商務(wù)英語(yǔ)BEC中級(jí)聽(tīng)力輔導(dǎo)題
在平平淡淡的`日常中，我們最熟悉的就是練習(xí)題了，做習(xí)題在我們的學(xué)習(xí)中占有非常重要的位置，對(duì)掌握知識(shí)、培養(yǎng)能力和檢驗(yàn)學(xué)習(xí)的效果都是非常必要的，還在為找參考習(xí)題而苦惱嗎？下面是小編為大家收集的商務(wù)英語(yǔ)BEC中級(jí)聽(tīng)力輔導(dǎo)題，歡迎閱讀，希望大家能夠喜歡。
商務(wù)英語(yǔ)BEC中級(jí)聽(tīng)力輔導(dǎo)題1
聽(tīng)力原文：
Fifteen
Woman: We’ve just received the paperwork from you about cleaning our premises, and I have to say that it doesn’t reflect what we agreed in our conversation last week. For one thing, it says that we have to supply our security code, and for another it specifies monthly payment in advance, and I told you both of those were out of the question. I’m afraid I really can’t sign this. Could you send me a revised one?
Sixteen
Man: Of course, this only gives a very general picture. But as you can see, cash is a particularly healthy area. That’s even when we take into account regular outgoings on loans and leasing equipment, which are included in the final totals. And even more significantly, unpaid order are actually excluded from the final calculation. These represent a sum of approximately thirty thousand pounds. With that in mind, we can say that the company’s overall position is still strong.
PART THREE
I Interview
Questions 23-30（課堂講義TEST 2- PART3）
You will hear a radio interview with Kate Orebi, a recruitment manager at Carters (a national
chain of department stores), and Chair of the Association of Graduate Recruiters (AGR).
Choose the correct phrase to complete sentences 23-30.
Mark one letter A, B or C for the phrase you choose.
You will hear the interview twice.
23. In her job as recruitment manager at Carters, Kate Orebi
A trains executives in recruitment procedures.
B interviews secretarial staff for each store.
C decides on the company’s recruitment policy.
24. The AGR represents
A major graduate employers.
B recruitment executives.
C small and medium-sized companies.
25. The AGR’s activities involve
A encouraging good recruitment practice.
B organizing the training of new graduate recruiters.
C analyzing recruitment statistics to predict trends.
26. Ms Orebi thinks that the present Higher Education system
A should accept more students than it does.
B provides people with important skills for employment.
C offers language courses which are too short to help students.
27. Ms Orebi thinks that in the future, colleges should provide more
A practical work experience.
B group learning situations.
C formal examinations.
28. The main thing that employers look for in graduates is
A the ability to use computers.
B good academic qualifications.
C the ability to work with others.
29. At Carters, the graduate selection process
A allows applicants to demonstrate their skills to the company.
B is based on success at three individual interviews.
C lasts as long as the recruiter thinks it should.
30. The company is keen to develop graduates who have
A initiative.
B average ability.
C leadership skills.
講解：
23．I’m responsible for all aspects of staff recruitment, including…..
I make sure that everyone…
I’m also involved in…
24. at the moment AGR consists of…but…so I expect…
25. activities:
We have info services…
We also supply…
For the future, we’re hoping to…
So, in general, …
26. They’re far less elitist now…
They’ve opened their doors to …
And there are different… courses…now…
27. … So it seems to me that more team work… when…studying
28. …good exam results…but this isn’t…Certainly…employers want…
29. …Anyway…
30. …we can teach…such as…
And we also …
But ….we actually…not just…
答案：23－30 CAAB BCAB
聽(tīng)力原文：
M: Now, Mrs. Orebi, can you tell us something about your job as a recruitment manager at Carters?
F: Yes. I＇ m responsible for all aspects of staff recruitment, including policy making, that＇s for all staff from secretarial to executive level. I make sure that everyone＇s following the right procedures. I＇ m also involved in the interviewing and selection of management staff. That＇ s for all the stores.
M: You have another role in recruitment, don＇ t you? With the Association of Graduate Recruiters?
F: Yes, I chair the executive committee.
M: Can you tell us a bit more about the Association?
