阅读考查范围：各种形式的信函（询问等）；备忘录；非正式的便条和短信；新闻出版物中的文章（商务及一般题材）；新闻报道；公司指南；公司结构及政策；商务计划；通知；表格；广告；小册子和产品目录；产品描述；办公日记；会议记录；建议及推荐；公共消息；公司报告；人物，事件及体系的描述；标志；示意图；图表；目录；图示；姓名地址电话簿；指示和规则，以及时间表。
阅读考试题型
BEC Vantage阅读应试注意事项：
阅读理解是BEC Vantage考试的难点之一，也是决定考试成败的关键之一，由此提出几点建议： １、浏览题目说明
要养成仔细阅读题目说明的习惯。这样做的好处是可以使对文章的大致内容形成正确的心理期待，能够获得理解文章必需的背景知识，因为题目说明一般会点明文章的文体和文章的话题 。
2、阅读文章标题
要多注意文章标题和副（小）标题。这样做可以对文章的主旨、结构有大致的了解，也有利于根据文章的标题快速查找特定的信息，因为文章的各种标题都是对文章内容的精炼概括，对读者的提示作用毋庸讳言。
3、细读文章主题句 阅读时要抓住主题句，一般英语文章的主题句常在段落的开头。把握每一个段落的主题句有助于从整体上把握全篇，这样阅读时不会迷失方向，不会造成见树不见林。至于文章中的其他句子，可以适当快速阅读。
4、边看边做记号
在做题时，要养成在文章中把得出答案的根据划线并标上题目序号的良好习惯，特别是在做句段配对题、句子填写题、阅读理解题时，这样做可以增加做题的信心，同时也有利于提高作完后的检查效率。
5、大胆猜测新词
对于阅读文章中的新词，完全可以大胆猜测。当然，平时还是应多积累商务词汇，一定数量的商务英语词汇是良好阅读能力的基石。
6、把握句子复杂结构
在阅读过程中，要抓住句子结构，通过语法知识来进行拆分理解。碰到长而复杂的句子，重点应先找出主、谓、宾结构，然后再分别理解从句和插入语等，最后综合起来，这样句子的意思就不难理解了。
7、增加商务知识
在参加考试之前，除了做模拟卷上的阅读以外，还应当大量阅读一些商务性质的文章或资料，尽可能地增加背景知识。平时可以阅读各种信函、广告、产品介绍、公司宣传小册子、商务计划、建议书、商务报告、通知、便条等。当然也不必担心自己对专业商务知识了解有限，就一定会影响阅读水平的发挥。虽然对专业的商务知识有所涉及，但总的来说比例不大。
8、注意字句的形式变化
在文章中寻找答案的难度很大程度上取决于对字句的形式变化的认识能力。需要注意三种形式：第一种是同义、相同的词或词组；第二种是近义、相似的词；第三种是同义、有很大差异的词或词组。
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如:department stores=department stores（第一类）；joined by=linked by（第二类）；walkways above and below the ground=over-the-street crossings and underground walkways（第三类）
9.常见的阅读技巧
1. 逐个选项代入法 2. 排除法
3. 先做有把握的，后做剩下的难题
10.如何使用正确的阅读方法：
在备考和考试过程中还应根据题型使用正确的阅读方法，主要包括：略读法 、扫读法 、研读法 。 1、略读法
略读法（skimming）:略读就是有所省略地读，而不是逐字逐字地读。不要花时间去琢磨难句和生词而要把握文章的总体轮廓，领会文章的大意或中心思想。在阅读时，可有意识地读取段落主题句（topic sentences）,而段落主题句又可汇成整篇文章的中心思想。一般来说，主题句往往在各段的段首或段尾。
2、扫读法 扫读法（scanning）:扫读法也成为查读法（fast reading）、寻读法（searching reading）、捷效阅读法（expeditious reading）。这种方法的目的是找出某些特定信息或回答阅读理解题需要的事实及依据。在对通篇文章疏而不漏的快速扫描中，迅速定位信息点，而和内容无关或关系不大的部分则可一带而过。
3、研读法
研读法（scouring）:研读法又称细读法（reading for full understanding）。研读法是指在阅读期间仔细研究篇章内容，不仅要掌握文章的大致内容，还要清楚了解和理解篇章涉及的一切细节。如在做BEC Vantage完型填空题时就应采取这种方法。
PART ONE
可按以下步骤进行答题：
速读句子(可以适当写一点中文) 浏览短文
尝试匹配句子和原文的某个句子或某段大致内容(同义替换) 重读短文
1) 速读句子
应快速浏览所给的7个搭配句子，圈出每句的核心意义和关键词句，如修饰语、表达条件关系的分句等。7个选项一般为单句或句子片断，语言比较简单，容易理解，认真阅读这些句子，可使在阅读短文时目标明确，节省时间。对于主题相似的句子，则必须找出它们各自的特色并划出体现差别的关键词。(在该题可以适当写一些关键词的中文)
2)浏览短文
在阅读四篇文章时，可通过标题迅速抓住文章的主题。对于与题项相关的部分应研读，而对于一些过于专业的细节部分，无需理解透彻。
3)尝试匹配句子和原文的某个句子或某段大致内容(同义替换) 如在阅读过程中发现与单句相匹配的具体信息，应尝试将短文与单句对号入座。对于把握不大的选项，应划下记号，以便第二次阅读时更有针对性。
4)重读短文
在第一次阅读中可能会遇到一些暂时无法确定的题项，这时往往需要第二次阅读。第二次阅读必须具有针对性，主要解决两个问题：一是检查已初步确定的内容与选项是否相匹配；二是找到第一遍阅读中尚未找到或确定的信息。
Part 1练习：
1 In order to complete a task well, it may not be necessary to deal with every detail. 2 If you have too much to do, you may need to turn down work in the future. 3 Any planning activity needs to take place on a regular basis. 4 You should avoid giving additional time to a particular task.
5 It is possible that some routine tasks do not need to be carried out. 6 If you are overloaded with work, it is important to identify the cause. 7 People at all levels perform time-wasting activities.
Successful Time Management A
The secret of avoiding work pressure is thinking ahead. Every day you need to review your progress towards objectives
