BEC證書考了有沒(méi)有用?含金量如何
BEC證書考了有沒(méi)有用?含金量如何?相信大家都很想知道吧，下面小編就給大家分享一下，希望對(duì)大家有所幫助！
BEC證書考了有沒(méi)有用?含金量如何?
1、哪些人適合考BEC?
選擇是否要考一個(gè)證書，要考慮自己職業(yè)發(fā)展方向以及該證書的用途。
BEC主要用于外企求職，適用對(duì)象如下：
① 畢業(yè)之后有志于進(jìn)入500強(qiáng)，特別是歐美企業(yè);
② 一二線城市白領(lǐng)跳槽/晉升(對(duì)英語(yǔ)有明確要求)
③ 學(xué)習(xí)英語(yǔ)、商科或外貿(mào)等專業(yè)，畢業(yè)后打算去外企
④ 英語(yǔ)水平不錯(cuò)，口語(yǔ)較強(qiáng)的英語(yǔ)學(xué)習(xí)者
⑤ 想要提升個(gè)人職場(chǎng)競(jìng)爭(zhēng)力
證書用途：
畢業(yè)找工作的時(shí)候很多企業(yè)看到你有BEC證書會(huì)給你英語(yǔ)免試的。
然后，還有一些國(guó)企外企對(duì)持有BEC證書的員工會(huì)發(fā)獎(jiǎng)金，或者每個(gè)月工資多算點(diǎn)錢。
小編不建議盲目跟風(fēng)考證，畢竟報(bào)名費(fèi)還是不菲的~ 明確目的和用途以后，接著來(lái)了解BEC考試。
2、BEC考試地位
劍橋商務(wù)英語(yǔ)考試(Business English Certificate，簡(jiǎn)稱BEC)由劍橋大學(xué)外語(yǔ)考試中心ESOL(雅思就是他家出品)研發(fā)舉辦，是最早(1993年)進(jìn)入中國(guó)的商務(wù)英語(yǔ)考試。
幾十年來(lái)，BEC考試體系已經(jīng)比較成熟，被歐洲乃至全球眾多教育機(jī)構(gòu)、企業(yè)認(rèn)可，素有“外企通行證”、“外企綠卡”的美譽(yù)。
百度一下，你會(huì)看到如下簡(jiǎn)介：
BEC是英國(guó)劍橋大學(xué)考試委員會(huì)(UCLES)專門為非英語(yǔ)母語(yǔ)國(guó)家的人員，進(jìn)行國(guó)際商務(wù)活動(dòng)的需要而設(shè)計(jì)的，是全球求職英語(yǔ)能力證明的首選證書。
很多企業(yè)的招聘考試采用了BEC考試題目，它是進(jìn)入西門子、普華永道、強(qiáng)生等500強(qiáng)公司的一塊敲門磚，被譽(yù)為"MBA預(yù)備班 "的BEC，還被復(fù)旦等諸多中國(guó)名校采選為英文專業(yè)課。
BEC的權(quán)威性和高含金量使其成為中國(guó)影響力最大的職業(yè)類英語(yǔ)證書，是“職場(chǎng)英語(yǔ)”、“商務(wù)英語(yǔ)”的代名詞。
BEC考試報(bào)報(bào)名需要什么條件?報(bào)名沒(méi)有年齡、職業(yè)、學(xué)歷、地區(qū)、民族、國(guó)籍、在校與否等限制。(from 劍橋商務(wù)英語(yǔ)報(bào)名網(wǎng))而且可以一次報(bào)考多個(gè)級(jí)別。
3、BEC考試內(nèi)容
四六級(jí)考試主要考查在校大學(xué)生的實(shí)際英語(yǔ)能力，而BEC考試則注重考察考生在真實(shí)工作環(huán)境中的英語(yǔ)交流能力。
考試由閱讀、寫作、聽力和口語(yǔ)四個(gè)部分組成，試題中詞匯、文章類型以及情景設(shè)置都與商務(wù)英語(yǔ)相關(guān)。
在積極備考BEC考試的過(guò)程中，考生可以全方位提升自身商務(wù)英語(yǔ)技能，為走上職場(chǎng)奠定專業(yè)基礎(chǔ)。例如：商業(yè)英文文書撰寫、商業(yè)英文文件閱讀、職場(chǎng)小組討論等。(from BEC官網(wǎng))
4、BEC考試考試知名度/含金量
