Look at the statements below and the extract on the opposite page from a report to staff by the Davis Group, a human resources consultancy in the USA. Which ction(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 u some of the letters more than once. Example: 0 It is less expensive to maintain the current customer ba than to increa it.干煎带鱼 Report for Staff A It has been a challenging year, with the global economy contributing to incread market competition. However, the end results were fairly respectable, especially considering the industry's generally poor financial results. The Davis Group has always focud on growing revenue, solving client problems, identifying new opportunities and winning new clients. Although the company had to spend more time than usual this year on cost control, our people continued to listen to their clients and deliver appropriate consulting solutions. B Although we have changed our name and introduced a new global brand, many clients still do not regard us as a broad-bad human resources consultancy. We hope that our new international campaign, which explains to clients the wide range of rvices we offer, will help change that perception. It is significant that 50% of our revenue this year came from outside the USA, making us a truly global player. We have enormous growth potential, especially in emerging markets such as Asia and Latin America. C The days, most of our clients, even tho with operations in only one country, compete in a global marketplace. As a result, they e the value of working with us. Our strength on the ground in many countries has allowed us to share knowledge to develop and deliver world-class solutions. For tho clients who are global firms, our worldwide prence has allowed us to build international networks to address their special needs. They appreciate that our intellectual capital is bad on a deep understanding of local needs and conditions. D We continually aim to maximi our revenue and enhance professionalism across the solutions offered by the firm. Obviously, winning new clients is always important, but we should remember that it is often easier and more cost-effective to broaden relationships with existing clients. By providing a wider range of solutions, we add value, strengthen our clients' view of us as a trusted advisor and build long-term partnerships. Our success is bad on being known as the most professional and highest quality firm in the human resources consultancy business. | 分值 | |
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1． The company has had limited success in convincing customers that it can offer a variety of human resources solutions. | 分值 | |
| | 您的答案是： 正确答案：B | | |
2． It has been necessary to monitor expenditure carefully. | 分值 | |
| | 您的答案是： 正确答案：A | | |
3． Experti in different cultures is a major lling point for the company. | 少先队的由来 分值 | |
| | 您的答案是： 正确答案：C | | |
4． The company's performance is strongly linked to its reputation. | 分值 | |
| | 您的答案是： 正确答案：D | | |
5． The company is confident of its ability to expand. | 分值 | |
| | 您的答案是： 正确答案：B | | |
6． The company makes ongoing efforts to improve the standard of its rvice provision. | 分值 | |
| | 您的答案是： 正确答案：D | | |
7． Many consulting business have performed badly in this period. | 分值 | |
| | 您的答案是： 正确答案：A | | |
Read the article below about professional headhunters. Choo the best ntence 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 u any letter more than once. There is an example at the beginning(0). Attracting the headhunters Professional headhunters are now key players in many kinds of recruitment. But how do you gain their attention? Matthew Lynn investigates. In the past, companies would u the rvices of headhunters to recruit principally at boardroom level. But the days, they are also responsible for filling a much wider range of middle management and specialist posts, and conquently, they have huge influence in the commercial world. (0)___G___The first is that economic expansion has, in many countries, left the labour market tight. In a number of industries, and in growth ctors such as technology and media, there is now a vere shortage of skilled and talented people.This has forced companies to go out and look for the staff they need and not wait for them to arrive at the door. The cond reason is that companies are now critically dependent on the skills and knowledge of their key people. They are very aware that having the right staff may determine their survival in a competitive marketplace.【P1】______. So, how do you make sure you get noticed by the headhunters? In the days when jobs were mainly advertid in newspapers, you could arch the appointment pages and apply for anything that interested you.【P2】______.Unless you are in contact with them, it is unlikely you will even be considered for a post. Most headhunters will devote time and energy to tracking down talented people in large organisations.【P3】______. So, while it would be nice to think the headhunters will find you, in fact, you often have to find them. 'Executives must be proactive in the arch process by building on current skills, being fully prepared for interviews and by keeping CVs up to date,' says Julia Fernandez, manager of PB Executive Search. It is also important that you t time aside to talk to headhunters. At some point, you may be contacted by a headhunter to recommend someone in a related field or provide a reference for someone you have dealt with professionally. If you simply deal with the enquiry as quickly as possible, you may be failing to exploit the potential benefit to yourlf.【P4】______. Fernandez advis that, 'All contact with headhunters is potentially uful, and you should have one or two headhunters that you know personally and make a point of keeping in touch with. 【P5】______.Make sure that the people around you will always be motivated to say something positive about you if approached.Your potential employers are watching you constantly.' Example: A But it is hard for them to establish contact unless the skilled individuals have been brought to their attention. B They are conquently a lot more willing to turn to headhunters than in the past. C Moreover, headhunters are all in the business of having as big a network as possible and working it to their advantage. D In addition, the fact that headhunters are always looking for talent means that great care needs to be taken with the image you project in the workplace. E Now, it is only junior or unskilled jobs that are filled this way; most of the best jobs are filled by headhunters. 技师证有什么用F Not making the most of such an approach would definitely be a mistake. G There are two reasons for this growing u of headhunters. | 分值 | |