F: Yes, at the moment, the AGR consists of a group of major employers of graduates, but more and more graduates are being recruited by small and medium-sized companies, so I expect the membership of the Association will change along with that. We have quite a range of activities, we have information service through which we give advice to any graduate employer and, uh, we also supply statistics to the education sector. For the future, we＇ re hoping to develop as a training body, particularly working with, uh, new graduate recruiters. So, in general, you could say that we exist to spread good practice.
M: There＇ve been quite a few changes in Higher Education over the last few years, of course. As a graduate recruiter, these must have been quite important to you.
F: Yes. Universities and colleges have certainly changed. They＇re far less elitist now than they used to be. And, yes, they＇ve opened their doors to a much wider range of people. And there are different types of courses now. There are short, modular courses in languages and business skills and of course these are all helpful when it comes to looking for a job.
M: Do you think that further changes are needed in the future?
F: Yes, I do. I think that colleges need to listen to what employers are saying about the need for people to learn to work in groups. In this situation, people get used to cooperating and sharing information. Of course, at the moment, we＇ve got examination systems that doesn＇t allow for collaboration. So it seems to me that more team work is required when it comes to studying.
M: What kind of skills would you say employers are looking for? I mean, are graduates ready for work?
F: Well, as always, some are, and some aren＇t. You see, the colleges have to achieve good exam results, but this isn＇t always what employers are looking for. Certainly in the service sector, employers want people who can interact with customers and who can work as part of a team. The ability of using computers and all the other new technology isn＇t such an issue anymore. I suppose employers feel they can take it for granted now and it＇s very easy to train people up.
M: And how does a company decide whether a graduate has the skills he＇s looking for? For example, what is the selection procedure at Carters?
F: Well, the first stage consists of individual interviews. These are followed by group exercises. There are three exercises and they last about 24 hours. I suppose ideally they should be longer. But there are some practical constraints. Anyway the process itself gives people the opportunity to display certain skills, like the ability to work in a team or the ability to plan and organize.
M: Do these skills develop after selection?
F: We can teach graduate employees certain things, such as leadership techniques, and we also encourage certain things with rewards, initiative for example. But the basis of our approach is career development for all graduates, not just the real high fliers. We actually think the companies benefit more from improving the performance of the typical graduates, not just a selected few.
M: Kate Orebi, Thanks for joining us.
商務(wù)英語(yǔ)BEC中級(jí)聽(tīng)力輔導(dǎo)題2
Dialogue One
M: I call this meeting to order, thank you all and attendants today, I know it's a busy day for you all, we have a lot of material to cover today, did everyone get agenda?
F: I need a copy of the agenda, also, may I suggest something? I know we have many points to review today, but would it be possible to limit our meeting time to finish before four o'clock? Many of us still have a amount of works to do before the day end.
M: We should be able to finish everything up before then, let's run through the major points first and see where we're at , the first matter of business is to approve the minutes of our last meeting.
F: I propse we accept the minutes.
M: Good, do I have second? High second, motion carry, now next of our agenda is ourbudget review. Margaret, can you please fill us in on where the budget review stand?
F: I give everyone a copy of the manual last week, we've had a review board going over everything and they have come up with a final review, here is copy for everyone and if you have any questions, you can talk to me after the meeting, basically, the budget review has been completed with maybe a few polishing details left.
M: What kind of action is required?
F: If everyone could take a look at the final review handout, if there're any objections or corrections, let me know, next week, we can cash the final of approval.
Dialogue Two
M1: Now, where were we? Oh, yes, can you give us an idea about statistical analysis.
F: Our analysis shows that we are very competitive, if your refer to the last page of the handout, you will see a plus of our expenses, vast of our profits for the last quarter, do you think it's neccesary to go over the expenses more in detail.
M1: Unless anyone has specific questions, let's move on to the next point, motion to accept statistical analysis report.
F: I move to accept.
M1: Second? High second, all in favour, motion pass, now, let's get done to the needy greedy, we have all seen the performance of review reports, but I would like to discuss in detail, our human resource's agenda to get to the bottom of issue, our problem with human resources is lack of qualified applicants as well as not enough incentive to current employees, I recommend management training for our executive staff.
M2: I'm sorry, I don't think I understand, can you please library?
M: I explain again, our human resources progamme is failing for most numbers of resons, but I think the most important issue here is lak of emlploy incentives.
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