《劍橋商務(wù)英語中級(jí)考試歷年真題第四輯閱讀精講.doc》由會(huì)員分享，可在線閱讀，更多相關(guān)《劍橋商務(wù)英語中級(jí)考試歷年真題第四輯閱讀精講.doc（33頁珍藏版）》請(qǐng)?jiān)谘b配圖網(wǎng)上搜索。

劍橋商務(wù)英語中級(jí)考試歷年真題閱讀精講（1） 注：這里講解的題目是人郵版第四輯真題TEST 1 閱讀部分的Part one. 　　Questions 1-7 　　Look 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 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 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 work hard on their reputation as an employer willinterest high-flyers. 　　The Stars of the Future 　　A 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 to 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 development 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 victim 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 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, said 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 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 the high-flyers. Without this, managers will not be in a position to give appropriate advice. And when eventually the high-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. 　　首先得搞明白的是這篇文章到底講的什么。不用看具體內(nèi)容，有兩個(gè)地方直接告訴了。一個(gè)是題目說明的第一句話，另一個(gè)是正文的標(biāo)題。從這兩個(gè)地方就可以看出全文探討的是公司未來接班人——也就是潛力股——的培養(yǎng)問題。 　　A段講了TLRG這個(gè)貫穿全文的研究組織誕生的原因：現(xiàn)行的研究滿足不了需要，于是大多數(shù)公司只能自己探索發(fā)掘接班人的模式；（即第五題的答案） 　　B段講了直屬經(jīng)理（line managers）對(duì)于發(fā)掘接班人的重要性（真是干什么都要從基層抓起），以及經(jīng)理們的一些疑慮； 　　C段講的是接班人問題對(duì)公司的重要性，并且應(yīng)該讓院線經(jīng)理們明白這種重要性； 　　D段是針對(duì)前面列出的問題，提出的解決建議，什么專家協(xié)助等等。 　　整篇文章分為四個(gè)部分，層層遞進(jìn)，有很強(qiáng)的邏輯性。拿這樣的文章來做閱讀材料應(yīng)該是相對(duì)容易把握的。 　　題目解析： 　　圖中藍(lán)色的線為答案潛伏的地方。7個(gè)題干基本是將原文中的句子用另外的詞語和句型表述出來，所以題干中的關(guān)鍵詞都能在正文里 找到與之匹配的，比如第四題題干里的expert對(duì)應(yīng)D段的specialists,第六題的too busy to對(duì)應(yīng)于B段里的heavy workloads，第七題的interest對(duì)應(yīng)于C段的appeal。 　　第一題說“經(jīng)理們必須采取措施使?jié)摿蓚兿嘈潘麄儗?duì)公司的價(jià)值”，也就是要讓潛力股們對(duì)公司忠誠(chéng)，即C段說的creating “attraction centres”和loyalty。 　　第二題說“組織必須把目光投向正在培養(yǎng)中的潛力股以外的地方”，即D段最后兩句話所說的尋找新一代的潛力股。 　　第三題和B段的最后一句話完全是一個(gè)意思：怕培養(yǎng)潛力股的投入收不回成本。 　　第四題說開發(fā)潛力股，經(jīng)理們需要在公司內(nèi)部得到專家支持。答案是D段的第一句話：公司的人力資源專家需要采取行動(dòng)。HR specialists就是expert。 　　第五題說公司現(xiàn)在沒有在指導(dǎo)策略的支持下辨別潛力股。也就是說公司是依靠自己來發(fā)掘人才的。答案是A段的第一句：現(xiàn)行的研究滿足不了需要，所以公司只能形成自己的一套體系。 　　第六題，經(jīng)理們太忙了，無暇顧及潛力股的發(fā)展。答案是B段的：Unfortunately, with todays flat organisations, where managers have functional as well as managerial responsibilities, people development all too often falls victim to heavy workloads.。不幸落在了高工作負(fù)荷的人的肩上。高工作負(fù)荷，也就是too busy。 　　第七題，看重作為雇主名聲的公司可以吸引潛力股。答案是C段的這么一句：if their companies are known as ones that develop their people, they will have a greater appeal to high-flyers。如果公司是以開發(fā)員工而著稱的話，將會(huì)對(duì)潛力股產(chǎn)生更大的吸引。以開發(fā)員工而著稱（known as ones that develop their people），名聲很好，也就是看重自己作為雇主的名聲。 　　疑似生詞： 　　1、line managers 直屬經(jīng)理，業(yè)務(wù)經(jīng)理 　　2、flat organization 扁平化的組織，即企業(yè)中的單層管理組織對(duì)應(yīng)的單詞hierarchy等級(jí)制的公司 　　3、poach vt. (侵入他人地界)偷獵(或捕魚), 水煮，剽竊，挖角 　　eg: A rival firm poached our best computer programmers. 　　我公司的競(jìng)爭(zhēng)對(duì)手把我們最好的計(jì)算機(jī)程序編制員挖走了。 　　4、runs deep 純粹是想說一下那句著名的諺語：Still water runs deep靜水流深。 　　5、fall victim to 成為。。。。的受害者 　　B段中的原話：People development all too often falls victim to heavy workloads.