A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 2 3 4 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).
A company receives a large number of job applications, which are at first evaluated centrally at the HR department. Each application receives a score between 0 and 100 from an HR expert. The evaluations are done by three HR experts, who apply the same, standardised scoring scheme to obtain the final score. Despite the fact that the procedure has been standardised and the experts have been trained, the management is still concerned that the system may not be fair because there may be differences between the scoring tendencies of the three experts: If at least one expert tends to give higher or lower scores than the others, that is a problem, because the score will not only depend on the quality of the application but also on which HR expert evaluated it. Therefore, the management decides to conduct a small-scale experiment to find out whether there are significant differences between the three raters' scoring tendencies. In order to control for the differences between applications, each HR expert receives the same 4 applications for evaluation. The table below contains the 4 scores provided by each of the HR experts. Application 1 2 3 4 Answer: Ms Taylor 52 56 53 47 HR Expert Mr Green 57 65 61 49 Ms Clark 54 58 54 39 Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give different scores. (It is taken for granted that applications differ in terms of quality and those differences affect the scores.) Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).
Glencoe Algebra 1, Student Edition, 9780079039897, 0079039898, 2018
18th Edition
ISBN:9780079039897
Author:Carter
Publisher:Carter
Chapter10: Statistics
Section10.3: Measures Of Spread
Problem 1GP
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Transcribed Image Text:A company receives a large number of job applications, which are at first evaluated centrally at the
HR department. Each application receives a score between 0 and 100 from an HR expert. The
evaluations are done by three HR experts, who apply the same, standardised scoring scheme to
obtain the final score. Despite the fact that the procedure has been standardised and the experts
have been trained, the management is still concerned that the system may not be fair because there
may be differences between the scoring tendencies of the three experts: If at least one expert tends
to give higher or lower scores than the others, that is a problem, because the score will not only
depend on the quality of the application but also on which HR expert evaluated it.
Therefore, the management decides to conduct a small-scale experiment to find out whether there
are significant differences between the three raters' scoring tendencies. In order to control for the
differences between applications, each HR expert receives the same 4 applications for evaluation.
The table below contains the 4 scores provided by each of the HR experts.
Application
1
234
Answer:
Ms Taylor
52
56
53
47
HR Expert
Mr Green
57
65
61
49
Ms Clark
54
58
54
39
Bear in mind that the purpose of the study is to find evidence that the HR experts tend to give
different scores. (It is taken for granted that applications differ in terms of quality and those
differences affect the scores.)
Calculate the Mean Squares for Treatments. (The result must be accurate within +0.05).
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