無論是在學(xué)習(xí)還是在工作中，我們或多或少都會接觸到試題，試題是命題者根據(jù)測試目標(biāo)和測試事項編寫出來的。你知道什么樣的試題才是好試題嗎?以下是小編整理的2024BEC商務(wù)英語考試閱讀試題，僅供參考，大家一起來看看吧。

BEC商務(wù)英語考試閱讀試題 1

Setting up an appraisal scheme

Appraisals can be a wonderful opportunity for your staff tofocus on their jobs and make plans to develop their unusedpotential. (0) .....So, if you have decided that an appraisalscheme should be set up in your company, you need toestablish some formal procedures and make some decisionsbefore you begin. Even if your company already has a scheme,you need to consider what you want to achieve and how youare going to do this.

First of all, you need to decide on your key objectives and the real purpose of yourscheme.(8).......A scheme should never be introduced at a time of redundancies, or simply forprofit or competitive edge, because this will create fear and alienate staff. The next step is to decidehow the scheme can most successfully be managed. It is essential that all senior staff arecommitted to the process and willing to make a positive contribution.

The person given responsibility for designing the scheme and the appraisal forms needs tohave knowledge of all roles within the organisation. He or she must also be aware of employeespotential needs. (9).......It should be someone who is trusted and whom staff will turn to if theyare concerned about their appointed appraiser or the appraisal interview. The design of the schemeshould indicate who will be appraising whom. This needs great tact and sensitivity. First, rememberthat no manager can effectively appraise more than seven or eight people. It is equally importantto remember that, if significant numbers of staff are appraised by someone they dislike, or by aperson whose values they do not share, the success of your scheme may be threatened.(10) ...... So bear this in mind from the beginning and, if necessary, establish an appeals procedure.

Having decided on your policy and who will appraise which members of staff, you need tocommunicate this in the simplest possible way. Avoid lengthy documents - few people will readthem. (11)......Most organisations choose a persons line manager to be the appraiser. This canbe seen as an opportunity or a threat, so be ready to consider alternatives if necessary.

Once you have established the appraisal process, make sure that appraisal interviews takeplace at a convenient time, and ideally on neutral ground. It should be bor

BEC商務(wù)英語考試閱讀試題 2

The best person for the job

Employees can make a business succeed or fail, so the people who choose themhave a vital role to play.

Employees are a company’s new ideas, its public face and its main asset. Hiring the right people is therefore a significant factor in a company’s success.(0) G If the human resources department makes mistakes with hiring, keeping and dismissing staff, a business can disappear overnight. Many companies now realise that recruiting the best recruiters is the key to success.

Sarah Choi, Head of HR at Enco pic, believes that thinking commercially is a key quality in HR. Every decision an HR manager makes needs to be relevant to advancing the business. (8) ...C.....That’s no longer the case. HR managers have to think more strategically these days. They continually need to think about the impact of their decisions on the bottom line. (9).....F... For example,a chief executive will expect the HR department to advise on everything from the headcount to whether to proceed with an acquisition.

Why do people go into HR in the first place? Choi has a ready answer. I think most people in the profession are attracted by a long-term goal.(10)....D......Nothing happens in the company which isn’t affected by or doesn’t impact on its employees, so the HR department is a crucial part of any business.

Not all operational managers agree. An informal survey of attitudes to HR departments that was carried out last year by a leading business journal received comments such as "What do they actually contribute?"(11).....A..... As Choi points out, salaries have never been higher and, in addition, HR managers often receive substantial annual bonuses.

Despite the financial rewards, HR managers often feel undervalued, and this is a major reason for many leaving their jobs.(12)...E......However, a lack of training and development is a more significant factor. These days, good professional development opportunities are considered an essential part of an attractive package,Choi explains.

A But rising levels of remuneration demonstrate that the profession’s growing importance is widely recognised.

B At one time, a professional qualification was required in order to progress to the top of HR.

C Other departments and senior executives used to see HR managers as having a purely administrative role.

D Since it’s one of the few areas where you can see the whole operation, it can lead to an influential role on the board.

E Being seen as someone who just ticks off other people’s leave and sick days does not help build a sense of loyalty.

F They therefore need to be competent in many aspects of a company’s operations.

G On the other hand, recruiting the wrong staff can lead to disaster.

這篇文章的標(biāo)題有些misleading，“The best people for the job”，還以為是招人的標(biāo)準(zhǔn)。其實這篇文章是關(guān)于Human resource的，所以還是要適當(dāng)關(guān)注文章前的說明：the article below about the changing role of human resources departments.

