

Limited dimensions = unclear picture

4 – 20 dimensions provides only a
general view of personality. This is
insufficient to compare to complex
behavioral requirements.

Personality Assessment with
Partial Suitability Assessment

By increasing the personality factors
and including work environment
preferences (total of 30-40
dimensions), clarity is improved but it
is still insufficient.


Enhanced Suitability Assessment

further and including work
environment preferences and
interests (total of 60-70 dimensions),
the image is sharpened.
However, there is still considerable
room for improvement.

Comprehensive
Suitability Assessment

By further increasing the personality
factors and including work
environment preferences,
interests, and task preferences (to
a total of 100 dimensions) some
clarity is achieved. However, it could
still be improved.

Comprehensive Suitability Assessment
with Inconsistency Detection

further and including a complete
spectrum of work environment
preferences, interests, and task
preferences (a total of 155
dimensions) as well as an effective
inconsistency detection
technology, a very clear view of
behavior can be achieved.

High Tech Questionnaire

Items are ranked in groups of 8.
Each item appears twice
Equal to a full day of multiple choice
testing… in only 30 minutes
The computer cross-referencing technology provides 8103
comparisons - equivalent to 2701 multiple choice questions.

Lie Prevention

•
Forced ranking (rather than rating)
forces the profilee to reveal priorities
and prevents exaggerated ratings.
•
The items are equally attractive and
thus the ranking given is based on
actual priorities.
•
Counter-productive tendencies are
determined through the paradox
methodology which is completely
“blind” to the profilee.


Built-In Technological
Consistency Detector

Tens of thousands of cross-references
identify contradictory rankings and
verify that the answers are honest.

Traditional personality lie detection is less than 10% effective.

The Consistency Score

•
100 = perfectly consistent

•
Greater than 50 = reliable results

•
Greater than 0 = reliable results for
lower level positions

•
Below 0 = repeat the questionnaire

•
-450 = random answers

•
-900 = perfectly inconsistent

The consistency score is so sensitive that even slight attempts to deceive are detected and
located. The consistency score ranges from 100 to -900.


Reasons for Low Consistency

•
Intention to deceive or provide the
“expected” answer (most common)

•
Lack of concentration (secondary
factor)

•
Trying to complete questionnaire too
quickly

•
Poor Literacy


Position Analysis

Fit ?
With only a general impression of the
position (no formal job description), it is
very difficult to determine if a person fits
the position.


Position Analysis

Fit ?
A formal job description helps to
determine the fit, but is usually only
sufficient to provide a general idea of the
required behaviour.


Position Analysis

Fit?

Job descriptions that include major
responsibilities help to clarify the issues
of fit, but still leave some questions.


Position Analysis

Fit?

Clear performance expectations help
clarify the behaviour needs required for
the position.


Position Analysis

Fit? By weighting the performance factors,
more of the questions about
person/position fit are resolved.


Position Analysis

Fit ?

The HA Position Analysis Wizard
enables you to transform the position
requirements into weighted traits.


Position Analysis

Fit
HA research has determined the traits
that relate to success for different
position types. This data combined
with your job information will create
accurate custom position templates.


Missing the Target

Fit ? Using only a personality assessment
combined with a basic job description
provides a very unclear determination
of the fit which is typically only about
10% better than a guess.


Accuracy

Fit
The HA integrated assessment combined
with the Position Analysis Wizard provides
a prediction of success with greater than
80% accuracy.


Validation

•
HA behavioural assessment has more
than 30 validation studies, each showing
a predictive accuracy of greater than
80%.

•
It is generally more accurate than
assessment centers that cost thousands
of dollars per person.

•
Test re-test is greater than 0.8 for each
scale.

•
High construct validity correlations with
standard personality methods.


Enjoyment Performance Theory

Enjoy Activity

Receive Do it More
Recognition

If you enjoy an activity, you tend
to do it more. By doing it more,
you tend to learn and improve
the related skills. As a result, you
tend to gain recognition
Learn More – (including self recognition)
Improve Skills which helps you to enjoy the
activity more.

Enjoyment Performance Theory

Don’t Enjoy
Activity

Negative Avoid the
Feedback Activity

If you dislike an activity, you tend
to avoid it. Thus, you fail to learn
and improve the related skills.
Fail to Learn or You may illicit negative feedback
as a result (or self-criticism)
Improve Skills which contributes to disliking the
activity more.

Traditional Bi-polar Scale

Bi-polar Scale

FRANK

DIPLOMATIC


Bi-polar Compared to Paradox

Bi-polar Scale Paradox Scales

FRANK FRANK DIPLOMATIC

Paradox:
“A seemingly contradictory
statement
which nonetheless may be true.”

DIPLOMATIC


Paradox Theory
Paradox Scales
Bi-polar Scale
Balanced Good Communicator Poor Communicator
FRANK FRANK DIPLOMATIC FRANK DIPLOMATIC

Good communicators and poor communicators
DIPLOMATIC look the same on a traditional bi-polar scale.

