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1、2020BEC中级考试真题最新精选篇 为了让大家更好的学习商务英语BEC考试，给大家整理了BEC商务英语中级考试真题,下面就和大家分享，来欣赏一下吧。BEC真题一Problems in the IT industryIn the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their business goals will depend not on the regular updating of technolo
2、gy, which is essential for them to do, but on how well they can hold on to the people skilled at manipulating the newest technology. This is becoming more difficult. Best estimates of the current shortfall in IT staff in the UK are between 30,000 and 50,000, and growing.And there is no end to the pr
3、oblem in sight. A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next deca
4、de.Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions. This is the course of action recommended by the C
5、omputer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis. However, this approach is becoming less and less acceptable as the general shortage of skills, coupled with high demand, sends contr
6、actor rates soaring. An experienced contract programmer, for example, can now earn at least double the current permanent salary.With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. Whil
7、e many companies in the financial services sector are managing to contain their losses by offering skilled IT staff golden handcuffs - deferred loyalty bonuses that tie them in until a certain date - other organisations, like local governments, are unable to match the competitive salaries and perks
8、on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year.But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. Bu
9、t such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many industry experts advise employers to link bonuses to performance wherever possible. However, employers are realising that bonuses will only succeed if they are accompanie
10、d by other incentives such as attractive career prospects, training, and challenging work that meets the individuals long-term ambitions.This means managers need to allocate assignments more strategically and think about advancing their staff as well as their business. Some employers advocate giving
11、 key employees projects that would normally be handled by people with slightly more experience or capability. For many employers, however, the urgency of the problem demands a more immediate solution, such as recruiting skilled workers from overseas. But even this is not easy, with strict quotas on
12、the number of work permits issued. In addition, opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment in training and thus a long-term weakening of the UK skills base.13 According to the first paragraph, the suc
13、cess of iT departments will depend onA their success at retaining their skilled staff.B the extent to which they invest in new technology.C their attempts to recruit staff with the necessary skills.D the ability of employees to keep up with the latest developments.14 A problem referred to in the sec
14、ond paragraph is thatA the government needs to create thousands of new IT posts.B the pool of skilled IT people will get even smaller in the future.C company budgets for IT training have been decreasing steadily.D older IT professionals have not had adequate training.15 What possible solution to the
15、 long-term problems in the IT industry is referred to in the third paragraph?A ensure that permanent staff earn the same as contract staffB expand company training programmes for new and old employeesC conduct more research into the reasons for staff leavingD offer top rates to attract the best spec
16、ialist consultants16 In some businesses in the financial services sector, the IT staffing problem has led toA cash promises for skilled staff after a specified period of time.B more employees seeking alternative employment in the public sector.C the loss of customers to rival organisations.D more fl
17、exible conditions of work for their staff.17 Employers accept that IT professionals are more likely to stay in their present post if theyA are set more realistic performance targets.B have a good working relationship with staff in other departments.C are provided with good opportunities for professi
18、onal development.D receive a remuneration package at top market rates.18 According to the final paragraph, the UK skills base will be weakened byA changes to managers strategic thinking.B insufficient responsibility being given to IT staff.C the employment of IT staff with too little experience.D th