答案解析：

第八題，空格后面的“That’s no longer the case”是很重要的提示。由于空格前面一直在強(qiáng)調(diào)commercial和business，所以在空缺的地方應(yīng)該是和另一個方面相關(guān)的內(nèi)容。選項C的administrative role正好滿足這個要求。前后文意思搭配在一起完全吻合。

第九題，后面的for example的很關(guān)鍵，是對前面的補(bǔ)充說明。“For example,a chief executive will expect the HR department to advise on everything from the headcount to whether to proceed with an acquisition.”總裁希望人力資源經(jīng)理對一切事情提出建議，從人數(shù)統(tǒng)計到是否進(jìn)行收購。這種要求就需要人力資源經(jīng)理具備很多才能。所以F的句子填在這里最合適。

第十題，答案稍微不那么明顯，不過D句中的an influential role可以和第十題的空格后的a crucial part相對應(yīng)，算是答案信號。要從整體上把握第三段，這里認(rèn)為HR manager 的影響是全局的、長期的，所以D句的“see the whole operation”符合情況。

第十一題，理解前后文的意思，前面說過去的operational managers不那么認(rèn)可HR manager的作用，后面指出HR managers掙得多，所以中間是轉(zhuǎn)折的意思。A句的But是個信號，“上漲的薪酬水平意味著這個職位逐漸增加的重要性得到了廣泛的認(rèn)可?！币馑己颓昂蠖嘉呛?，所以是正確答案。

第十二題，空格前說HR managers覺得自己的作用被低估了，所以leaving?？崭窈笠粋€However，所以空格處應(yīng)該還是和leaving有關(guān)的，為什么離職。E句的意思是“被視作僅僅對別人的離開和生病的日子劃勾的人是沒法幫助建立忠誠感的?！碧钊氪颂幷?。

BEC商務(wù)英語考試閱讀試題 3

The ABCs of Job Interviews In North America

The one-on-one format is the most familiar and common format in job interviewing. It’s about two people sitting down to have a conversation. In this case, the conversation has a particular purpose: To determine whether there is a natural fit between the interviewer, the applicant and the job available. Both parties will leave this conversation with some kind of a judgment. The interviewer will know whether you can fulfill the responsibilities of the position, and you will know whether or not this is the right position, and company, for you to utilize and expand upon your talents.

The interview begins the second you and the interviewer initially meet -- this is the crucial nonverbal judgment. The interviewer is sizing you up: Are you dressed appropriately? Are you well-groomed and pleasant? Next, is the handshake -- do you offer a limp-fish handshake or is it firm and comfortable? A lot of close scrutiny takes place in those initial moments, and the interviewer can get a good idea as to how well the interview will or will not go based on his or her first impressions of you. After a bit of chitchat or warm-up, the questions begin.

The conversation will usually begin with the same request: "Tell me about yourself." The information you reveal as an answer to this question and throughout the interview allows the interviewer to get a clear picture of you, and certain pictures or patterns will begin to emerge. Each time a new subject is mentioned, the interviewer may want to dig a little further, and the picture becomes more focused.

Behavioral questions such as, "Tell me about your experience with...," give the interviewer clues about your past experiences that can be applied to solving the problems of the job in question. You must be prepared to talk about your achievements and past behaviors and have examples of the experiences you mention. For example, if you say, "I am very detail-oriented," or "I am an analytical problem-solver," there must be examples to back the claims. Show the interviewer that you are detail-oriented by providing him with an example of when your attention to detail positively affected your work. You should create a list of your accomplishments and experiences that validate the

BEC商務(wù)英語考試閱讀試題 4

The Stars of the Future

A Existing management research does not tell usmuch about how to find and develop high-flyers,those people who have the potential to reach thetop of an organisation. As a result, organisations areleft to formulate their own systems. A moreeffective overall policy for developing future leadersis needed, which is why the London Business Schoolhas launched the Tomorrows Leaders ResearchGroup (TLRG). The group contains representativesfrom 20 firms, and meets regularly to discuss theleadership development of the organisations high-flyers.

B TLRG recognises just how significant line managers are in the process of l dershipdevelopment. Unfortunately, with todays flat organisations, where managers have functionalas well as managerial responsibilities, people development all too often falls victim to heavyworkloads. One manager in the research group was unconvinced by the logic of sending hisbest people away on development courses, only to see them poached by another departmentor, worse still, another firm. This fear of losing high-flyers runs deep in the organisations thatmake up the research group.

C TLRG argues that the task of management is not necessarily about employee retention,but about creating attraction centres. We must help line managers to realise that if theircompanies are known as ones that develop their people, they will have a greater appeal tohigh-flyers, said one advisor. Furthermore, selecting people for, say, a leadership developmentprogramme is a sign of commitment from management to an individual. Loyalty can then bemore easily demanded in return.

D TLRG has concluded that a companys HR specialists need to take action and engagewith line managers individually about their role in the development of high-flyers. Indeed, inorder to benefit fully from training high-flyers as the senior managers of the future, firmsmust actually address the development of all managers who will be supporting the high-flyers.Without this, managers will not be in a position to give appropriate advice. And wheneventually the high-flyers do move on, new ones will be needed to replace them. The nextchallenge will be to find a new generation of high-flyers.

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備考bec商務(wù)英語并非難事，關(guān)鍵在于找到適合自己的學(xué)習(xí)方法，并付諸實踐。通過以上分享的方法，相信大家都能在英語學(xué)習(xí)的道路上取得滿意的成果。祝愿大家學(xué)習(xí)進(jìn)步，早日實現(xiàn)自己的英語夢想!