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1、精品_精品资料_2022 年剑桥商务英语中级真题阅读精选1Questions 1-7Look at the statements below and the article about the development of future business leaders on the opposite page. Which section of the article A, B, C or D does each statement 1-7 refer to.For each statement 1-7, mark one letter A, B, C or D on your Answer
2、 Sheet. You will need to use some of these letters more than once.1 Managers need to take action to convince high-flyers of their value to the firm.2 Organisations need to look beyond the high-flyers they are currently developing.3 There is a concern that firms investing in training for high-flyers
3、may not gain the benefits themselves. 4 Managers need expert assistance from within their own firms in developing high-flyers.5 Firms currently identify high-flyers without the support of a guidance strategy.6 Managers are frequently too busy to deal with the development of high-flyers.7 Firms who w
4、ork hard on their reputation as an employer will interest high-flyers. The Stars of the FutureA Existing management research does not tell us much about how to find and develop high-flyers, those people who have the potential to reach the top of an organisation. As a result, organisations are left t
5、o formulate their own systems. A more effective overall policy for developing future leaders is needed, which is why the London Business School has launched the Tomorrows Leaders Research Group TLRG. The group contains representatives from 20 firms, and meets regularly to discuss the leadership deve
6、lopment of the organisations high-flyers.B TLRG recognises just how significant line managers are in the process of leadership development. Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls vic
7、tim to heavy workloads. One manager in the research group was unconvinced by the logic of sending his best people away on development courses, only to see them poached by another department or, worse still, another firm. This fear of losing high-flyers runs deep in the organisations that make up the
8、 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 their companies are known as ones that develop their people, they will have a greater appeal to high-flyers, sai
9、d one advisor. Furthermore, selecting people for, say, a leadership development programme is a sign of commitment from management to an individual. Loyalty can then be more easily demanded in return.D TLRG has concluded that a companys HR specialists need to take action and engage with line managers
10、 individually about their role in the development of high-flyers. Indeed, in order to benefit fully from training high-flyers as the senior managers of the future, firms must actually address the development of all managers who will be supporting thehigh-flyers. Without this, managers will not be in
11、 a position to give appropriate advice. And when eventually thehigh-flyers do move on, new ones will be needed to replace them. The next challenge will be to find a new generation of high-flyers.可编辑资料 - - - 欢迎下载精品_精品资料_第一得搞明白的是这篇文章究竟讲的什么.不用看具体内容, 有两个的方直接告知了. 一个是题目说明的第一句话,另一个是正文的标题.从这两个的方就可以看出全文探讨的是公
12、司将来接班人也就是潜力股的培育问题. A 段讲了 TLRG这个贯穿全文的争论组织产生的缘由：现行的争论满意不了需要,于是大多数公司只能自己探究开掘接班人的模式.即第五题的答案B 段讲了直属经理line managers对于开掘接班人的重要性真是干什么都要从基层抓起,以及经理们的一些疑虑.C 段讲的是接班人问题对公司的重要性,并且应当让院线经理们明白这种重要性.D 段是针对前面列出的问题,提出的解决建议,什么专家帮助等等.整篇文章分为四个部分,层层递进,有很强的规律性.拿这样的文章来做阅读材料应当是相对简洁把握的.题目解析：7 个题干基本是将原文中的句子用另外的词语和句型表述出来,所以题干中的关
13、键词都能在正文里找到与之匹配的,比方第四题题干里的expert对应 D 段的 specialists,第六题的 too busy to对应于 B 段里的 heavy workloads ,第七题的 interest对应于 C 段的 appeal .第一题说“经理们必需实行措施使潜力股们信任他们对公司的价值”,也就是要让潜力股们对公司忠诚,即C 段说的 creating“attraction centres”和loyalty.其次题说“组织必需把目光投向正在培育中的潜力股以外的的方”,即 D段最终两句话所说的查找新一代的潜力股.第三题和 B 段的最终一句话完全是一个意思：怕培育潜力股的投入收不回
14、成本.第四题说开发潜力股,经理们需要在公司内部得到专家支持.答案是D 段的第一句话：公司的人力资源专家需要实行行动.HR specialists就是 expert.第五题说公司现在没有在指导策略的支持下区分潜力股.也就是说公司是依靠自己来开掘人才的.答案是 A 段的第一句：现行的争论满意不了需要,所以公司只能形成自己的一套体系.第六题,经理们太忙了,无暇顾及潜力股的进展. 答案是 B 段的：Unfortunately, with todays flat organisations, where managers have functionalas well as managerial resp
15、onsibilities, people development all too often falls victim to heavy workloads.不幸落在了高工作负荷的人的肩上.高工作负荷,也就是too busy.第七题,看重作为雇主名声的公司可以吸引潜力股.答案是 C 段的这么一句： if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers .假如公司是以开发职工而著称的话,将会对潜力股产生更大的吸引.以开发职工而著称
