无论是在学习还是在工作中，我们或多或少都会接触到试题，试题是命题者根据测试目标和测试事项编写出来的。你知道什么样的试题才是好试题吗以下是小编整理的2024BEC商务英语考试阅读试题，仅供参考，大家一起来看看吧。
BEC商务英语考试阅读试题1
Settingupanappraisalscheme
Appraisalscanbeawonderfulopportunityforyourstafftofocusontheirjobsandmakeplanstodeveloptheirunusedpotential.(0).....So,ifyouhavedecidedthatanappraisalschemeshouldbesetupinyourcompany,youneedtoestablishsomeformalproceduresandmakesomedecisionsbeforeyoubegin.Evenifyourcompanyalreadyhasascheme,youneedtoconsiderwhatyouwanttoachieveandhowyouaregoingtodothis.
Firstofall,youneedtodecideonyourkeyobjectivesandtherealpurposeofyourscheme.(8).......Aschemeshouldneverbeintroducedatatimeofredundancies,orsimplyforprofitorcompetitiveedge,becausethiswillcreatefearandalienatestaff.Thenextstepistodecidehowtheschemecanmostsuccessfullybemanaged.Itisessentialthatallseniorstaffarecommittedtotheprocessandwillingtomakeapositivecontribution.
Thepersongivenresponsibilityfordesigningtheschemeandtheappraisalformsneedstohaveknowledgeofallroleswithintheorganisation.Heorshemustalsobeawareofemployeespotentialneeds.(9).......Itshouldbesomeonewhoistrustedandwhomstaffwillturntoiftheyareconcernedabouttheirappointedappraiserortheappraisalinterview.Thedesignoftheschemeshouldindicatewhowillbeappraisingwhom.Thisneedsgreattactandsensitivity.First,rememberthatnomanagercaneffectivelyappraisemorethansevenoreightpeople.Itisequallyimportanttorememberthat,ifsignificantnumbersofstaffareappraisedbysomeonetheydislike,orbyapersonwhosevaluestheydonotshare,thesuccessofyourschememaybethreatened.(10)......Sobearthisinmindfromthebeginningand,ifnecessary,establishanappealsprocedure.
Havingdecidedonyourpolicyandwhowillappraisewhichmembersofstaff,youneedtocommunicatethisinthesimplestpossibleway.Avoidlengthydocuments-fewpeoplewillreadthem.(11)......Mostorganisationschooseapersonslinemanagertobetheappraiser.Thiscanbeseenasanopportunityorathreat,sobereadytoconsideralternativesifnecessary.
Onceyouhaveestablishedtheappraisalprocess,makesurethatappraisalinterviewstakeplaceataconvenienttime,andideallyonneutralground.Itshouldbebor
BEC商务英语考试阅读试题2
Thebestpersonforthejob
Employeescanmakeabusinesssucceedorfail,sothepeoplewhochoosethemhaveavitalroletoplay.
Employeesareacompany’snewideas,itspublicfaceanditsmainasset.Hiringtherightpeopleisthereforeasignificantfactorinacompany’ssuccess.(0)GIfthehumanresourcesdepartmentmakesmistakeswithhiring,keepinganddismissingstaff,abusinesscandisappearovernight.Manycompaniesnowrealisethatrecruitingthebestrecruitersisthekeytosuccess.
SarahChoi,HeadofHRatEncopic,believesthatthinkingcommerciallyisakeyqualityinHR.EverydecisionanHRmanagermakesneedstoberelevanttoadvancingthebusiness.(8)...C.....That’snolongerthecase.HRmanagershavetothinkmorestrategicallythesedays.Theycontinuallyneedtothinkabouttheimpactoftheirdecisionsonthebottomline.(9).....F...Forexample,achiefexecutivewillexpecttheHRdepartmenttoadviseoneverythingfromtheheadcounttowhethertoproceedwithanacquisition.
