BEC證書考了有沒有用?含金量如何

BEC證書考了有沒有用?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，希望對大家有所幫助！

BEC證書考了有沒有用?含金量如何?

1、哪些人適合考BEC?

選擇是否要考一個證書，要考慮自己職業發展方向以及該證書的用途。

BEC主要用於外企求職，適用對象如下：

① 畢業之後有志於進入500強，特別是歐美企業;

② 一二線城市白領跳槽/晉升(對英語有明確要求)

③ 學習英語、商科或外貿等專業，畢業後打算去外企

④ 英語水平不錯，口語較強的英語學習者

⑤ 想要提升個人職場競爭力

證書用途：

畢業找工作的時候很多企業看到你有BEC證書會給你英語免試的。

然後，還有一些國企外企對持有BEC證書的員工會發獎金，或者每個月工資多算點錢。

小編不建議盲目跟風考證，畢竟報名費還是不菲的~ 明確目的和用途以後，接着來了解BEC考試。

2、BEC考試地位

劍橋商務英語考試(Business English Certificate，簡稱BEC)由劍橋大學外語考試中心ESOL(雅思就是他家出品)研發舉辦，是最早(1993年)進入中國的商務英語考試。

幾十年來，BEC考試體系已經比較成熟，被歐洲乃至全球衆多教育機構、企業認可，素有“外企通行證”、“外企綠卡”的美譽。

百度一下，你會看到如下簡介：

BEC是英國劍橋大學考試委員會(UCLES)專門爲非英語母語國家的人員，進行國際商務活動的需要而設計的，是全球求職英語能力證明的首選證書。

很多企業的招聘考試採用了BEC考試題目，它是進入西門子、普華永道、強生等500強公司的一塊敲門磚，被譽爲"MBA預備班 "的BEC，還被複旦等諸多中國名校採選爲英文專業課。

BEC的權威性和高含金量使其成爲中國影響力最大的職業類英語證書，是“職場英語”、“商務英語”的代名詞。

BEC考試報報名需要什麼條件?報名沒有年齡、職業、學歷、地區、民族、國籍、在校與否等限制。(from 劍橋商務英語報名網)而且可以一次報考多個級別。

3、BEC考試內容

四六級考試主要考查在校大學生的實際英語能力，而BEC考試則注重考察考生在真實工作環境中的英語交流能力。

考試由閱讀、寫作、聽力和口語四個部分組成，試題中詞彙、文章類型以及情景設置都與商務英語相關。

在積極備考BEC考試的過程中，考生可以全方位提升自身商務英語技能，爲走上職場奠定專業基礎。例如：商業英文文書撰寫、商業英文文件閱讀、職場小組討論等。(from BEC官網)

4、BEC考試考試知名度/含金量

對於在校大學生來說，四六級當然是校招/四大/公務員等招聘篩選簡歷的首選考試(認知面最廣)，而且分數越高越佔優勢。

如果你對含金量的定義是入職門檻，那麼對於千萬學子來說，四六級當仁不讓。但對於職場白領，以及想進500強的大三大四的學生來說，業內有這麼一個公式：

雅思託福>BEC>託業(認可度/含金量)

小編要補充說明的是：雅思託福主要是申請出國留學用的，也有少數單位招聘要求託福雅思成績。是少數哦。

雅思託福報名費動輒一兩千，從性價比來看，求職外企推薦BEC證書(職場精英晉升實力證明)。出國黨、學霸和剛需請隨意。

附上往年BEC考試報名費用→ BEC初級465元，BEC中級580元;BEC高級725元(每年報考有變動，以官網發佈爲準)

5、適合報考哪個級別?

