Harrison Assessments Hamburger Chain - Restaurant Manager Case Study

1. Case Study
Leading Hamburger Chain – Restaurant Manager
T
he aim of this research is to determine the traits that relate to job success
for the Restaurant Manager position and create a Job Success Formula
that can be used for hiring and developing employees. The study will
determine the ability of the Harrison Assessments system to identify job
performance.
Purpose and Background
This study was based on a sample of 80 Restaurant Managers who
completed the Harrison Assessment Suitability Questionnaire and also
received performance ratings from the company.
The detailed analysis of
important traits combined
with traits that hinder
success can be invaluable
knowledge for increasing
performance
The Harrison Suitability Assessment includes a full range of 156* suitability
factors related to personality, attitudes, motivation, interpersonal skills, work
preferences, task preferences and work environment preferences.
Approximately one third of the traits typically relate to performance for a
specific job.
The Job Success Formula is automatically generated from the Harrison
System. It uses a highly sophisticated computer analysis to determine which
traits relate to job success and formulate the related traits according to their
relative importance and type of impact each has on performance. As a result,
subtle behavioral issues that influence success are revealed.
Types of relationships that traits can have related to performance
There are 5 types of relationships the traits have in relationship to job
performance:
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•
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Essential Traits - These have a direct correlation with performance.
These traits are considered as "essential" traits in the Job Success
Formula and are given an importance rating according to the level of
performance.
Traits with low scores that hinder success - Poor performers have
a higher incidence of low scores on this type of trait. This identifies
traits that don't require high scores for success but having low scores
will hinder success.
Traits with high scores that hinder success - Poor performers
have a higher incidence of high scores as compared to higher
performers on traits in this category. In this case, either the trait is a
negative trait (negative behavior), or in the case of a positive trait, a
high score reflects an excessive amount of the trait.
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2. Case Study – Leading Hamburger Chain
Restaurant Manager
•
•
Although the Job Success
Formula related to study
will not perfectly predict
performance, it will be of
substantial value in hiring
and developing employees.
Traits with high and low scores that hinder success - Poor
performers have a higher incidence of either high or low scores on
traits in this category. In other words, moderate scores are best and
scores that are too high or too low will hinder success.
Traits that help success if very high (bonus traits) - Good
performers have a higher incidence of very high scores but the trait
otherwise does not have a strong correlation with performance and
are not required for success. With this type of trait, bonus points are
given for very high scores, but there is no penalty for moderate or low
scores. These are called Bonus traits.
By analyzing these different types of relationships with job success, we
determined a mathematical model for the Job Success Formula that will
predict job success. This process is unique to Harrison Assessments in the
following ways:
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•
•
•
•
•
A large number of traits (156*) are used for the analysis. (Typically
only 10-20 traits are used by other methods).
The traits include a wide range of suitability factors rather than
personality factors only.
The Job Success Formula provides a total suitability score which is
used as a prediction for job success.
Each trait is analyzed for the exact type of relationship it has with
success (if any).
Once determined, only the traits that have a relationship to job
success are used. (In other assessments, all traits are used even if
they don't have a relationship with success, confusing the recruiters
and reducing accuracy.)
An artificial intelligence technology is used to determine the exact best
Job Success Formula. This provides a very detailed and accurate Job
Success Formula which has a stronger correlation with job success.
Establishing the Performance Rating Model
The performance ratings were determined through discussion by a group of
regional managers. Each employee was rated on quality of service, quality of
food served, speed, cleanliness, cost control, profitability, growth, outstanding
balance and financial goals. The Restaurant Managers were rated on a scale
of High, Medium, or Low. These ratings were then transferred into numbers in
the HATS system according to the following:
90
• High
80
• Medium
70
• Low
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3. Case Study – Leading Hamburger Chain
Restaurant Manager
Results of the Job Success Formula Research
Of the 156* Harrison Assessments assessed traits, 58 traits showed a
relationship with job success. The overall suitability score automatically
generated from the Job Success Formula had a .815 correlation with
performance. This is considered a very strong correlation, especially when
measuring suitability factors only. Note: this correlation did not consider
resume data or any of the important eligibility information or the interview.
This result indicates that job suitability is extremely important for the
Restaurant Manager position.
The results of this study
provide deep insight into
the detail of success factors
for the Restaurant
Managers.
Correlation Explained
Correlation is a measure of the relationship between two sets of numbers. In
this case, it is a measure of the relationship between the Harrison Suitability
Assessment score and performance. A perfect correlation coefficient would
be indicated by a correlation of +1.0. In practical terms, a 1.0 correlation
would indicate the ability to predict the exact performance. A zero correlation
coefficient indicates that the two sets of numbers are completely unrelated. In
that case, any prediction of an assessment score would be completely
random and of no value. Assessments that have a correlation coefficient of .2
are generally considered useful in that they give some insight to improve the
hiring process. Assessments that achieve a correlation of .5 or greater are
rare and are considered to be very strong predictors of job success and
extremely valuable in the hiring process. Although the Job Success Formula
related to study will not perfectly predict performance, it will be of substantial
value in hiring and developing employees.
Conclusion
The traits identified indicate that the Restaurant Manager needs to effectively
manage processes the business as well as leading others. The process and
business traits included (but not limited to) traits such as systematic, being
flexibly organized, being realistically optimistic and comfortable working with
numbers; as well as at least a moderated degree of willingness to work
quickly, planning and precision. Traits related to leading others included the
ability to express enthusiasm toward achieving goals, dealing with pressure,
enjoyment of teamwork, having an optimistic/cheerful attitude, being warm
and empathetic; and at least a moderate degree of teaching, handling conflict
and influencing. There were many bonus factors, some of which included
strong ability to handle autonomy, strong willingness to make decisions and
strong ability to effectively enforcing rules. In attrition, there were numerous
traits can interfere with success, some of which included being impulsive,
being fast but imprecise, being rebellious, and being insensitive.
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4. Case Study – Leading Hamburger Chain
Restaurant Manager
These traits and others were calculated for their effect on job performance
and a scoring mechanism was created to calculate the exact effect of each
level of each related trait on job performance.
The results of this study provide deep insight into the detail of success factors
for the Restaurant Managers. With our automated calculator we are able to
provide a sophisticated and detailed analysis resulting in an accurate Job
Success Formula. Consequently, even very subtle behaviors are determined
and incorporated into the Job Success Formula. This information is highly
valuable for hiring decisions and provides essential information for developing
Restaurant Managers. Keep in mind that eligibility should also be considered.
For development of Restaurant Managers, the new Job Success Formula
provides a highly effective means of giving feedback to increase
performance. The detailed analysis of the most important traits combined with
the detailed analysis of the levels of traits that hinder success can be
invaluable knowledge for increasing performance.
*The research included in this case study was conducted prior to an upgrade
of the Harrison Assessments™ SmartQuestionnaire™. At the time of this
study 156 suitability factors were used for the analysis. The current
SmartQuestionnaire™ measures 175 traits related to personality, attitudes,
motivation, interpersonal skills, work preferences, task preferences, work
environment preferences, interests, retention and engagement factors.
The Harrison Assessments Talent System® helps organizations worldwide hire,
develop, promote, and retain top talent. The system’s unique, fully customizable
job analysis and integrated assessment technologies ensure optimum job fit and
predict job success. Harrison Assessments effectively address and automate
selection, development, career planning, and succession needs to manage talent
from front-line to executive levels. To learn more about how you can accelerate the
development of your strategic talent pipeline, contact us at info@harrisonna.com.
Toll Free: 888-248-5553
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