BEC中級(jí)考哪些內(nèi)容
報(bào)考bec中級(jí)的朋友們一定要提前了解考試內(nèi)容，為了方便大家備考，下面小編就給大家分享一下，望喜歡!
BEC中級(jí)考哪些內(nèi)容
BEC證書含金量很高，所以很多人為了自己的工作或者其他方面的需要，紛紛考BEC證書，但是但是靠這個(gè)證書難度也是比較高的，我們要利用很多時(shí)間去學(xué)習(xí)它，還有就是了解這門考試的一個(gè)內(nèi)容，這樣對(duì)于我們考過BEC證書才是比較好的。
隨著經(jīng)濟(jì)發(fā)展和國(guó)際商貿(mào)活動(dòng)的增加，商務(wù)英語(yǔ)(論壇)已成為求職、就業(yè)時(shí)的一項(xiàng)重要考核內(nèi)容。今天小編主要給大家分享BEC中級(jí)考試分幾部分，希望對(duì)你們有幫助!
閱讀、寫作和聽力通常在上午考。上午先考閱讀，然后是寫作，最后是聽力。每部分考完后都要收回答題紙和試卷，所以一定要嚴(yán)格按照考試時(shí)間進(jìn)行。
口語(yǔ)考試在下午。考試前請(qǐng)注意考試說(shuō)明。監(jiān)考人員會(huì)在考試前向你說(shuō)清楚的。如果你不懂就問監(jiān)考老師。具體時(shí)間和地點(diǎn)請(qǐng)以考生的準(zhǔn)考證為準(zhǔn)。
答題必須在答題紙上，填空題所有的字母要大寫，如果填兩個(gè)單詞，單詞之間要空一格。閱讀、寫作、聽力在答題卡要用2B鉛筆答。作文要正常書寫，用黑色水筆寫。
閱讀測(cè)試
試題分為五個(gè)部分，共45道題。題型為多選項(xiàng)搭配題(兩部分)，多選項(xiàng)選擇題(兩部分)和錯(cuò)誤辨認(rèn)題(一個(gè)部分)。
第一部分由四篇短文或一篇較長(zhǎng)的文章分為四節(jié)。第二、三、四、五部分，每部分的文章較長(zhǎng)，均選自報(bào)紙、商業(yè)雜志、商業(yè)書信、書籍、廣告頁(yè)和產(chǎn)品手冊(cè)等，與日常工作相關(guān)，用以測(cè)試各種閱讀能力和技能。
寫作測(cè)試
考試的這一部分要求考生寫兩篇短文。給公司里的一位或多位同事寫個(gè)便條、留言、備忘錄或電子郵件。給公司以外的人寫一封商業(yè)信函、一份簡(jiǎn)短的報(bào)告或一項(xiàng)建議。
第一篇文章要求考生寫40-50個(gè)單詞。第二篇要求考生寫120-140個(gè)單詞。按照基于任務(wù)完成情況、詞匯量大小和用詞的準(zhǔn)確性、語(yǔ)法結(jié)構(gòu)、組織、內(nèi)容、注冊(cè)和語(yǔ)域與格式是否適當(dāng)進(jìn)行評(píng)分。
聽力測(cè)試
考試分為三部分，共30道題。考試形式有完形填空、多項(xiàng)選擇題和進(jìn)一步的多項(xiàng)選擇題。第一部分有三個(gè)簡(jiǎn)短的對(duì)話。第二部分有10個(gè)非常簡(jiǎn)短的摘錄。第三部分是較長(zhǎng)的文章。摘取各種不同來(lái)源的聽力錄音，包括訪談、打電話、面對(duì)面的交談和記錄片。內(nèi)容與商務(wù)相關(guān)，用以測(cè)試聽力技巧和技能。
口語(yǔ)測(cè)試
口語(yǔ)考試有三個(gè)部分，分別是面試、有關(guān)商務(wù)話題簡(jiǎn)短的談話和討論。考生兩人一組，有兩位考官，一位負(fù)責(zé)提問，一位負(fù)責(zé)評(píng)分。評(píng)分的考官將根據(jù)四個(gè)標(biāo)準(zhǔn)評(píng)分:語(yǔ)法和詞匯、談話組織、發(fā)音和互動(dòng)式交流。提問的考官(interlocutor)對(duì)整個(gè)測(cè)試給個(gè)總分。
BEC中級(jí)考試分為哪幾個(gè)部分，上面我們也有提到了，我們想考過這個(gè)證書就是需要花時(shí)間去突破這幾個(gè)方面的內(nèi)容就可以了。
BEC中級(jí)寫作模擬題：售貨確認(rèn)書
Sales Confirmation售貨確認(rèn)書
寫作案例詳解
Sales Confirmation
The Buyers:Weston Co.,LTd
Address:50 Southland Street Singapore
The Sellers:DALIAN YAEMIN TRADING CO.,LTD.