16、 known as ones that develop their people ,名声很好,也就是看重自己作为雇主的名声.疑似生词：1、line managers直属经理,业务经理2、flat organization扁平化的组织,即企业中的单层治理组织对应的单词hierarchy等级制的公司3、poach vt. 侵入他人的界 偷猎 或捕鱼 ,水煮,剽窃,挖角eg: A rival firm poached our best computer programmers.我公司的竞争对手把我们最好的电脑程序编制员挖走了.4、runs deep纯粹是想说一下那句闻名的谚语：Still water
17、 runs deep静水流深.5、fall victim to成为.的受害者6、retention保留,在文中指留住职工.是风险治理中常见的专业名词.2022 年剑桥商务英语中级真题阅读精选2第四辑真题TEST2 READING RART 1Look at the statements below and the advice to businesses on the opposite page about using other companies to run their IT services.1、the need to teach skills to employees working
18、 on the outsourced process可编辑资料 - - - 欢迎下载精品_精品资料_2、remembering the initial reason for setting up the outsourced project3、the need to draw up agreements that set out how integration is to be achieved4、addressing the issue of staff who work on the outsourced process being at a distant site 5、the impo
19、rtance of making someone responsible for the integration process6、staff on the outsourced project familiarising themselves with various details of the business7、problems being associated with an alternative to outsourcingWhen a business decides to outsource its IT services, it needs to consider the
20、question of integration. Four experts give their views.A.Gianluca Tramcere, Silica SystemsAn outsourced IT service is never a fully independent entity. It is tied to the home companys previous and continuing systems of working. But despite the added responsibility of managing new ways of working, ma
21、ny businesses ignore the integration process. They fail to establish contracts that define the ways in which the two companies will work alongside one another, and focus solely on the technological aspects of service delivery.B.Kevin Rayner, DomolaBusinesses need to build integration competency cent
22、res dedicated to managing the integration effort. It is critical to have an individual in charge to check that the external and internal business operations work together. Although companies often think of outsourcing as a way of getting rid of people and assets, they need to remember that, at the s
23、ame time, outsourcing involves gaining people. Because there is a new operation being carried out in a different way outside of the home business, this creates a training element.C.Clayton Locke, Digital SolutionsCommunication is the key to success, and outsourcing to other regions or countries can
24、lead to a range of problems. For any such initiative, it is necessary to create a team where there is good, open communication and a clear understanding of objectives and incentives. Bringing people to the home location from the outsourced centre is necessary, since it can aid understanding of the c
25、omplexities of the existing system. To integrate efficiently, outsourcing personnel have to talk to the home companys executives and users to understand their experiences.D.Kim Noon, J G TechOne way to avoid the difficulties of integration is to create a joint-venture company with the outsourcer. Th
26、us, a company can swap its assets for a share of the profits. Yet joint ventures bring potential troubles, and companies should be careful not to lose sight of the original rationale for outsourcing: to gain cost efficiencies and quality of service in an area that for some reason could not be carrie
27、d out entirely in-house. The complexities and costs of a joint-venture initiative should not be underestimated.这篇文章讲的是外购 outsourcing ,分别有四位专家就这个问题给出了自己的看法. A 段的专家强调建立合同的重要性, B 段专家认为要派专人负责, C 段专家讲外派人员和本公司之间要有一个互动, D 段专家讲假如与外包商 outsourcer组成联合企业的话可能带来的一系列问题.假如对文章有个大致、基本的明白,许多题目不用细看就可以得出结论.可编辑资料 - - - 欢
28、迎下载精品_精品资料_第一题的答案略微有些隐晦,在B 段的最终一句. “Because there is a new operation being carried out in a differentway outside of the home business, this creates a training element. 由于新的操作是在”本公司以外的的方以一种新的方式被执行,所以产生了培训成分.这里的training 对应第一题的 “teach skills to employees.其次”题的答案在D 段中间 : companies should be careful not
29、to lose sight of the original rationale for outsourcing.这里的 rationale 是基本原理、根本缘由的意思.第三题的答案在A 段,特别明显的 “establish contracts.第”四段的答案是C 段的最终一句话, outsourcing personnel have to talk to the home companys executives and users to understand their experiences. 这里的 talk to 对应 address,向 .谈话.第四题的意思是“说明在远址工作的外购人员