人員發(fā)展成為高負(fù)荷工作的受害者，也就是說經(jīng)理們因?yàn)樘Χ鵁o暇顧及潛力股的培養(yǎng)，即第六題的答案。 　　6、retention 保留，在文中指留住員工。是風(fēng)險(xiǎn)管理中常見的專業(yè)名詞。 這里解析的是人郵第四輯真題TEST ONE閱讀部分的PART TWO 從標(biāo)題和副標(biāo)題能知道這篇文章講的是收購(gòu)（acquisition）。具體說來是講公司選擇收購(gòu)的原因。全文一共八段，除了第一段是總的概括，后面七段一共說明了收購(gòu)需要考慮的6個(gè)原因（6 considerations）：幾乎每段對(duì)應(yīng)一個(gè)，而且非常直接。 　　第二段提到的原因是“keep up with a changing environment”，對(duì)應(yīng)選項(xiàng)G里的“a market is changing so fast.” 　　第三段的原因是“The strength of competitors”。這里的competitors在選項(xiàng)F里替換成了rivals。整個(gè)第三段是講一個(gè)公司進(jìn)入一個(gè)穩(wěn)定市場(chǎng)的風(fēng)險(xiǎn)和困難。所以F選項(xiàng)話鋒一轉(zhuǎn)，說“如果收購(gòu)的話，對(duì)對(duì)手的行為作出反應(yīng)的風(fēng)險(xiǎn)就降低了?！? 　　第五段的原因是“financial motives”。最佳的收購(gòu)時(shí)機(jī)當(dāng)然是在一個(gè)公司股票價(jià)值處于低位的時(shí)候。這種收購(gòu)是有風(fēng)險(xiǎn)性的，也就是選項(xiàng)C所說的“more speculative acquisitions” 　　第六段的原因“resource considerations”，也就是為了獲取某種資源或技術(shù)而進(jìn)行收購(gòu)，對(duì)應(yīng)的選項(xiàng)E里所說的“research and development expertise” 　　第七段的原因“cost efficiency”。是說收購(gòu)現(xiàn)成的公司，需要花費(fèi)的培養(yǎng)成本較少。也即是選項(xiàng)B所說的“必要的發(fā)展和組織學(xué)習(xí)會(huì)很慢”。 　　第八段的原因“expectations of key shareholders”。選擇GAP 12 的句子需要聯(lián)系上下文，前后講的都是收購(gòu)有風(fēng)險(xiǎn)，可能會(huì)使股價(jià)下跌。所以GAP 12應(yīng)該填入一個(gè)負(fù)面的，即選項(xiàng)D的“remove value”。 　　生詞： 　　asset stripping:資產(chǎn)剝離。指金融資本家買斷公司后,不予改善擴(kuò)張,而轉(zhuǎn)賣部分求利潤(rùn)。 　　asset-stripping 資產(chǎn)倒賣 　　speculative：投機(jī)性的，風(fēng)險(xiǎn)性的 　　疑似難句： 　　1、A cost efficiency could arise from the fact that an established company may already be very experienced and have achieved efficiencies which another company would find difficult to achieve quickly by internal means. 　　一個(gè)知名公司可能已經(jīng)很有經(jīng)驗(yàn)了，能夠?qū)崿F(xiàn)另一個(gè)公司通過內(nèi)部方式短期內(nèi)很難實(shí)現(xiàn)的效率。這樣，成本效率就產(chǎn)生了。 這里講解的人郵第四輯真題TEST 1閱讀部分的PART 3 這里解析的是第四輯真題TEST 1閱讀部分的PART 4。 　　馬上要考試了，爭(zhēng)取出解析的速度能快點(diǎn)。當(dāng)然，不會(huì)以犧牲質(zhì)量為代價(jià)。 　　大家有什么疑問，可以提出來，事先甚至單獨(dú)進(jìn)行解答。 　　祝大家都能取得好成績(jī)。 　　主要解答藍(lán)色標(biāo)注的空。 　　The secret of success in electronic commerce lies in placing a new emphasis on a well-established area. That area is customer service, which is now the only point of (19) between a business and the buying public. 　　There are a number of factors in a real-world shop that (20) peoples perceptions of a business: these (21)the location and the appearance of the premises,the quality and the pricing of the merchandise or services’and the behaviour of the staff. 　　However, if a company is trying to make a good impression with online customers,most of these factors do not (22) a part. In the (23) of these factors, the way customers are (24) when they have a reason to call has a fundamental effect on a companys ability to retain them as customers. Even more than regular telephone or in-person customers, web customers are impatient，easily frustrated and always conscious that they have other places where they can (25) their business.Preventing them from doing that means meeting them on their own(26)and providing them with what they want. 　　