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a. What is the lowest rating you should give to an​ "exemplary" employee if you follow the​ university's HR​ guidelines

a. What is the lowest rating you should give to an​ "exemplary" employee if you follow the​ university's HR​ guidelines

MATLAB: An Introduction with Applications
MATLAB: An Introduction with Applications
6th Edition
ISBN:9781119256830
Author:Amos Gilat
Publisher:Amos Gilat
Chapter1: Starting With Matlab
Section: Chapter Questions
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a. What is the lowest rating you should give to an​ "exemplary" employee if you follow the​ university's HR​ guidelines?

**Title: Understanding Employee Performance Ratings** **Introduction:** Almost all companies utilize some form of year-end performance review for their employees. The Human Resources (HR) department at a university's Health Science Center has established guidelines for supervisors rating their subordinates. For instance, raters are advised to evaluate their ratings for any potential biases—being either too lenient or too harsh. This ensures a fair appraisal process. According to HR, supervisors who notice this tendency should consider using a normal distribution for rating: 10% of employees rated as exemplary, 20% as distinguished, 40% competent, 20% marginal, and 10% unacceptable. To explain this concept further, we look at how to apply these guidelines using a normal distribution model. **Normal Distribution and Performance Ratings:** - **Curve Assumptions:** Assume the ratings follow a normal distribution with a mean (average) score of 48 and a standard deviation of 14. - **Performance Scale:** Employee performance is rated on a scale from 1 (lowest score) to 100 (highest score). **Practical Application:** To determine the specific ratings for exemplary performance, we'll use statistical tools to interpret the guidelines provided by HR. **Guidelines Breakdown:** 1. **Exemplary Performance (top 10%):** What is the lowest rating that should be given to an employee to be considered exemplary? This question refers to finding the cut-off score below which no employee should fall into the top 10% bracket. 2. **Statistical Approach:** Ratings should mimic the characteristics of the normal distribution (bell curve) centered on the mean score with the standard deviation considered. **Instructions for Calculation:** - Use statistical tables or software to find the z-score that corresponds to the top 10% of the normal distribution. - Convert the z-score to the actual rating using the formula: - Rating = Mean + (z-score * Standard Deviation) **Interactive Content:** - A link to view a table of areas under the standardized normal curve can assist in understanding and performing these calculations. **Example Problem:** **a.** What is the lowest rating you should give to an "exemplary" employee if you follow the university's HR guidelines? *Note: Round to two decimal places as needed.* By understanding these guidelines and how to apply them using normal distribution, supervisors can ensure fair and unbiased performance appraisals for their team members. **Conclusion:** Ad
Transcribed Image Text:**Title: Understanding Employee Performance Ratings** **Introduction:** Almost all companies utilize some form of year-end performance review for their employees. The Human Resources (HR) department at a university's Health Science Center has established guidelines for supervisors rating their subordinates. For instance, raters are advised to evaluate their ratings for any potential biases—being either too lenient or too harsh. This ensures a fair appraisal process. According to HR, supervisors who notice this tendency should consider using a normal distribution for rating: 10% of employees rated as exemplary, 20% as distinguished, 40% competent, 20% marginal, and 10% unacceptable. To explain this concept further, we look at how to apply these guidelines using a normal distribution model. **Normal Distribution and Performance Ratings:** - **Curve Assumptions:** Assume the ratings follow a normal distribution with a mean (average) score of 48 and a standard deviation of 14. - **Performance Scale:** Employee performance is rated on a scale from 1 (lowest score) to 100 (highest score). **Practical Application:** To determine the specific ratings for exemplary performance, we'll use statistical tools to interpret the guidelines provided by HR. **Guidelines Breakdown:** 1. **Exemplary Performance (top 10%):** What is the lowest rating that should be given to an employee to be considered exemplary? This question refers to finding the cut-off score below which no employee should fall into the top 10% bracket. 2. **Statistical Approach:** Ratings should mimic the characteristics of the normal distribution (bell curve) centered on the mean score with the standard deviation considered. **Instructions for Calculation:** - Use statistical tables or software to find the z-score that corresponds to the top 10% of the normal distribution. - Convert the z-score to the actual rating using the formula: - Rating = Mean + (z-score * Standard Deviation) **Interactive Content:** - A link to view a table of areas under the standardized normal curve can assist in understanding and performing these calculations. **Example Problem:** **a.** What is the lowest rating you should give to an "exemplary" employee if you follow the university's HR guidelines? *Note: Round to two decimal places as needed.* By understanding these guidelines and how to apply them using normal distribution, supervisors can ensure fair and unbiased performance appraisals for their team members. **Conclusion:** Ad
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