2020BEC中級考試真題最新精選篇

為了讓大家更好的學(xué)習(xí)商務(wù)英語BEC考試，小編給大家整理了BEC商務(wù)英語中級考試真題,下面小編就和大家分享，來欣賞一下吧。

BEC真題一

Problems in the IT industry

In 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 technology, 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 problem 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 decade.

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 Computer 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 contractor 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%. 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 - other organisations, like local governments, are unable to match the competitive salaries and perks 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. But 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 accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual's 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 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 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 success of iT departments will depend on

A 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 second paragraph is that

A 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 long-term problems in the IT industry is referred to in the third paragraph?

A ensure that permanent staff earn the same as contract staff

B expand company training programmes for new and old employees

C conduct more research into the reasons for staff leaving

D offer top rates to attract the best specialist consultants

16 In some businesses in the financial services sector, the IT staffing problem has led to

A 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 flexible conditions of work for their staff.

17 Employers accept that IT professionals are more likely to stay in their present post if they

A are set more realistic performance targets.

B have a good working relationship with staff in other departments.

C are provided with good opportunities for professional development.

D receive a remuneration package at top market rates.

18 According to the final paragraph, the UK skills base will be weakened by

A changes to managers' strategic thinking.

B insufficient responsibility being given to IT staff.

C the employment of IT staff with too little experience.

D the hiring of IT personnel from abroad.

《Problems in the IT industry》，IT行業(yè)的問題。IT行業(yè)的人才緊缺并且青黃不接，很多公司只顧短期利益，不愿意投入時間和成本進(jìn)行培訓(xùn)。并且由于待遇等問題，人員流失現(xiàn)象十分嚴(yán)重。

第十三題，問根據(jù)第一段，IT部門的成功取決于什么。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.取決于他們能否留住精通于掌握最新技術(shù)的人。也就是A所說的，成功留住有技術(shù)的員工。

第十四題，問第二段提到的一個問題是什么。第二段這么說：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一個嚴(yán)重的全行業(yè)范圍的培訓(xùn)投入缺口意味著長期技術(shù)基礎(chǔ)不僅老化而且緊縮。簡單的說，就是人才短缺并且青黃不接。選B：有技術(shù)的IT人才未來會更少。Pool在這里是供應(yīng)、聚集的意思。a pool of skilled labour：supply, common supply, reserve。

第十五題，問對于第三段提到的IT行業(yè)的長期問題的可能的解決方法是什么。答案在這里：This is the course of action recommended。所以弄明白這里的this is是指代什么，就找到了正確的答案，this is指代的內(nèi)容在前面：they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他們開始對吸收的生手進(jìn)行室內(nèi)培訓(xùn)，或者是從其他功能上對現(xiàn)有的員工重新培訓(xùn)。簡單概括，就是培訓(xùn)，無論是新來的還是老員工。答案選B：為新舊員工擴(kuò)展公司的培訓(xùn)計劃。

第十六題，問金融服務(wù)行業(yè)的一些企業(yè)，IT員工問題導(dǎo)致了什么。答案是第四段的這么一句：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這些公司怎么留住人才避免損失呢?提供“黃金手銬”——延期的忠誠分紅將他們套到某一天。也就是說給這些員工的分紅是延遲發(fā)放的。即A選項所說的：對有技術(shù)員工一段時期后的現(xiàn)金許諾。Deferred就是after a specified period of time。

第十七題，IT職業(yè)者更愿意待在現(xiàn)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 that meets the individual's long-term ambitions.這些分紅只有同其他的動力相結(jié)合才能成功：有吸引力的職業(yè)前景，培訓(xùn)以及和個人長期目標(biāo)相吻合的有挑戰(zhàn)性的工作。也就是C段總結(jié)的：為職業(yè)發(fā)展提供良好的機(jī)會。

第十八題，問最后一段說，英國技術(shù)基礎(chǔ)將被什么削弱。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 in training and thus a long-term weakening of the UK skills base.。從其他國家招IT人員的反對意見在上升，很多專家相信這會導(dǎo)致培訓(xùn)的減少并因此削弱長期的英國技術(shù)基礎(chǔ)。即D段說的：從海外招聘IT人員。

BEC真題二

Human resource management

It 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 will 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 in today's 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 be the most decisive factor in a company's 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 needed. He feels that when HR professionals suggest changing an organisation's 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 Couze 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 the 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.

Lester's expertise enables him to carry out an organisational audit for his clients to identify 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) ............. Lester's advice, however, is for companies to think twice before hiring people, since it is vital they assess whether they 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 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 management, 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 management has taken so many years to move up the agenda.