This necessity, in(27)，means that companies that sell over the net must get back-end functions right. Imposing(28) requirements on customers will not work; a business that (29) on customers emailing for assistance instead of using the phone, for example, will lose repeat custom. 　　If the phone is used, it must be answered (30), and the staff should look for ways of helping even the most awkward customers(31), as is more usual,trying to find some(32) to blame the customer for any problem. 　　An important，final point is that it is vital that all addresses，web links and phone numbers work properly and efficiently. This ought to (33) without saying.Experience，however, shows that it does not. 　　19、A relationshipBassociationC. meeting D contact 　　20、A force B determineC decideD fix 　　21、A encloseB consist C includeD contain 　　22、A getB run C playD have 　　23、A absence B lackC needDscarcity 　　24、A cared B treatedC dealtD considered 　　25、A deliverB bringC move D take 　　26、ApoliciesB standards C termsD conditions 　　27、A turn B sequenceC lineD order 　　28、A dense B rigidC deepD solid 　　29、A demandsB insistsC expectsD instructs 　　30、A punctuallyB preciselyC promptlyD presently 　　31、A apart fromB other thanC except forD rather than 　　32、A case B excuseC faultD purpose 　　33、A doB makeC goD come 　　我個(gè)人認(rèn)為，完形填空這種題型屬于BEC閱讀里相對(duì)不容易把握的。其他幾個(gè)部分多參照原文就能找到答案，而完形填空的答案有的時(shí)候靠分析是得不出結(jié)果的，因?yàn)闀?huì)考到一些固定用法，而且是商務(wù)英語里的固定用法。固定用法一時(shí)半會(huì)是無法積累的。要想做好BEC里的完形填空，一是要掌握一定的解題技巧（比如排除法和猜題），二是要培養(yǎng)商務(wù)英語的感覺。感覺的培養(yǎng)也有兩種途徑，一個(gè)是多讀原版商業(yè)英語文章，另一個(gè)就是把歷年BEC真題里的完形填空原文填上空缺的單詞反復(fù)朗讀。 　　這篇名為《電子商務(wù)成功秘訣》的文章主要分析了從事電子商務(wù)必須考慮的幾個(gè)factor。重點(diǎn)考慮的是如何服務(wù)客戶，不是在線的，而是電話。 　　19題首先考的就是一個(gè)固定的商務(wù)英語用法。Point of contact,接觸點(diǎn)。商業(yè)詞典的解釋：Person or a department serving as the coordinator or focal point of an activity or program.英文WIKI的解釋：A point of contact (POC, also single point of contact or SPOC) is the identification of, and means of communication with, person(s) and organizations(s) associated with the resource(s). 　　26題，on ones own terms,根據(jù)某人自己的主張。聯(lián)系此句上下文，是說電子商務(wù)的客戶不好伺候，得按照他們的意思來提供他們想要的。所以后面的28題應(yīng)該選擇rigid，僵硬的。意思是不能把一些僵硬的要求強(qiáng)加在客戶的身上。 　　27題，in turn相應(yīng)的；in sequence按順序，依次；in line成一直線；in order整齊，秩序井然。 　　31題，后面的as is more usual是插入語，在這里完全可以忽略不計(jì)，聯(lián)系整個(gè)句子的意思。是說員工應(yīng)該想辦法對(duì)付哪怕是最難對(duì)付的客戶，而不是找借口去指責(zé)客戶。所以應(yīng)選rather than （而不是）。apart from相當(dāng)于except for，除了…外（都）,other than相當(dāng)于except，除…以外。 　　32題，理解了上下文，應(yīng)該選excuse。與fault相關(guān)的短語是find fault with 　　33題，go without saying固定用法，不言而喻的意思。 人郵第四輯真題TEST 1閱讀部分PART 5。 0 Regular meetings with clients are important to a healthy collaboration. They 00 may be set up by the client, for example to review with the progress of current 34 projects, to give new instructions that may have lead to a contract variation 35 or to discuss any concerns. The client meeting which can also be arranged 36 by you or another member of your company to attract from new business, to 37 address a problem unless that needs to be solved or to give an update or status 38 report on current business ventures. Your part is in these meetings will dictate 39 the kind of information you need and how you should prepare for them. If you 40 will be responding to questions put by your client, the material you present 41 should deal in specifically with the request that was made. The meeting should not 42 only move off the agenda without the permission of the person you are meeting. 