19、e hiring of IT personnel from abroad.Problems in the IT industry，IT行业的问题。IT行业的人才紧缺并且青黄不接，很多公司只顾短期利益，不愿意投入时间和成本进行培训。并且由于待遇等问题，人员流失现象十分严重。第十三题，问根据第一段，IT部门的成功取决于什么。答案是but后面的一句：but on how well they can hold on to the people skilled at manipulating the newest technology.取决于他们能否留住精通于掌握最新技术的人。也就是A所说的，成功留住有
20、技术的员工。第十四题，问第二段提到的一个问题是什么。第二段这么说：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一个严重的全行业范围的培训投入缺口意味着长期技术基础不仅老化而且紧缩。简单的说，就是人才短缺并且青黄不接。选B：有技术的IT人才未来会更少。Pool在这里是供应、聚集的意思。a pool of skilled labour：supply, common supply, reserve。第十五题，问对于第
21、三段提到的IT行业的长期问题的可能的解决方法是什么。答案在这里：This is the course of action recommended。所以弄明白这里的this is是指代什么，就找到了正确的答案，this is指代的内容在前面：they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他们开始对吸收的生手进行室内培训，或者是从其他功能上对现有的员工重新培训。简单概括，就是培训，无论是新来的还是老
22、员工。答案选B：为新旧员工扩展公司的培训计划。第十六题，问金融服务行业的一些企业，IT员工问题导致了什么。答案是第四段的这么一句：While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff golden handcuffs - deferred loyalty bonuses that tie them in until a certain date这些公司怎么留住人才避免损失呢?提供“黄金手铐”延期的忠诚分红将他们
23、套到某一天。也就是说给这些员工的分红是延迟发放的。即A选项所说的：对有技术员工一段时期后的现金许诺。Deferred就是after a specified period of time。第十七题，IT职业者更愿意待在现有的位置上，如果。答案是第五段的最后一句：employers are realising that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work tha
24、t meets the individuals long-term ambitions.这些分红只有同其他的动力相结合才能成功：有吸引力的职业前景，培训以及和个人长期目标相吻合的有挑战性的工作。也就是C段总结的：为职业发展提供良好的机会。第十八题，问最后一段说，英国技术基础将被什么削弱。答案是最后一段的最后一句：opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment
25、in training and thus a long-term weakening of the UK skills base.。从其他国家招IT人员的反对意见在上升，很多专家相信这会导致培训的减少并因此削弱长期的英国技术基础。即D段说的：从海外招聘IT人员。BEC真题二Human resource managementIt is nearly a century since the car manufacturer Henry Ford said, You can destroy my factories and offices, but give me my people and I w
26、ill build the business right back up again.(0) .G. But a few business theorists are beginning to argue that managing people well can add more to the bottom line than anything else.Mike Manzotti, a leading American author in this area, has strong views about the growing importance of human resources
27、in todays business world. (8) . A company with high staff commitment, for example, has an asset that its rivals find hard to copy.Research in Britain would appear to support this notion. A recent business school survey into the performance of eight multinationals found that people management could b
28、e the most decisive factor in a companys performance. Another study indicated the same thing in medium-sized manufacturing firms. (9) . After all, how can an organisation evaluate the commitment of its staff?For this reason, the researcher George Hessenberg argues that a scientific approach is neede
29、d. He feels that when HR professionals suggest changing an organisations compensation structure or being more selective in recruiting, they are asking for things that require resources. (10).Some new approaches are emerging that attempt to do just that, including the scheme devised by consultants Co
30、uze Jordan. The scheme, which covers communication, recruitment, and use of resources, predicts that significant improvements in these areas achieve an increase in shareholder value of up to 30 per cent.Another programme, launched by James Lester, an independent human resources expert, approaches th
31、e problem from a perspective that is designed to appeal to a wide range of managers. (11).Both, he argues, involve appropriate decisions being made about the allocation of resources within a particular budget.Lesters expertise enables him to carry out an organisational audit for his clients to ident
32、ify which areas of HR are in most need of improvement. This is because there is no point in businesses spending large amounts without knowing if the investment is worthwhile. (12) . Lesters advice, however, is for companies to think twice before hiring people, since it is vital they assess whether t
33、hey are getting value for money.A But the findings are inconclusive because of the difficulty of collecting reliable evidence.B He argues that the role of a skilled, motivated and flexible workforce has become more significant as traditional sources of competitive advantage diminish.C For example, a
34、 common mistake is to spend a fortune on recruitment to cover up for deficiencies in training.D However, most leading experts in the field believe that there is sufficient evidence to support this model of workplace dynamics.E He compares the positive use of human resources to effective fund managem