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and decide how you can best use the time available to make further progress. You may find this is best done at the start of your working day but some people prefer to have a planning session just before they finish. Whichever you select -and you may need to experiment to find what suits you best-find some way of fitting the activity into your schedule. Never say, 'I don't have time to plan today'. B
Managers at all levels occasionally find they have taken on more than they can cope with. This is not a crime, but you must examine the reasons for such a situation and then plan a course of action. Until the problem is resolved, most of your time and energy will go into worrying about the situation and you will feel unmotivated. Think too about how to prevent it happening again. This may require you to be firm and avoid agreeing to more than is realistic. C
If a review of your working practices shows that you are too much of a perfectionist, do something about this. Modern definitions of quality refer to Witness for purpose'. If you bear this in mind, you may find it easier to persuade yourself to settle for an acceptable level of quality rather than perfection. When thinking about objectives and planning how to achieve them, consider how thoroughly you need to do something in order to meet your requirements. Unless you have spare time, do not spend extra hours on an activity in an effort to cover absolutely everything. D
If your review of a period of time shows that you are spending time on things that are not really necessary or important, then think hard about whether you can afford this time. Many people file unnecessary papers and attend endless, unproductive meetings. Even top managers can be guilty of misdirecting their efforts by supervising subordinates too closely or failing to delegate. If you question the necessity of certain work, you may find it easier to avoid these misdirected efforts and this will better inform your planning in the future.
PART TWO
可按以下步骤进行答题：
速读句子(可以适当写一点中文) 浏览短文
尝试匹配句子和原文的某个句子或某段大致内容(同义替换)
Questions 8-12
Read the article below about the importance of human resource (HR) management. Choose the best sentence from the opposite page to fill each of the gaps. For each gap/8-12), mark one letter (A-G) on your Answer Sheet. Do not use any letter more than once. There is an example at the beginning, (0).
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 an increase 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 organization’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.
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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.
Staff appraisals
Good preparation for staff appraisals can pay dividends in terms of staff loyalty and satisfaction.
Many managers, particularly those running smaller companies, feel they are too busy to give their employees appraisals, and many staff clearly dread them. (0) .....G...... They provide the opportunity for the manager to have one-to-one discussions with an employee and find out about any concerns, as well as identifying training needs and discovering career aspirations. They can make a staff member feel valued and so build loyalty.