Paradox Theory
Example of the four basic dimensions within a paradox scale
Good Poor Blunt Evasive
Communicator Communicator
FRANK DIPLOMATIC FRANK DIPLOMATIC FRANK DIPLOMATIC
FRANK DIPLOMATIC

Balanced Balanced Deficiency Aggressive Imbalance Passive
Versatility Imbalance


X-Y Representation of Paradox

FRANK DIPLOMATIC
The two basic dimensions of a
paradox can be more effectively
displayed by rotating one of the
scales at right angles to make an X-
Y plane.



FRANK
The four basic dimensions of a
DIPLOMATIC paradox can be more effectively
scales at right angles to make an X-
Y plane.



FRANK
The four basic dimensions of a
paradox can be more effectively
scales at right angles to make an X -
Y plane.

DIPLOMATIC

Balanced Versatility

Combination of traits predicting
good communication as
portrayed in an X -Y plane.
Blunt Forthright
diplomacy The dark blue circle indicates
the normal range of behavior.

Avoids
Communication Evasive

© 2002 - 2008 Harrison
Assessments, Intl' Ltd. - All

Aggressive Imbalance

High frank, low diplomatic indicates
bluntness (an aggressive imbalance).
FRANK

Blunt Forthright
Forthright
diplomacy
diplomacy

The grey circle reflects an underlying
passive polarity. For example,
Poor
Avoids bluntness is often used as a means of
Communication
Communication Evasive evading or a cover for vulnerability.
Evasive

DIPLOMATIC

Passive Imbalance

The red circle reflects the polarity of a passive
imbalance. Under stress, the behavior may “flip” and
FRANK
become blunt.

Blunt Forthright
Forthright
diplomacy
diplomacy

Low frank, High diplomatic
indicates evasiveness.

Poor
Avoids
Communication
Evasive

DIPLOMATIC

Balanced Deficiency

The double polarity indicates the behavior could
flip to either polar extreme under stress.
FRANK

Blunt Forthright
Forthright
diplomacy
diplomacy

Low frank, Low diplomatic
indicates poor communication.

Poor
Avoids
Communication
Evasive

DIPLOMATIC

12 HA Paradox Pairs

Certain : Open/reflective Frank : Diplomatic
Analytical : Intuitive Persistent : Experimenting

Risking : Analyses Pitfalls Authoritative : Collaborative

Self-Acceptance : Self-Improvement Assertive : Helpful

Self-Motivated : Stress Management Organised : Flexible

Enforcing : Warmth/Empathy Optimistic : Analyses Pitfalls


The Secret of Success

Success is the result of integrating two seemingly
contradictory behaviors.

HA is the only assessment method that harnesses
the power of paradox.


Integrating Behavioural
Assessment with Eligibility

Behavioural Assessment Interview Score Eligibility Score

Assessment types are weighted & integrated

Final prediction of success for a given position

By weighting each assessment type and integrating them into a final
score, you gain a complete picture and accurate prediction.


Unique Reports Generated to Your
Specific Requirements
Each HA report is unique. It considers:

•
The Behavioral tendencies of the person

•
The work preferences of the person

•
The specific requirements of the position
The reports are in layman’s terms and require no
professional interpretation. This is achieved by:

•
Expert system technology

•
Tailor made assessment integration
incorporating eligibility and suitability.


One of a Kind
HA is the only assessment method that:
•
Uses a full spectrum of suitability factors, including personality, interests, work
environment preferences, and task preferences.

•
Uses a high-tech questionnaire that provides the equivalent of a full day of testing in
only 30 minutes.

•
Uses a technological consistency detector that provides an extremely reliable
validation of the authenticity of the answers.

•
Can be effectively applied without professional interpretation.

•
Uses the power of paradox to decipher subtleties and complexities of personality
related to job performance.

•
Offers a complete customisation to specific job requirements.

•
Offers a complete research data base of success traits for different position types.

•
Delivers a cost effective high correlation with actual job performance.

How HA is Used

•
Recruitment and Selection

•
Coaching, Retaining, and
Developing

•
Team Development

•
Organizational Development


Selection and Recruitment

•
Set the position criteria in the
software
•
Applicants complete HA
questionnaire
•
Generate suitability report and
interviewing guide for each applicant
•
Interview suitable applicants
•
Rate eligibility and interviews
•
Enter results in software
•
Generate final reports
•
Use the “How to Attract This
Candidate” report to convince the
candidate to accept employment.


Coaching, Retaining,
and Developing
•
Use the “Job Comparison” reports to
coach performance.

•
Use the “Paradox” reports to coach
individual employees to develop
constructive traits.

•
Use the “How to Manage, Develop &
Retain” report to improve supervision
and performance.

•
Use the “Developing Traits” report to
implement a development plan


Team Development

Use the “Team Main” graph and/or
“Team Paradox” graph to:

•
Illuminate team dynamics
•
Facilitate team effectiveness


Organisational Development

Use the HA methodology to:

•
Formulate position requirements
•
Implement core values and
assess behavioral competencies
•
Integrate selection and
development


For more info, contact us by:

Email: inquiry@hrcentral.co.jp

Phone: 080-3434-8665

Mail:
HR Central K.K.
Shinagawa Intercity Front Bldg. 3F Desk@ MB28
2-14-14, Kounan, Minato-ku, Tokyo 108-0075

Website
www.hrcentral.co.jp/harrison_assessments


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