Radasys Resources adheres to a rigorous merit-based system for the promotion of employees to managerial positions. The process begins with line managers identifying individuals who demonstrate exceptional leadership and managerial potential. These employees are then enrolled in development programmes designed to enhance their skills. Concurrently, they are assigned progressively challenging responsibilities to further evaluate their capabilities. Upon successful completion of these developmental stages, eligible employees undergo a formal promotion assessment. The table below presents the marks (out of a total of 100 points) obtained by 50 candidates who sat for the current cycle of promotion assessment at Radasys Resources. QUESTION 3 Using the data from Radasys Resources' current promotion assessment cycle, calculate both the variance and standard deviation of the scores for the 50 candidates, and discuss the significance of the standard deviation in the context of the current promotion assessment cycle at Radasys Resources. A. The variance and standard deviation are 302.2 and \(27.4\%\), respectively. The \(27.4\%\) standard deviation suggests further investigation into factors driving disproportionate variations in candidate scores. B. The variance and standard deviation are 322.2 and \(27.4\%\), respectively. The \(27.4\%\) standard deviation calls for a review of whether the promotion assessment aligns with its objectives. C. The variance and standard deviation are 302.2 and 17.4\%, respectively. The 17.4\% standard deviation highlights the need for a review of how promotion criteria are applied. D. The variance and standard deviation are 322.2 and \(17.4\%\), respectively. The \(17.4\%\) standard deviation suggests scrutiny of the objectivity of the promotion assessment.