The annual appraisal can either be a rewarding or painful experience. According to research carried out among 500 employees, the standard office appraisal is far from perfect.(8).............The possible outcome for the company is even worse; up to a quarter of employees will look for a new job within two weeks of a bad appraisal and 40% within a month.
The quality of the appraisal lies with how the boss decides to carry it out. When it is done well, employees are able to use the feedback they receive to improve their performance. (9).............So how should a constructive appraisal be carried out? According to Andrew Gillingham, a consultant trainer, appraisals can be manager-led, with the appraiser preparing a document and sharing it with the employee. Establishing training needs and motivating the employee towards bigger and better things are part of this process. (10) ............. In both cases, Gillingham believes that the effectiveness of the appraisal discussion can determine the performance of the company. Gillingham believes that anyone who thinks it's just the employee who doesn't like the appraisal experience has got it wrong. Too many managers regard appraisals as a waste of time.(11) ..............................Managing people is a difficult matter, and without the necessary training, many managers try to avoid the uncomfortable issues that often need to be discussed at appraisals. Gillingham believes that calling the process an appraisal may be unhelpful.(12) ..........................In either case, it is important to ensure that the meeting is successful and results in better quality management. Gillingham firmly believes that the main thing is to emphasise an open communications ethos in the workplace that gives staff a chance to talk about issues and feel valued.
A Alternatively, managers may want the employees themselves to evaluate their work performance.
B In larger companies, the people likely to do something with this information will be found in the HR department.
C. Problems such as rushing through the appraisal and being appraised by a manager who doesn't understand the employee's role were common concerns.
D Arguably, 'performance review' is more appropriate since it helps create correct expectations from the meeting and indicates what will happen.
E This is mainly because they have not been shown how to carry out appraisals properly. F But all too often, the format of the appraisal doesn't allow this.
G But this can be avoided and, given a more positive attitude from participants, appraisals can prove enormously useful for all involved.
PART THREE
选择题是按全文的顺序出现的，题内有序 可按以下步骤进行答题：
(先不看选项)先审题目， 根据题目回原文定位(题目对应回原文的答案是有序的) 精读原文，再理解选项，正确答案为原文的同义替换 适当用排除法
Problems in the IT industry
In the information technology industry, it is widely acknowledged that how well IT departments of the future can fulfil their business goals will depend not on the regular updating of technology, which is essential for them to do, but on how well they can hold on to the people skilled at manipulating the newest technology. This is becoming more difficult. Best estimates of the current shortfall in IT staff in the UK are between 30,000 and 50,000, and growing.
And there is no end to the problem in sight. A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking. Employers are chasing experienced staff in ever-decreasing circles, and, according to a recent government report, 250,000 new IT jobs will be created over the next decade.
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Most employers are confining themselves to dealing with the immediate problems. There is little evidence, for example, that they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions. This is the course of action recommended by the Computer Software Services Association, but research shows its members are adopting the short-term measure of bringing in more and more consultants on a contract basis. However, this approach is becoming less and less acceptable as the general shortage of skills, coupled with high demand, sends contractor rates soaring. An experienced contract programmer, for example, can now earn at least double the current permanent salary.
With IT professionals increasingly attracted to the financial rewards and flexibility of consultancy work, average staff turnover rates are estimated to be around 15%. While many companies in the financial services sector are managing to contain their losses by offering skilled IT staff 'golden handcuffs' - deferred loyalty bonuses that tie them in until a certain date - other organisations, like local governments, are unable to match the competitive salaries and perks on offer in the private sector and contractor market, and are suffering turnover rates of up to 60% a year.
But while loyalty bonuses have grabbed the headlines, there are other means of holding on to staff. Some companies are doing additional IT pay reviews in the year and paying market premiums. But such measures can create serious employee relations problems among those excluded, both within and outside IT departments. Many industry experts advise employers to link bonuses to performance wherever possible. However, employers are realising that bonuses will only succeed if they are accompanied by other incentives such as attractive career prospects, training, and challenging work that meets the individual's long-term ambitions. This means managers need to allocate assignments more strategically and think about advancing their staff as well as their business. Some employers advocate giving key employees projects that would normally be handled by people with slightly more experience or capability. For many employers, however, the urgency of the problem demands a more immediate solution, such as recruiting skilled workers from overseas. But even this is not easy, with strict quotas on the number of work permits issued. In addition, opposition to the recruitment of IT people from other countries is growing, as many professionals believe it will lead to even less investment in training and thus a long-term weakening of the UK skills base.
