Harrison Assessment
Harrison Assessment is based on 25 years of potential assessment research and has 3 million users worldwide. The specific mission of this tool is to harness the potential of employees and optimize performance and strengthen retention by matching behavioral preferences, interests and strengths to job requirements.
It is not a personality model, but rather an identification of behavioral preferences, paradoxical strengths and risk behavior in stressful situations.
For more information, see www.harrisonassessments.de.
Certification is offered by osb Wien Consulting GmbH.
It is in line with the approach of osb-i Potential Assessment to always be up to date in the selection of instruments and tests and to look for instruments that can provide qualified answers to current questions in potential assessment.
Currently, organizations are confronted with new forms of leadership, such as leading in the agile organization, leading in disruptive change processes, and the topic of "digitalization" poses completely new challenges for assessments. Today, it is less about determining suitability for certain positions, but rather about ensuring the fit of people with their individual behavioral preferences, interests, strengths and also limitations to the complex and volatile processes in modern organizations. These are questions such as: who is able and willing to actively shape radical changes, who opens (or closes) to digital challenges and which leaders show potential for new forms of leadership beyond hierarchical control. In addition to our proven instruments, Harrison Assessment offers an interesting approach that enables the above-mentioned questions to be addressed particularly well. Here are some characteristics of the procedure:
Behavioral preferences are shown that are evaluated as competencies and strengths because they are performed very frequently and with passion.
Those behavioral tendencies are distinguished which are retrievable but little practiced, and also those are shown which are avoided.
According to the "paradox theory" applied by Harrison, it is possible to describe strengths in terms of their balance, since a so-called supporting trait is needed as a complement in order to assess a behavior as a "True Strength".
Unbalanced behavior becomes clear and also the danger of impulsive and erratic behavior under stress is shown.
The system works with a total of 175 behavioral dimensions, allowing a wealth of combinations and correlations to be interpreted.
On this basis, in-depth reflections and assessments are possible. Besides these possibilities of insight, the system also has possibilities to define ideal job profiles and to show fits of results of individuals.
Harrisson Assessment has over 6000 validated job profiles that can be drawn upon to define a specific profile. In addition to job profile matching, it can also be used to map "modern" requirements and competencies, such as in Agile Leadership. The tool can be used for development and audits as well as for team development.
Some osb-i consultants have acquired a so-called Level 2 accreditation and are therefore authorized to offer in-house certifications for customers.
