A company receives a large number of job applications, which are at first evaluated centrally at theHR department. Each application receives a score between 0 and 100 from an HR expert. Theevaluations are done by three HR experts, who apply the same, standardised scoring scheme toobtain the final score. Despite the fact that the procedure has been standardised and the expertshave been trained, the management is still concerned that the system may not be fair because theremay be differences between the scoring tendencies of the three experts: If at least one expert tendsto give higher or lower scores than the others, that is a problem, because the score will not onlydepend 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 thereare significant differences between the three raters' scoring tendencies. In order to control for thedifferences 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.Application123Ms Taylor48866754HR ExpertMr Green48846852Ms Clark45816648Bear in mind that the purpose of the study is to find evidence that the HR experts tend to givedifferent scores. (It is taken for granted that applications differ in terms of quality and thosedifferences affect the scores.)Calculate the Sum of Squares for Treatments. (The result must be accurate within ±0.05).

In this example, we want to find 1) evidence that the HR experts tend to give different scores.…

Answered: Application 1 2 3 4 Ms Taylor 48 86 67…

Holt Mcdougal Larson Pre-algebra: Student Edition 2012

1st Edition

ISBN:9780547587776

Author:HOLT MCDOUGAL

Publisher:HOLT MCDOUGAL

Chapter11: Data Analysis And Probability

Section11.4: Collecting Data

Problem 2E

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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. 4 of 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,…
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