Address:No.3 Chifeng Road,Dalian Development Zone,Dalian,China
Contract No.:CH/10/908
Date:Aug 20th 2007
This Confirmation is made by and agreed between the BUYER and SELLER,in accordance with the terms and conditions stipulated below.
COMMODITY AND SPECIFICATIONS:
Demineralized Whey Powder
Unit price:USD900.00/MT CIF Singapore
Quantity:1000MT
Total amount:USD900,000.00 COUNTRY OF ORIGIN:China
PACKING:25kg in 4-ply paper sacks with inner polyethylene liner and big bags.
TIME OF SHIPMENT:No later than Sept.30,2007
PORT OF SHIPMENT:Dalian,China
PORT OF DESTINATION:Singapore
INSURANCE:To be covered by the seller for 110% of invoice value covering All Risks and War Risks as per I.C.C.
PAYMENT:To be effected by irrevocable letter of credit available by draft(s) at 90 days after B/L date sight for 100% of invoice value drawn by the Sellers.
INSPECTION:The buyers shall have the qualities,specifications,quantities of the goods carefully inspected by the local Inspection Authority,which shall issue Inspection Certificate before shipment.This contract is in copies,effective since being singed/sealed by both parties.
The Buyer:
The Seller:
BEC商務(wù)英語(yǔ)中級(jí)考試真題
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(duì)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(duì)人力資源管理的看法。
第八題，這一段是列舉了一個(gè)作家對(duì)人力資源重要性的看法。空格前面說(shuō)這個(gè)人認(rèn)為人力資源在當(dāng)今的商業(yè)世界有著越來(lái)越重要的作用。空格后面是舉例說(shuō)明有著高度員工認(rèn)同感的公司是競(jìng)爭(zhēng)對(duì)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(jìng)爭(zhēng)優(yōu)勢(shì)已經(jīng)減弱，有技術(shù)的、有動(dòng)力的、有彈性的員工的作用變得越來(lái)越重要。
第九題，前面是列舉幾個(gè)調(diào)查結(jié)果來(lái)支撐上一段的觀點(diǎn)：人力資源很重要。后面一個(gè)after all，問到怎么才能評(píng)估員工對(duì)公司的忠誠(chéng)度呢?從after all可以看出第九空有點(diǎn)轉(zhuǎn)折。人力資源雖然重要，但是員工對(duì)公司的忠誠(chéng)度是無(wú)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(duì)應(yīng)的前面的survey和study，but是個(gè)關(guān)鍵的詞。
第十題，這一空要和下一段聯(lián)系起來(lái)選答案。這一空的前面說(shuō)，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(shí)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(jiǎn)單容易的)，接著下面一段就說(shuō)為了達(dá)成這些要求，一些新的方法涌現(xiàn)出來(lái)。新的方案預(yù)測(cè)這些地方的改進(jìn)能夠給股東帶來(lái)30%的增加收益。前面一個(gè)成本，后面一個(gè)收益，說(shuō)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(lái)利益，才會(huì)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(shuō)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(duì)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(duì)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(bào)問題。投入的資源必須得有收獲才行。12空前面說(shuō)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(gè)問題給出的意見：招人需謹(jǐn)慎。可見12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(gè)常見的錯(cuò)誤是將錢花費(fèi)在招人上來(lái)彌補(bǔ)培訓(xùn)的不足。一個(gè)mistake，一個(gè)recruitment，都是信號(hào)。
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