《Human resource management》，人力資源管理。顧名思義，文章講的是人對于企業(yè)的重要性，以亨利?福特的名言開頭，列舉了一系列專家對人力資源管理的看法。

第八題，這一段是列舉了一個作家對人力資源重要性的看法?？崭袂懊嬲f這個人認(rèn)為人力資源在當(dāng)今的商業(yè)世界有著越來越重要的作用。空格后面是舉例說明有著高度員工認(rèn)同感的公司是競爭對手很難超越的。所以第八空還是講的人力資源的重要。所以選B：傳統(tǒng)的競爭優(yōu)勢已經(jīng)減弱，有技術(shù)的、有動力的、有彈性的員工的作用變得越來越重要。

第九題，前面是列舉幾個調(diào)查結(jié)果來支撐上一段的觀點：人力資源很重要。后面一個after all，問到怎么才能評估員工對公司的忠誠度呢?從after all可以看出第九空有點轉(zhuǎn)折。人力資源雖然重要，但是員工對公司的忠誠度是無法衡量的。第九空應(yīng)該選B：收集可信證據(jù)的困難，使得調(diào)查結(jié)果的不確定性。這里的findings就是對應(yīng)的前面的survey和study，but是個關(guān)鍵的詞。

第十題，這一空要和下一段聯(lián)系起來選答案。這一空的前面說，當(dāng)HR專家建議改變公司的補(bǔ)償結(jié)構(gòu)或者是在招人時更有選擇性一些，他們是在要求需要資源的事情。(意思是需要成本的，不是那么簡單容易的)，接著下面一段就說為了達(dá)成這些要求，一些新的方法涌現(xiàn)出來。新的方案預(yù)測這些地方的改進(jìn)能夠給股東帶來30%的增加收益。前面一個成本，后面一個收益，說白了，就是錢，這才是最根本的東西。專家雖然給出了建議，但是這些建議必須能保證帶來利益，才會得到支持。所以選F，financial benefits是關(guān)鍵詞。

第十一題，后面的both很關(guān)鍵，說兩者都涉及到合適的決定。那么第十一空應(yīng)該是兩件事情在做對比，找出了共性。選E：將人力資源的積極用處和有效的基金管理做對比。Compare是關(guān)鍵詞。

第十二題，最后一段講的就是人力資源的回報問題。投入的資源必須得有收獲才行。12空前面說投入巨大但不知投資是否值得，這樣是沒有意義的。空格后面則是根據(jù)這個問題給出的意見：招人需謹(jǐn)慎?？梢?2空還是和招人的投入有關(guān)。并且是負(fù)面的，所以才有了后面的advice。選C：一個常見的錯誤是將錢花費在招人上來彌補(bǔ)培訓(xùn)的不足。一個mistake，一個recruitment，都是信號。

BEC真題三

Staff appraisals

Good 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 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 member 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 will 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 appraisal 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) ............. 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 it's just the employee who doesn't like the appraisal experience has got it wrong. Too many managers regard appraisals as a waste 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 important 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 employees 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 doesn't understand the employee's role were common 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 doesn't allow this.

G But this can be avoided and, given a more positive attitude from participants, appraisals can prove enormously useful for all involved.

《Staff appraisals》，員工評估。很多公司的員工和經(jīng)理都害怕評估，但是好的評估可以增進(jìn)員工的忠誠度和滿意感，給公司帶來益處。

第八題，前面說年度評估可能是個有用的或者是痛苦的經(jīng)歷。但是根據(jù)調(diào)查，標(biāo)準(zhǔn)的年度評估效果卻不盡如人意。那么正常來講，后面應(yīng)該接著說評估不好(far from perfect)的原因或者是表現(xiàn)。C選項講的是表現(xiàn)(problems)，E選項雖然有because，但是不是講的評估不好的原因。選C，正好和后面也對的上。出了問題，才使得后果更加嚴(yán)重(the possible outcome is even worse)。

第九題，也需要理順上下文的邏輯關(guān)系。前面說評估的質(zhì)量取決于老板決定怎么去執(zhí)行。如果進(jìn)行的好的話員工會根據(jù)收到的反饋來改進(jìn)他們的表現(xiàn)?？崭窈竺嬉粋€SO，問到怎么樣讓一個有建設(shè)性的評估被實行?那么前面的內(nèi)容多少有點轉(zhuǎn)折的意思。實行的好對改進(jìn)員工的表現(xiàn)有好處，可實行的不好呢?邏輯上看，這里應(yīng)該填入評估如果被執(zhí)行的不好的話會怎么樣，或者說影響實行的一些因素，所以后面才會問到該怎么去執(zhí)行。從給出的幾個選項，F(xiàn)是最符合這一特征的：評估的格式不允許這個(指根據(jù)反饋的結(jié)果改進(jìn)表現(xiàn))。

第十題，接著上面講評估的具體方法。空格的前面講評估都是manager-led，并且介紹了一些過程。空格后面有in both cases，可以看出空格這里應(yīng)該填入評估的另一種方法，和manager-led對應(yīng)的。選項A最符合條件：經(jīng)理們可能想要員工們自己評價自己的工作表現(xiàn)。alternatively這個連詞是個暗示。

第十一題，前面說很多經(jīng)理視評估為浪費時間。后面說如果沒有必要的訓(xùn)練，很多經(jīng)理都會回避那些需要在評估上討論的讓人不舒服的話題。E選項可以對應(yīng)于上下文：那主要是因為他們并沒有被演示怎么正確的進(jìn)行評估。因為沒有接受訓(xùn)練才不理解，才會認(rèn)為是浪費時間。have not been shown也就是without the necessary training。

第十二題，這一空是最明顯的。叫評估不合適，那就換個名字吧，選D，叫“performance review”。

真題四

The Career Forum

0 If you work in the city centre then a visit to the Career Forum, is the

00 city's most successful recruitment exhibition, will give you the information

34 you need to determine whether you are making up the most of yourself.

