Predictive Workforce Analytics

We have designed a state of the art predictive workforce analytics solution which enables us to find hidden workforce talent, develop the potential of current talent, create workforce planning strategies and detect insider risk to your company. Our primary quantitative analysis solution is the Harrison Trait Assessment instrument used as our core predictive behavioral assessment tool which helps identify the competency imbalances in current leadership paradoxes and measures behavioral preferences of individuals based on "enjoyment performance" theory and "paradox theory".

Enjoyment performance theory states that an individual will perform more effectively in a job when they: enjoy the majority of required tasks and activities, have personal interest in the work, and are in a work environment that matches their personal preferences.

Paradox theory extends conceptual notions of the human mind being based upon opposite psychological forces by suggesting that this principle include complementary and paradoxical forces and applies it to specific traits.

For example, instead of someone exhibiting the tendency to engage in "either/or" behavior, i.e., being either aggressively frank (i.e., blunt) or overly diplomatic (i.e., evasive), the person may actually exhibit the capacity to be equally balanced in both. 

This is what the Harrison Trait Assessment would categorize as a "balanced versatility" in the communication paradox.

If these traits were used in traditionally bi-polar methods of measurement, they would be erroneously assumed as an "either-or" relationship between frankness and diplomacy.

The Harrison Assessment is our chosen cornerstone behavioral analytics assessment because of its high reliability, validity, accuracy, predictability of future behavior and ease of use. 

It can be utilized for selection purposes, coaching and development for individuals and teams, and for identifying patterns with regards to organizational culture assessment analysis. We use the HA in conjunction with a substantive collection of qualitative analytics data through phenomenological interviews and ethnographic observation. The combination of this very important chemistry of analytics creates a strategically designed approach which gives the most accurate and predictive data set for making low risk high reward decisions to create a culture of high growth performance.

© 1995. Dr. Pauline Serice & Associates, Inc. All rights reserved