WhydopeoplegointoHRinthefirstplaceChoihasareadyanswer.Ithinkmostpeopleintheprofessionareattractedbyalong-termgoal.(10)....D......Nothinghappensinthecompanywhichisn’taffectedbyordoesn’timpactonitsemployees,sotheHRdepartmentisacrucialpartofanybusiness.
Notalloperationalmanagersagree.AninformalsurveyofattitudestoHRdepartmentsthatwascarriedoutlastyearbyaleadingbusinessjournalreceivedcommentssuchas"Whatdotheyactuallycontribute"(11).....A.....AsChoipointsout,salarieshaveneverbeenhigherand,inaddition,HRmanagersoftenreceivesubstantialannualbonuses.
Despitethefinancialrewards,HRmanagersoftenfeelundervalued,andthisisamajorreasonformanyleavingtheirjobs.(12)...E......However,alackoftraininganddevelopmentisamoresignificantfactor.Thesedays,goodprofessionaldevelopmentopportunitiesareconsideredanessentialpartofanattractivepackage,Choiexplains.
AButrisinglevelsofremunerationdemonstratethattheprofession’sgrowingimportanceiswidelyrecognised.
BAtonetime,aprofessionalqualificationwasrequiredinordertoprogresstothetopofHR.
COtherdepartmentsandseniorexecutivesusedtoseeHRmanagersashavingapurelyadministrativerole.
DSinceit’soneofthefewareaswhereyoucanseethewholeoperation,itcanleadtoaninfluentialroleontheboard.
EBeingseenassomeonewhojustticksoffotherpeople’sleaveandsickdaysdoesnothelpbuildasenseofloyalty.
FTheythereforeneedtobecompetentinmanyaspectsofacompany’soperations.
GOntheotherhand,recruitingthewrongstaffcanleadtodisaster.
答案解析：
第九题，后面的forexample的很关键，是对前面的补充说明。“Forexample,achiefexecutivewillexpecttheHRdepartmenttoadviseoneverythingfromtheheadcounttowhethertoproceedwithanacquisition.”总裁希望人力资源经理对一切事情提出建议，从人数统计到是否进行收购。这种要求就需要人力资源经理具备很多才能。所以F的句子填在这里最合适。
第十题，答案稍微不那么明显，不过D句中的aninfluentialrole可以和第十题的空格后的acrucialpart相对应，算是答案信号。要从整体上把握第三段，这里认为HRmanager的影响是全局的、长期的，所以D句的“seethewholeoperation”符合情况。
第十一题，理解前后文的意思，前面说过去的operationalmanagers不那么认可HRmanager的作用，后面指出HRmanagers挣得多，所以中间是转折的意思。A句的But是个信号，“上涨的薪酬水平意味着这个职位逐渐增加的重要性得到了广泛的认可。”意思和前后都吻合，所以是正确答案。
第十二题，空格前说HRmanagers觉得自己的作用被低估了，所以leaving。空格后一个However，所以空格处应该还是和leaving有关的，为什么离职。E句的意思是“被视作仅仅对别人的离开和生病的日子划勾的人是没法帮助建立忠诚感的。”填入此处正好。
BEC商务英语考试阅读试题3
TheABCsofJobInterviewsInNorthAmerica
Theone-on-oneformatisthemostfamiliarandcommonformatinjobinterviewing.It’sabouttwopeoplesittingdowntohaveaconversation.Inthiscase,theconversationhasaparticularpurpose:Todeterminewhetherthereisanaturalfitbetweentheinterviewer,theapplicantandthejobavailable.Bothpartieswillleavethisconversationwithsomekindofajudgment.Theinterviewerwillknowwhetheryoucanfulfilltheresponsibilitiesoftheposition,andyouwillknowwhetherornotthisistherightposition,andcompany,foryoutoutilizeandexpanduponyourtalents.