35 Currently, there are advertising many new vacancies on the job market.

36 With good skills and a healthy work record in greater demand than ever, it is

37 the ideal time to ensure that your career is being on the right track. The Career

38 Forum has been responsible for helping many thousands of the people

39 improve their job potential, and it can do something the same for you.

40 Some of the best jobs in town never reach out the advertising pages, so

41 to be considered for one of these top jobs as they become available,

42 you will need to make closely contact with the employers' agents. The Career

43 Forum is making the perfect opportunity. It is set in an informal atmosphere

44 and there is no pressure put; you can choose which agents you talk to.

45 So if you are looking for a new job, come and join us at the Career Forum.

《The Career Forum》，職業(yè)論壇。這篇文章其實是一則廣告，為這個什么職業(yè)論壇做宣傳的。

34題，make the most of yourself，固定說法。貌似愛默生的名言：Make the most of yourself,for that is all there is of you。這里UP是多余的。

35題，advertising在這里明顯多余。很完整的句子，there主語，are謂語，many new vacancies是賓語，沒有多余的位置給advertising。

36題，正確的

37題，be on the right track，在正確的軌道上。Being多余。

38題，幫助成千的人找到工作。people這里不是特指，前面不需要定冠詞the。

39題，do the same for you，固定的說法，為你做同樣的。something是多余的。

40題，reach out是伸出援助之手的意思，在這個句子里不是這個意思，只是說好的工作從未到達(dá)廣告頁，所以去掉out。

41題，正確的

42題，make contact with，如果要用也是用close，不能用closely，去掉

43題，making在這里很別扭，一個完整的主謂賓齊全的句子，forum是主語，is是謂語，opportunity是賓語，沒有多余的地方給making。

44題，put在這里也是明顯的多余，放在一個完整的句子后面充當(dāng)什么成分呢，不倫不類。放在一個不正式的氣氛下，沒有壓力。Put多余。

45題，正確的。

真題五

Dealing with Expenses

0 Most companies use forms or spreadsheets to process travel and entertainment

00 expenses claims. As a result, it can be difficult to control over spending across the

34 organisation, and unfortunately when data often needs to be processed again and entered

35 into the firm's other such accounting systems. One solution is an automated expenses

36 management system. But if there are various measures you can implement to make

37 your existing procedures more efficient. Firstly, try ensure that all expenses claims are

38 independently been authorised. Who approves senior managers' claims, for example?

39 Don't waste time for reviewing all expenses claims; only look in detail at a sample, but

40 regularly up date the firm's expenses policy, and query with all claims that fall outside it. You

41 should also avoid duplicating effort; if line managers check expenses, there is little point

42 in the accounts department are doing so. You could try to cut down on cash advances and

43 corporate credit cards; making staff to use their own credit cards encourages them

44 to submit claims on time. It is also a good idea to identify and remind staff who do not

45 submit or approve claims promptly. Finally, aim to recharge every expenses to customers where your business model allows.

《Dealing with Expenses》，處理花費。

34題，一個完整的句子，數(shù)據(jù)需要被處理，句子成分很齊全，不是when引導(dǎo)的時間狀語從句，when是多余的

35題，前后沒有用such指代的意思，就是說公司的其他的會計系統(tǒng)。Such多余。

36題，不是從句，不需要if來引導(dǎo)。從there開始也是一個完整的句子，成分很齊全。

37題，try在這里從意思上和用法上都不通。沒有嘗試的意思，就是要確保(ensure)，而且就算要用try，后面也不能直接跟ensure，好歹用個try to，可惜BEC里沒有這種改法。只能把try去掉。

38題，前面有了謂語動詞are，后面冒出一個been，這是什么用法，直接用are authorised，表示被授權(quán)。

39題，waste time doing，把時間浪費在什么上面，固定搭配，for多余。

40題，query是詢問、質(zhì)問，及物動詞，后面直接跟賓語，不用with.

41題，正確的

42題，謂語動詞重復(fù)。There is little point in doing so，做什么沒有意義，常見的說法，are是多余的。

43題，make sb. do sth. 固定搭配，to多余

44題，正確的

45題，every后面不能直接跟名詞的復(fù)數(shù)，除非是every four minutes這樣的用法，所以去掉。