13 According to the first paragraph, the success of IT departments will depend on A their success at retaining their skilled staff.
B the extent to which they invest in new technology. C their attempts to recruit staff with the necessary skills.
D the ability of employees to keep up with the latest developments.
14 A problem referred to in the second paragraph is that
A the government needs to create thousands of new IT posts. B the pool of skilled IT people will get even smaller in the future. C company budgets for IT training have been decreasing steadily. D older IT professionals have not had adequate training.
15 What possible solution to the long-term problems in the IT industry is referred to in the third paragraph?
A ensure that permanent staff earn the same as contract staff
B expand company training programmes for new and old employees C conduct more research into the reasons for staff leaving D offer top rates to attract the best specialist consultants
16 In some businesses in the financial services sector, the IT staffing problem has led to A cash promises for skilled staff after a specified period of time.
B more employees seeking alternative employment in the public sector. C the loss of customers to rival organisations. D more flexible conditions of work for their staff.
17 Employers accept that IT professionals are more likely to stay in their present post if they A are set more realistic performance targets.
B have a good working relationship with staff in other departments. C are provided with good opportunities for professional development. D receive a remuneration package at top market rates.
18 According to the final paragraph, the UK skills base will be weakened by A changes to managers' strategic thinking.
B insufficient responsibility being given to IT staff.
C the employment of IT staff with too little experience. D the hiring of IT personnel from abroad.
PART FOUR
可按以下步骤进行答题：
1. 速读句子尝试带入选项，看代入后句子的意思是否符合(注意一些固定搭配和选项意思)，适当用排除法 2. 不能确定的先不做，先完成确定是正确的
Read the article below about a bank with a reputation for excellence.
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Choose the best word or phrase to fill each gap from A, B, C or D on the opposite page For each question (19-33), mark one letter(A, B, C or D)on your Answer Sheet There is an example at the beginning, (0).
The bank with ideas
With several hundred years of history behind it, the APL Bank has few problems in (0)…B… businesses that it is a reputable and secure(19)……. of a range of banking services. Now, it is demonstrating to business customers that it is flexible and responsive enough to (20)............ their changing needs in the 21st century.
Based in London, APL offers banking services to businesses throughout the UK via its branch (21) ............Most customer service provision is (22).............out by personal account managers based in local branches, together with (23).......... staff at company headquarters.
An important(24).... for APL has been to make it easy for customers to (25)......business with the bank. They can contact their account manager by direct line or email; if the manager is on holiday, a carefully chosen colleague becomes the 'account contact' and (26)...........with the customer during the manager’s(27) ...........In addition, for those who want (28) ........... to their bank at any time of day or night there is now a 24-hour phone-based service.
In order to remain competitive and build customer loyalty, the bank guarantees to turn around urgent loan(29)............ within 24 hours. This focus on the customer has also been a driving (30)............ in APL's recruitment and development policy. For example, newly inducted staff ( 31)........... a ‘customer service review’ to find out what it is like to be on the other side of the desk, asking to borrow money.
Together, these (32)......... in banking have achieved excellent results. The customer (33)……… is growing fast, and last year the bank gained 36.000 new business accounts.
Example
A urging B convincing C encouraging D confirming
19 A producer B supplier C provider D giver 20 A achieve B reach C meet D assist 21 A system B web C grid D network 22 A taken B brought C carried D put 23 A aid B support C guidance D backing 24 A objective B purpose C direction D scheme 25 A do B run C make D have 26 A copes B arranges C handles D deals
27 A vacancy B departure C absence D retirement 28 A access B entrance C approach D opening 29 A demands B applications C proposals D orders 30 A power B strength C force D pressure 31 A take over B go through C set down D put up
32 A innovations B adaptations C revisions D modernisations 33. A source B base C centre D foundation
Chairman’s Report
I am pleased to report that, although we had been expecting poor results for this half year because of slow growth in the world economy, the company has performed very satisfactorily. Operating profits for this first half are in fact very much (19) …….. with those for the corresponding (20)…….. last year. Profits reached £l 15 million before tax, compared with £l 16.3million last year. Much of our success in the last six months can be (21) …….. to the fact that all ourmajor construction projects remained on schedule. Particularly pleasing was the early (22) …….. of amajor building contract in Canada.