30、的事情”,也就是 C 段最终一句说的外购人员向公司汇报他们的经受.第五段的答案在 B 段,相当明显：It is critical to have an individual in charge to check that the external and internal business operations work together .需要派专人负责integration .第六题说 “外派人员要熟识自身工作的不同细节”,对应 C 段的 “create a team where there is a clear understanding of objectives andincenti
31、ves. 打造”一个对目标和动机都有清晰懂得的团队.第七题略微绕一点.题目里的“ an alternative to可编辑资料 - - - 欢迎下载精品_精品资料_outsourcing指”的是 D 段里的 “ create a join-tventure company with the outsourcer,建立一”个联合企业. D 段里的专可编辑资料 - - - 欢迎下载精品_精品资料_家始终在强调联合企业的麻烦和复杂性joint ventures bring potential troubles ,所以是正确答案.2022 年剑桥商务英语中级真题阅读精选3第四辑真题TEST 2 REA
32、DING PART 2Read the article below about the changing role of human resources departments. The best person for the jobEmployees can make a business succeed or fail, so the people who choose them have a vital role to play.Employees are a companys new ideas, its public face and its main asset. Hiring t
33、he right people is therefore a significant factor in a companys 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,
34、 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.Thats no longer the case. HR managers have to think more strategically these days. They continually need to think about the imp
35、act 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
36、 are attracted by a long-term goal.10.D.Nothing happens in the company which isnt affected by or doesnt 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
37、 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
38、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
39、 the professions growing importance is widely recognised.可编辑资料 - - - 欢迎下载精品_精品资料_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 its one of
40、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 peoples leave and sick days does not help build a sense of loyalty. F They therefore need to be competent in many aspects of a companys operations.G
41、On the other hand, recruiting the wrong staff can lead to disaster.这篇文章的标题有些misleading,“ The best people for the job”,仍以为是招人的标准.其实这篇文章是关于 Human resource 的,所以仍是要适当关注文章前的说明：thearticlebelow about the changingrole of human resources departments.第八题,空格后面的“ Thats no longer the case”是很重要的提示.由于空 格前面始终在强调com
42、mercial和 business ,所以在空缺的的方应当是和另一个方面相关的内容.选项C 的administrative role 正好满意这个要求.前后文意思搭配在一起完全吻合.第九题,后面的 for example 的很关键,是对前面的补充说明.“ For example,a chief executive will expect the HR department to advise on everything from the headcount to whether to proceed with an acquisition.”总裁期望人力资源经理对一切事情提出建议, 从人数统计
43、到是否进行收购.这种要求就需要人力资源经理具备许多才能.所以 F 的句子填在 这里最合适.第十题,答案略微不那么明显,不过D 句中的 an influential role可以和第十题的空格后的a crucialpart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“ see the whole operation ”符合情形.第十一题,懂得前后文的意思,前面说过去的operational managers 不那么认可 HR manager 的作用,后面指出HR managers 挣得多,所以中间是转折的意思.A 句的 But
44、是个信号, “上涨的薪酬水平意味着这个职位逐步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, 所以空格处应当仍是和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忙建立忠诚感的.”填入此处正好.2022 年剑桥商务英语中级真题阅读精选 4第四辑真题 TEST 2 READING PART 3Critical PathWhen David Hayden realised his company was headi
45、ng for trouble, he took drastic measures to get it back on trackDavid Hayden founded his company, Critical Path, an email provider, in 1997 to take advantage of the boom in email traffic. Critical Path became a public company two years later, and Hayden took the opportunity to step down from his exe
46、cutive position in order to work on personal projects. At the same time, he agreed to stay with the company as Chairman, but the business was put in the hands of new managers by its investors. With sector-leading products and an expanding market, the company seemed to be on the up and up. However, b
47、y early 2022, it was in trouble. Shares that had been worth $26 in 1999, when they were first sold, were down to a mere 24 cents.Called in by a panicking board, Hayden found himself back in charge as Executive Chairman, trying desperately to rescue what he could. The 1,100 staff had lost confidence in the company and did not know what was going to happen to them. And, as Hayden discovered, the management team was incompetent. Those guys didnt understand the product or the sector, says Hayden. The heads of department didnt communicate and they didnt lead. But w