43 If you have prepared properly, you should be able to anticipate both questions and 44 to respond properly. If you are put on the spot and asked for details you do not 45 have, respond honestly - do not speak about matters as you are not familiar with. 一般短文改錯(cuò)常出現(xiàn)的錯(cuò)誤有短語搭配、語法，還有根據(jù)上下文含義選出不合適的詞。所以想做好改錯(cuò)，要有一定的語言基礎(chǔ)，還得從整體上把握整篇文章。 　　34題，如果這里有have，那么后面的lead應(yīng)用分詞形式led（may have done），而且考慮這里的時(shí)，并不是已經(jīng)完成，而是表示可能導(dǎo)致的結(jié)果。所以去掉have。 　　35題，這里的which必須去掉，如果不去的話，這個(gè)句子就缺少謂語動(dòng)詞。36題，attract是及物動(dòng)詞，后面不需要from。 　　37題，根據(jù)前后文的意思，unless是多余的。 　　38題，“your part...”這個(gè)句子里有兩個(gè)謂語動(dòng)詞，必須去掉it。 　　39題是對(duì)的，不知會(huì)不會(huì)有人認(rèn)為這里的how可以去掉。從語法上說how去留都行，但是從后面的意思看，每個(gè)人必須根據(jù)自己的角色來做準(zhǔn)備工作，所以how必須保留。 　　41題，deal with是固定短語，in是多余的。 　　42題，從整個(gè)句子的意思和語法上看，only都是多余的。 　　43題，如果both要保留，and后面的內(nèi)容就必須與questions并列，可這里and后面的內(nèi)容是與前面的to anticipate并列，所以both去掉。 　　45題，后面的you are not familiar with是修飾matters的，as在這里很多余 人郵第四輯真題TEST2 READING RART 1 Look 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 on the outsourced process 2、remembering the initial reason for setting up the outsourced project 3、the need to draw up agreements that set out how integration is to be achieved 4、addressing the issue of staff who work on the outsourced process being at a distant site 5、the importance of making someone responsible for the integration process 6、staff on the outsourced project familiarising themselves with various details of the business 7、problems being associated with an alternative to outsourcing 　　When a business decides to outsource its IT services, it needs to consider the question of integration. Four experts give their views. 　　A.Gianluca Tramcere, Silica Systems 　　An 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, many 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, Domola 　　Businesses need to build integration competency centres 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 same 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 Solutions 　　Communication is the key to success, and outsourcing to other regions or countries can 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 complexities 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 Tech 　　One way to avoid the difficulties of integration is to create a joint-venture company with the outsourcer. Thus, 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 carried out entirely in-house. The complexities and costs of a joint-venture initiative should not be underestimated. 　　這篇文章講的是外購(gòu)（outsourcing）,分別有四位專家就這個(gè)問題給出了自己的看法。A段的專家強(qiáng)調(diào)建立合同的重要性，B段專家認(rèn)為要派專人負(fù)責(zé)，C段專家講外派人員和本公司之間要有一個(gè)互動(dòng)，D段專家講如果與外包商（outsourcer）組成聯(lián)合企業(yè)的話可能帶來的一系列問題。如果對(duì)文章有個(gè)大概、基本的了解，很多題目不用細(xì)看就可以得出結(jié)論。 　　第一題的答案稍微有些隱晦，在B段的最后一句。“Because there is a new operation being carried out in a different way outside of the home business, this creates a training element.”因?yàn)樾碌牟僮魇窃诒竟疽酝獾牡胤揭砸环N新的方式被執(zhí)行，所以產(chǎn)生了培訓(xùn)成分。