35、ent, as this is something that senior executives can relate to.F He believes, however, that the only way they will gain approval for these potentially expensive initiatives is to have some data that demonstrates positive financial benefits.G In the light of this statement, it is odd that people mana
36、gement has taken so many years to move up the agenda.Human resource management，人力资源管理。顾名思义，*讲的是人对于企业的重要性，以亨利?福特的名言开头，列举了一系列专家对人力资源管理的看法。第八题，这一段是列举了一个作家对人力资源重要性的看法。空格前面说这个人认为人力资源在当今的商业世界有着越来越重要的作用。空格后面是举例说明有着高度员工认同感的公司是竞争对手很难超越的。所以第八空还是讲的人力资源的重要。所以选B：传统的竞争优势已经减弱，有技术的、有动力的、有弹性的员工的作用变得越来越重要。第九题，前面是列举几个
37、调查结果来支撑上一段的观点：人力资源很重要。后面一个after all，问到怎么才能评估员工对公司的忠诚度呢?从after all可以看出第九空有点转折。人力资源虽然重要，但是员工对公司的忠诚度是无法衡量的。第九空应该选B：收集可信证据的困难，使得调查结果的不确定性。这里的findings就是对应的前面的survey和study，but是个关键的词。第十题，这一空要和下一段联系起来选答案。这一空的前面说，当HR专家建议改变公司的补偿结构或者是在招人时更有选择性一些，他们是在要求需要资源的事情。(意思是需要成本的，不是那么简单容易的)，接着下面一段就说为了达成这些要求，一些新的方法涌现出来。新的
38、方案预测这些地方的改进能够给股东带来30%的增加收益。前面一个成本，后面一个收益，说白了，就是钱，这才是最根本的东西。专家虽然给出了建议，但是这些建议必须能保证带来利益，才会得到支持。所以选F，financial benefits是关键词。第十一题，后面的both很关键，说两者都涉及到合适的决定。那么第十一空应该是两件事情在做对比，找出了共性。选E：将人力资源的积极用处和有效的基金管理做对比。Compare是关键词。第十二题，最后一段讲的就是人力资源的回报问题。投入的资源必须得有收获才行。12空前面说投入巨大但不知投资是否值得，这样是没有意义的。空格后面则是根据这个问题给出的意见：招人需谨慎。
39、可见12空还是和招人的投入有关。并且是负面的，所以才有了后面的advice。选C：一个常见的错误是将钱花费在招人上来弥补培训的不足。一个mistake，一个recruitment，都是信号。BEC真题三Staff appraisalsGood preparation for staff appraisals can pay dividends in terms of staff loyalty and satisfaction.Many managers, particularly those running smaller companies, feel they are too busy
40、to give their employees appraisals, and many staff clearly dread them. (0) . They provide the opportunity for the manager to have one-to-one discussions with an employee and find out about any concerns, as well as identifying training needs and discovering career aspirations. They can make a staff m
41、ember feel valued and so build loyalty.The annual appraisal can either be a rewarding or painful experience. According to research carried out among 500 employees, the standard office appraisal is far from perfect.(8).The possible outcome for the company is even worse; up to a quarter of employees w
42、ill look for a new job within two weeks of a bad appraisal and 40% within a month.The quality of the appraisal lies with how the boss decides to carry it out. When it is done well, employees are able to use the feedback they receive to improve their performance. (9).So how should a constructive appr
43、aisal be carried out? According to Andrew Gillingham, a consultant trainer, appraisals can be manager-led, with the appraiser preparing a document and sharing it with the employee. Establishing training needs and motivating the employee towards bigger and better things are part of this process. (10)
44、 . In both cases, Gillingham believes that the effectiveness of the appraisal discussion can determine the performance of the company.Gillingham believes that anyone who thinks its just the employee who doesnt like the appraisal experience has got it wrong. Too many managers regard appraisals as a w
45、aste of time.(11) .Managing people is a difficult matter, and without the necessary training, many managers try to avoid the uncomfortable issues that often need to be discussed at appraisals.Gillingham believes that calling the process an appraisal may be unhelpful.(12) .In either case, it is impor
46、tant to ensure that the meeting is successful and results in better quality management. Gillingham firmly believes that the main thing is to emphasise an open communications ethos in the workplace that gives staff a chance to talk about issues and feel valued.A Alternatively, managers may want the e
47、mployees themselves to evaluate their work performance.B In larger companies, the people likeiy to do something with this information will be found in the HR department.C. Problems such as rushing through the appraisal and being appraised by a manager who doesnt understand the employees role were co
48、mmon concerns.D Arguably, performance review is more appropriate since it helps create correct expectations from the meeting and indicates what will happen.E This is mainly because they have not been shown how to carry out appraisals properly.F But all too often, the format of the appraisal doesnt allow this.G But this can be avoided and, given a more positive attitude from participants,