對(duì)于在校大學(xué)生來(lái)說(shuō)，四六級(jí)當(dāng)然是校招/四大/公務(wù)員等招聘篩選簡(jiǎn)歷的首選考試(認(rèn)知面最廣)，而且分?jǐn)?shù)越高越占優(yōu)勢(shì)。
如果你對(duì)含金量的定義是入職門檻，那么對(duì)于千萬(wàn)學(xué)子來(lái)說(shuō)，四六級(jí)當(dāng)仁不讓。但對(duì)于職場(chǎng)白領(lǐng)，以及想進(jìn)500強(qiáng)的大三大四的學(xué)生來(lái)說(shuō)，業(yè)內(nèi)有這么一個(gè)公式：
雅思托福>BEC>托業(yè)(認(rèn)可度/含金量)
小編要補(bǔ)充說(shuō)明的是：雅思托福主要是申請(qǐng)出國(guó)留學(xué)用的，也有少數(shù)單位招聘要求托福雅思成績(jī)。是少數(shù)哦。
雅思托福報(bào)名費(fèi)動(dòng)輒一兩千，從性價(jià)比來(lái)看，求職外企推薦BEC證書(職場(chǎng)精英晉升實(shí)力證明)。出國(guó)黨、學(xué)霸和剛需請(qǐng)隨意。
附上往年BEC考試報(bào)名費(fèi)用→ BEC初級(jí)465元，BEC中級(jí)580元;BEC高級(jí)725元(每年報(bào)考有變動(dòng)，以官網(wǎng)發(fā)布為準(zhǔn))
5、適合報(bào)考哪個(gè)級(jí)別?
小編翻閱了大量過(guò)來(lái)人的經(jīng)驗(yàn)，有一條看似扎心但實(shí)際很有用的結(jié)論：
BEC初級(jí)價(jià)值不大，相當(dāng)于四級(jí)以下水平，不建議考;
BEC中級(jí)略顯雞肋，和其他考試尤其是六級(jí)和專四或者中高級(jí)口譯證書來(lái)比，沒(méi)有太大的競(jìng)爭(zhēng)力?？梢援?dāng)做跳板過(guò)渡，介于四級(jí)和六級(jí)之間。
要考就考最高級(jí)別的——BEC-H。最高級(jí)的證書肯定是最有價(jià)值的。
建議大學(xué)英語(yǔ)過(guò)了6級(jí)的直接報(bào)考高級(jí)。
據(jù)考過(guò)的小伙伴們反饋，如果你的工作語(yǔ)言是英語(yǔ)或者會(huì)涉及到英文內(nèi)容，BEC高級(jí)會(huì)對(duì)你有很大幫助。
不僅在整個(gè)備考過(guò)程會(huì)學(xué)到很多東西，高級(jí)證書拿到手后，日后職場(chǎng)會(huì)持續(xù)受益，比如get到一些商科知識(shí)架構(gòu)，寫出的商務(wù)信函、匯報(bào)言辭和格式基本是模板啊。
英語(yǔ)能力提升首選~而且BEC證書，一旦考取，成績(jī)終身有效，從這種“一勞永逸”來(lái)看，性價(jià)比又比雅思托福高出不知多少倍。
6、備考建議
BEC是一門綜合性比較高的考試，聽說(shuō)讀寫四項(xiàng)能力都有考查。小編想要提醒大家兩點(diǎn)：
第一，口語(yǔ)很重要，外企面試是一定會(huì)用到口語(yǔ)。BEC考的口語(yǔ)比四六級(jí)口試難上許多，但考察點(diǎn)比較全面，對(duì)英語(yǔ)能力的實(shí)際提升很有幫助。就國(guó)內(nèi)英語(yǔ)學(xué)習(xí)環(huán)境看，口語(yǔ)始終是短板。
如果你的英語(yǔ)在大學(xué)四級(jí)水平，且口語(yǔ)不是很好/薄弱，只是想拿一個(gè)證，可以考慮報(bào)考中級(jí)。而打算報(bào)考高級(jí)(尤其是目標(biāo)是Grade A)的同學(xué)，口語(yǔ)很重要!考前1個(gè)月每天至少練一個(gè)小時(shí)口語(yǔ)吧。和小伙伴一起練哦~
第二，中級(jí)和高級(jí)最大的區(qū)別在聽力難度上，備考一定要注重聽力能力的訓(xùn)練和提升。
7、有沒(méi)有必要報(bào)班學(xué)習(xí)?