小編翻閱了大量過來人的經驗，有一條看似扎心但實際很有用的結論：

BEC初級價值不大，相當於四級以下水平，不建議考;

BEC中級略顯雞肋，和其他考試尤其是六級和專四或者中高級口譯證書來比，沒有太大的競爭力。可以當做跳板過渡，介於四級和六級之間。

要考就考最高級別的——BEC-H。最高級的證書肯定是最有價值的。

建議大學英語過了6級的直接報考高級。

據考過的小夥伴們反饋，如果你的工作語言是英語或者會涉及到英文內容，BEC高級會對你有很大幫助。

不僅在整個備考過程會學到很多東西，高級證書拿到手後，日後職場會持續受益，比如get到一些商科知識架構，寫出的商務信函、彙報言辭和格式基本是模板啊。

英語能力提升首選~而且BEC證書，一旦考取，成績終身有效，從這種“一勞永逸”來看，性價比又比雅思託福高出不知多少倍。

6、備考建議

BEC是一門綜合性比較高的考試，聽說讀寫四項能力都有考查。小編想要提醒大家兩點：

第一，口語很重要，外企面試是一定會用到口語。BEC考的口語比四六級口試難上許多，但考察點比較全面，對英語能力的實際提升很有幫助。就國內英語學習環境看，口語始終是短板。

如果你的英語在大學四級水平，且口語不是很好/薄弱，只是想拿一個證，可以考慮報考中級。而打算報考高級(尤其是目標是Grade A)的同學，口語很重要!考前1個月每天至少練一個小時口語吧。和小夥伴一起練哦~

第二，中級和高級最大的區別在聽力難度上，備考一定要注重聽力能力的訓練和提升。

7、有沒有必要報班學習?

報班的作用是掃盲——熟悉題型，跟老師學習考試技巧，對於沒地兒練口語，考前心情緊張的人來說，報班給你一個跟學伴練口語的機會(口語有個task是discussion)

如果你已經知道題型且水平不錯，有一套行之有效的學習方法，且有較強的執行力，主要就是靠自學了。

BEC商務英語中級考試真題

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行業的問題。IT行業的人才緊缺並且青黃不接，很多公司只顧短期利益，不願意投入時間和成本進行培訓。並且由於待遇等問題，人員流失現象十分嚴重。

第十三題，問根據第一段，IT部門的成功取決於什麼。答案是but後面的一句：but on how well they can hold on to the people skilled at manipulating the newest technology.取決於他們能否留住精通於掌握最新技術的人。也就是A所說的，成功留住有技術的員工。

第十四題，問第二段提到的一個問題是什麼。第二段這麼說：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一個嚴重的全行業範圍的培訓投入缺口意味着長期技術基礎不僅老化而且緊縮。簡單的說，就是人才短缺並且青黃不接。選B：有技術的IT人才未來會更少。Pool在這裏是供應、聚集的意思。a pool of skilled labour：supply, common supply, reserve。

第十五題，問對於第三段提到的IT行業的長期問題的可能的解決方法是什麼。答案在這裏：This is the course of action recommended。所以弄明白這裏的this is是指代什麼，就找到了正確的答案，this is指代的內容在前面：they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他們開始對吸收的生手進行室內培訓，或者是從其他功能上對現有的員工重新培訓。簡單概括，就是培訓，無論是新來的還是老員工。答案選B：爲新舊員工擴展公司的培訓計劃。

第十六題，問金融服務行業的一些企業，IT員工問題導致了什麼。答案是第四段的這麼一句：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這些公司怎麼留住人才避免損失呢?提供“黃金手銬”——延期的忠誠分紅將他們套到某一天。也就是說給這些員工的分紅是延遲發放的。即A選項所說的：對有技術員工一段時期後的現金許諾。Deferred就是after a specified period of time。

第十七題，IT職業者更願意待在現有的位置上，如果。。答案是第五段的最後一句：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力相結合才能成功：有吸引力的職業前景，培訓以及和個人長期目標相吻合的有挑戰性的工作。也就是C段總結的：爲職業發展提供良好的機會。

第十八題，問最後一段說，英國技術基礎將被什麼削弱。答案是最後一段的最後一句：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.。從其他國家招IT人員的反對意見在上升，很多專家相信這會導致培訓的減少並因此削弱長期的英國技術基礎。即D段說的：從海外招聘IT人員。