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Related Content: CS606 - VU Lectures, Handouts, PPT Slides, Assignments, Quizzes, Papers & Books of Compiler Construction

Beyond Syntax

These questions are part of context-sensitive analysis. Answers depend on values, not parts of speech. Answers may involve computation.

These questions can be answered by using formal methods such as context-sensitive grammars and attribute grammars or by using ad-hoc techniques.

One of the most popular is the use of attribute grammars.

Read more: CS606 - Compiler Construction - Lecture Handout 31

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RECRUITMENT, SELECTION AND TRAINING – II

It involves a number of activities which may be performed either by the owner-manager himself or with the assistance of specialists. Following is the process of selection.

• Application Blank
  It contains a written record of candidates qualifications, name, experience, references etc. from a perusal of the record, a broad idea can be formed about the applicant’ potential.
• Personal Interview
  The purpose of this interview is to ascertain technical competence of the candidate and his capacity to meet the requirements of the position. The fundamental mistakes committed in interviewing are;
  1. Not spending enough time analyzing the requirements of the job to be filled.
  2. Failing to ask right questions to test strengths and weaknesses of the candidate,
  3. Relying too much on gut reaction instead of making an objective analysis.
• Checking References
  References listed by the applicant should be cross – checked through telephone and preferably through a written letter.
• Employment Tests
  Though not a sole criterion of selection, these tests are making the employee selection more efficient. These are;-
  1. Aptitude test to measure mechanical, electrical, manual dexterity and other potential talent.
  2. Achievement test to measure performance (skill proficiency)
  3. Intelligence test to measure general mental abilities e.g. verbal ability, reasoning, comprehension etc.
  4. Personality test to select managers.
• Final Interview
  It is designed to final impression based on earlier assessments and particularly to ascertain interpersonal competence (capability to go along well with others), whether he has autocratic/democratic disposition, cooperativeness, rigidity flexibility. The interviewer should do well to adopt a balanced approach. He should guard against “Halo effect” i.e. forming rational judgment on the basis of first impression. What happens is that the interviewer forms a favorable or unfavorable impression of the applicant very early and searches for confirmation. To guard against it, the interviewer should withhold judgement until after the interview.



Read more: MGT601 - SME Management - Lecture Handout 27