Theinterviewbeginsthesecondyouandtheinterviewerinitiallymeet--thisisthecrucialnonverbaljudgment.Theinterviewerissizingyouup:AreyoudressedappropriatelyAreyouwell-groomedandpleasantNext,isthehandshake--doyouofferalimp-fishhandshakeorisitfirmandcomfortableAlotofclosescrutinytakesplaceinthoseinitialmoments,andtheinterviewercangetagoodideaastohowwelltheinterviewwillorwillnotgobasedonhisorherfirstimpressionsofyou.Afterabitofchitchatorwarm-up,thequestionsbegin.
Theconversationwillusuallybeginwiththesamerequest:"Tellmeaboutyourself."Theinformationyourevealasananswertothisquestionandthroughouttheinterviewallowstheinterviewertogetaclearpictureofyou,andcertainpicturesorpatternswillbegintoemerge.Eachtimeanewsubjectismentioned,theinterviewermaywanttodigalittlefurther,andthepicturebecomesmorefocused.
Behavioralquestionssuchas,"Tellmeaboutyourexperiencewith...,"givetheinterviewercluesaboutyourpastexperiencesthatcanbeappliedtosolvingtheproblemsofthejobinquestion.Youmustbepreparedtotalkaboutyourachievementsandpastbehaviorsandhaveexamplesoftheexperiencesyoumention.Forexample,ifyousay,"Iamverydetail-oriented,"or"Iamananalyticalproblem-solver,"theremustbeexamplestobacktheclaims.Showtheinterviewerthatyouaredetail-orientedbyprovidinghimwithanexampleofwhenyourattentiontodetailpositivelyaffectedyourwork.Youshouldcreatealistofyouraccomplishmentsandexperiencesthatvalidatethe
BEC商务英语考试阅读试题4
TheStarsoftheFuture
AExistingmanagementresearchdoesnottellusmuchabouthowtofindanddevelophigh-flyers,thosepeoplewhohavethepotentialtoreachthetopofanorganisation.Asaresult,organisationsarelefttoformulatetheirownsystems.Amoreeffectiveoverallpolicyfordevelopingfutureleadersisneeded,whichiswhytheLondonBusinessSchoolhaslaunchedtheTomorrowsLeadersResearchGroup(TLRG).Thegroupcontainsrepresentativesfrom20firms,andmeetsregularlytodiscusstheleadershipdevelopmentoftheorganisationshigh-flyers.
BTLRGrecognisesjusthowsignificantlinemanagersareintheprocessofldershipdevelopment.Unfortunately,withtodaysflatorganisations,wheremanagershavefunctionalaswellasmanagerialresponsibilities,peopledevelopmentalltoooftenfallsvictimtoheavyworkloads.Onemanagerintheresearchgroupwasunconvincedbythelogicofsendinghisbestpeopleawayondevelopmentcourses,onlytoseethempoachedbyanotherdepartmentor,worsestill,anotherfirm.Thisfearoflosinghigh-flyersrunsdeepintheorganisationsthatmakeuptheresearchgroup.
CTLRGarguesthatthetaskofmanagementisnotnecessarilyaboutemployeeretention,butaboutcreatingattractioncentres.Wemusthelplinemanagerstorealisethatiftheircompaniesareknownasonesthatdeveloptheirpeople,theywillhaveagreaterappealtohigh-flyers,saidoneadvisor.Furthermore,selectingpeoplefor,say,aleadershipdevelopmentprogrammeisasignofcommitmentfrommanagementtoanindividual.Loyaltycanthenbemoreeasilydemandedinreturn.
DTLRGhasconcludedthatacompanysHRspecialistsneedtotakeactionandengagewithlinemanagersindividuallyabouttheirroleinthedevelopmentofhigh-flyers.Indeed,inordertobenefitfullyfromtraininghigh-flyersastheseniormanagersofthefuture,firmsmustactuallyaddressthedevelopmentofallmanagerswhowillbesupportingthehigh-flyers.Withoutthis,managerswillnotbeinapositiontogiveappropriateadvice.Andwheneventuallythehigh-flyersdomoveon,newoneswillbeneededtoreplacethem.Thenextchallengewillbetofindanewgenerationofhigh-flyers.