The company has made good progress with the initiatives announced at the Annual General Meeting. The majority of shareholders (23) …….. the Board's decision to sell the company's loss-making engineering (24) …….. . It was the Board's belief that the company would (25) …….. most benefit by (26) …….. its resources on the expansion of its construction activities. Negotiations with a potential buyer began in February and are now at a critical (27).However, we feel that we are not as yet in a (28) …….. To comment on what the outcome is likely to be.
In June, we made a successful (29) …….. for the Renishaw Construction Company of Hong Kong SAR, in order to give us greater (30) …….. to markets in South East Asia. We still have sufficient resources to pursue our growth (31) …….. and are at present (32) …….. several other business opportunities which, like Renishaw Construction, would (33) …….. new markets to us.
19.A in order B on track C in line D on target 20.A session B term C season D period
21.A attributed B referred C assigned D designated 22.A termination B ending C completion D finalising 23.A confirmed B maintained C agreed D supported 24.A portion B component C sector D division
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25.A have B gain C find D earn
26.A focusing B directing C pointing D strengthening 27.A height B step C edge D stage
28.A condition B point C position D capacity 29.A request B price C demand D bid
30.A access B approach C admission D entrance 31.A strategy B process C promotion D system 32.A inquiring B deliberating C exploring D searching 33.A send B open C provide D give
PART FIVE
注意是找出多余的词，一般有2-3个是正确无误的句子 可按以下步骤进行答题：
每个句子逐个精读，找出一些多余的用词 不能确定的先不做，先完成确定是正确的
Read the text below about expenses claims.
In most of the lines (34-45) there is one extra word. It is either grammatically incorrect or does not fit in with the meaning of the text. Some lines, however, are corre If a line is correct, write CORRECT on your Answer Sheet.
If there is an extra word in the line, write the extra word in CAPITAL LETTERS on your Answer Sheet The exercise begins with two examples, (0) and (00) Examples: 0 CORRECT 00 OVER
Dealing with Expenses
0 Most companies use forms or spreadsheet to process travel and entertainment 00 expenses claims. As a result, it can be difficult to control over spending across the
34 organisation, and unfortunately when data often needs to be processed again and entered 35 into the firm’s other such accounting systems. One solution is an automated expenses 36 management system. But if there are various measures you can implement to make 37 your existing procedures more efficient. Firstly, try ensure that all expenses claims are 38 independently been authorized. Who approves senior managers claims, for example? 39 Don't waste time for reviewing all expenses claims; only look in detail at a sample, but
40 regularly update the firm's expenses policy, and query with all claims that fall outside it. You 41 should also avoid duplicating effort; if line managers check expenses, there is little point 42 in the accounts department are doing so. You could try to cut down on cash advances and 43 corporate credit cards: making staff to use their own credit cards encourages them 44 to submit claims on time. It is also a good idea to identify and remind staff who do not
45 submit or approve claims promptly. Finally, aim to recharge every expenses to customers where your business model allows.
The Career Forum
0 If you work in the city centre then a visit to the Career Forum, is the
00 city's most successful recruitment exhibition, will give you the information 34 you need to determine whether you are making up the most of yourself. 35 Currently, there are advertising many new vacancies on the job market. 36 With good skills and a healthy work record in greater demand than ever, it is 37 the ideal time to ensure that your career is being on the right track. The Career 38 Forum has been responsible for helping many thousands of the people 39 improve their job potential, and it can do something the same for you. 40 Some of the best jobs in town never reach out the advertising pages, so 41 to be considered for one of these top jobs as they become available,
42 you will need to make closely contact with the employers' agents. The Career 43 Forum is making the perfect opportunity. It is set in an informal atmosphere 44 and there is no pressure put; you can choose which agents you talk to. 45 So if you are looking for a new job, come and join us at the Career Forum.
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