報(bào)班的作用是掃盲——熟悉題型，跟老師學(xué)習(xí)考試技巧，對(duì)于沒(méi)地兒練口語(yǔ)，考前心情緊張的人來(lái)說(shuō)，報(bào)班給你一個(gè)跟學(xué)伴練口語(yǔ)的機(jī)會(huì)(口語(yǔ)有個(gè)task是discussion)
如果你已經(jīng)知道題型且水平不錯(cuò)，有一套行之有效的學(xué)習(xí)方法，且有較強(qiáng)的執(zhí)行力，主要就是靠自學(xué)了。
BEC商務(wù)英語(yǔ)中級(jí)考試真題
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.
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.
《Problems in the IT industry》，IT行業(yè)的問(wèn)題。IT行業(yè)的人才緊缺并且青黃不接，很多公司只顧短期利益，不愿意投入時(shí)間和成本進(jìn)行培訓(xùn)。并且由于待遇等問(wèn)題，人員流失現(xiàn)象十分嚴(yán)重。
第十三題，問(wèn)根據(jù)第一段，IT部門的成功取決于什么。答案是but后面的一句：but on how well they can hold on to the people skilled at manipulating the newest technology.取決于他們能否留住精通于掌握最新技術(shù)的人。也就是A所說(shuō)的，成功留住有技術(shù)的員工。
第十四題，問(wèn)第二段提到的一個(gè)問(wèn)題是什么。第二段這么說(shuō)：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一個(gè)嚴(yán)重的全行業(yè)范圍的培訓(xùn)投入缺口意味著長(zhǎng)期技術(shù)基礎(chǔ)不僅老化而且緊縮。簡(jiǎn)單的說(shuō)，就是人才短缺并且青黃不接。選B：有技術(shù)的IT人才未來(lái)會(huì)更少。Pool在這里是供應(yīng)、聚集的意思。a pool of skilled labour：supply, common supply, reserve。
第十五題，問(wèn)對(duì)于第三段提到的IT行業(yè)的長(zhǎng)期問(wèn)題的可能的解決方法是什么。答案在這里：This is the course of action recommended。所以弄明白這里的this is是指代什么，就找到了正確的答案，this is指代的內(nèi)容在前面：they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他們開始對(duì)吸收的生手進(jìn)行室內(nèi)培訓(xùn)，或者是從其他功能上對(duì)現(xiàn)有的員工重新培訓(xùn)。簡(jiǎn)單概括，就是培訓(xùn)，無(wú)論是新來(lái)的還是老員工。答案選B：為新舊員工擴(kuò)展公司的培訓(xùn)計(jì)劃。
第十六題，問(wèn)金融服務(wù)行業(yè)的一些企業(yè)，IT員工問(wèn)題導(dǎo)致了什么。答案是第四段的這么一句：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這些公司怎么留住人才避免損失呢?提供“黃金手銬”——延期的忠誠(chéng)分紅將他們套到某一天。也就是說(shuō)給這些員工的分紅是延遲發(fā)放的。即A選項(xiàng)所說(shuō)的：對(duì)有技術(shù)員工一段時(shí)期后的現(xiàn)金許諾。Deferred就是after a specified period of time。
第十七題，IT職業(yè)者更愿意待在現(xiàn)有的位置上，如果。。答案是第五段的最后一句：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.這些分紅只有同其他的動(dòng)力相結(jié)合才能成功：有吸引力的職業(yè)前景，培訓(xùn)以及和個(gè)人長(zhǎng)期目標(biāo)相吻合的有挑戰(zhàn)性的工作。也就是C段總結(jié)的：為職業(yè)發(fā)展提供良好的機(jī)會(huì)。
第十八題，問(wèn)最后一段說(shuō)，英國(guó)技術(shù)基礎(chǔ)將被什么削弱。答案是最后一段的最后一句：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.。從其他國(guó)家招IT人員的反對(duì)意見在上升，很多專家相信這會(huì)導(dǎo)致培訓(xùn)的減少并因此削弱長(zhǎng)期的英國(guó)技術(shù)基礎(chǔ)。即D段說(shuō)的：從海外招聘IT人員。
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