這里的training對(duì)應(yīng)第一題的“teach skills to employees”。 第二題的答案在D段中間: companies should be careful not to lose sight of the original rationale for outsourcing.這里的rationale是基本原理、根本原因的意思。 第三題的答案在A段，非常明顯的“establish contracts”。 　　第四段的答案是C段的最后一句話，outsourcing personnel have to talk to the home companys executives and users to understand their experiences.這里的talk to對(duì)應(yīng)address，向....談話。第四題的意思是“說明在遠(yuǎn)址工作的外購(gòu)人員的事情”，也就是C段最后一句說的外購(gòu)人員向公司匯報(bào)他們的經(jīng)歷。 　　第五段的答案在B段，相當(dāng)明顯：It is critical to have an individual in charge to check that the external and internal business operations work together。需要派專人負(fù)責(zé)integration。 　　第六題說“外派人員要熟悉自身工作的不同細(xì)節(jié)”，對(duì)應(yīng)C段的“create a team where there is a clear understanding of objectives and incentives.”打造一個(gè)對(duì)目標(biāo)和動(dòng)機(jī)都有清晰理解的團(tuán)隊(duì)。 　　第七題稍微繞一點(diǎn)。題目里的“an alternative to outsourcing”指的是D段里的“create a joint-venture company with the outsourcer”，建立一個(gè)聯(lián)合企業(yè)。D段里的專家一直在強(qiáng)調(diào)聯(lián)合企業(yè)的麻煩和復(fù)雜性（joint ventures bring potential troubles），所以是正確答案。 郵第四輯真題TEST 2 READING PART 2 　　Read the article below about the changing role of human resources departments. 　　The best person for the job 　　Employees can make a business succeed or fail, so the people who choose themhave a vital role to play. 　　Employees are a companys new ideas, its public face and its main asset. Hiring the 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, 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 impact 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 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 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 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 the professions growing importance is widely recognised. 　　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 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 On the other hand, recruiting the wrong staff can lead to disaster. 　　這篇文章的標(biāo)題有些misleading，“The best people for the job”，還以為是招人的標(biāo)準(zhǔn)。其實(shí)這篇文章是關(guān)于Human resource的，所以還是要適當(dāng)關(guān)注文章前的說明：the article below about the changing role of human resources departments. 　　第八題，空格后面的“Thats no longer the case”是很重要的提示。由于空格前面一直在強(qiáng)調(diào)commercial和business，所以在空缺的地方應(yīng)該是和另一個(gè)方面相關(guān)的內(nèi)容。選項(xiàng)C的administrative role正好滿足這個(gè)要求。前后文意思搭配在一起完全吻合。 　　第九題，后面的for example的很關(guān)鍵，是對(duì)前面的補(bǔ)充說明?！癋or example,a chief executive will expect the HR department to advise on everything from the headcount to whether to proceed with an acquisition.”總裁希望人力資源經(jīng)理對(duì)一切事情提出建議，從人數(shù)統(tǒng)計(jì)到是否進(jìn)行收購(gòu)。這種要求就需要人力資源經(jīng)理具備很多才能。所以F的句子填在這里最合適。 　　第十題，答案稍微不那么明顯，不過D句中的an influential role可以和第十題的空格后的a crucial part相對(duì)應(yīng)，算是答案信號(hào)。要從整體上把握第三段，這里認(rèn)為HR manager 的影響是全局的、長(zhǎng)期的，所以D句的“see the whole operation”符合情況。 　　第十一題，理解前后文的意思，前面說過去的operational managers不那么認(rèn)可HR manager的作用，后面指出HR managers掙得多，所以中間是轉(zhuǎn)折的意思。A句的But是個(gè)信號(hào)，“上漲的薪酬水平意味著這個(gè)職位逐漸增加的重要性得到了廣泛的認(rèn)可?！币馑己颓昂蠖嘉呛?，所以是正確答案。 　　第十二題，空格前說HR managers覺得自己的作用被低估了，所以leaving。空格后一個(gè)However，所以空格處應(yīng)該還是和leaving有關(guān)的，為什么離職。E句的意思是“被視作僅僅對(duì)別人的離開和生病的日子劃