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Read the article below about leadership in business and the questions on the opposite page. For each question(13-18), mark one letter(A, B, C or D)on your Answer Sheet. THE EFFECTIVE LEADER From workplace surveys, I have found that most people want to be - and feel they could be - more effective leaders. Certainly they want their leaders to be more effective. But what do we mean by effective leadership in business? It would appear a simple question. Unfortunately, effectiveness is more easily recognisable when it is abnt. Leaders who attempt to u business jargon and try out the latest ideas are too often perceived as figures of fun. Whilst people frequently agree on what ineffective leadership is, clearly knowing what not to do is hardly helpful in practice. Huge amounts of rearch have been done on this very wide subject. When you look at leadership in different ways, you e different things. While descriptions of leadership are all different, they are all true - and this is where disagreement aris. However, leadership is specific to a given context. The effectiveness of your actions is assd in relation to the context and to the conditions under which you took them. For a magazine article I wrote recently, I interviewed one publishing executive, author of veral well-known publications, about what effective leadership is. It was significant that, at first, he did not mention his own company. He talked at length about what was happening in the industry - the mergers, take-overs and global nature of the business. Before he was able to describe his own objectives for the new publishing organisation he was tting up, he had to e a clear fit between the proposals and the larger situation outside. Obvious? Of cour. But I have lost count of the number of leaders I have coached who believed that their ideas were valid, whatever the situation. At this point, I should also mention another example, that of a finance director who plan of action was not well received. The company he had joined had grown steadily for twenty years, rving clients who were in the main distrustful of any product that was too revolutionary. The finance director saw potential challenges from competitors and wanted his organisation to move with the times. Unfortunately, most staff below him were unwilling to change. I concluded that although there were certainly some personal skills he could improve upon, what he most needed to do was to communicate effectively with his subordinates, so that they all felt at ea with his different approach. Some effective leaders believe they can control uncertainty becau they know what the organisation should be doing and how to do it. Within the organisation itlf, experti is usually greatly valued, and executives are expected, as they ri within the system, to know more than tho beneath them and, therefore, to manage the operation. A good example of this would be a firm of accountants I visited. Their business was built on lling reliable experti to the client, who naturally wants uncertainty to be something only other companies have to face. Within this firm, giving the right answer was greatly valued, and mistakes were clearly to be avoided. I am particularly interested in what aims leaders have and what their role should be in helping the organisation achieve its strategic aims. Some leaders are highly ineffective when the aim doesn't fit with the need, such as the manufacturing manager who was encouraged by her boss to make revolutionary changes. She did, and was very successful. However, when she moved to a different part of the business, she carried on her programme of change. Unfortunately, this part of the business had already suffered badly from two mismanaged attempts at change. My point is that what her people needed at that moment was a steady hand, not further changes - she should have recognid that. The outcome was that within six months staff were calling for her resignation. | 分值 | |
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13． In the first paragraph, the writer says that poor leaders | 分值 | |
| A．do not want to listen to criticism. | B．do not derve to be taken riously. | C．are easier to identify than good ones. | D．are more widespread than people think. | |
| 您的答案是： 正确答案：C | | |
14． Why does the writer believe there is disagreement about what effective leadership is? | 分值 | |
| A．Definitions of successful leadership vary according to the situation. | B．There are few examples of outstanding leaders available to study. | C．Leaders are unable to give clear descriptions of their qualities. | D．The results of rearch on the subject have concluded little. | |
| 您的答案是： 正确答案：A | | |
15． The publishing executive's priorities for leadership focud on | 分值 | | 潮州新八景 |
| A．significant and long-term aims. | B．internal organisational aspects. | C．professional skills and abilities. | D．overall business contexts. | |
| 您的答案是： 正确答案：D | | |
16． According to the writer, the finance director was unsuccessful becau | 分值 | |
| A．staff were uncomfortable with his style. | B．existing clients were suspicious of change. | C．competitors had a more dynamic approach. | D．colleagues gave little support to his ideas. | |
| 您的答案是： 正确答案：A | | |
17． Staff at the accountancy firm who were promoted were required to | 分值 | |
| A．correct mistakes. | B．have a high level of knowledge. | C．maintain discipline within the organisation. | D．advi clients on responding to uncertainty. | |
| 您的答案是： 正确答案：B | | |
18． The example of the manager at the manufacturing company is given to emphasi that | 分值 | |
| A．managers need support from their employers. | B．leaders should not be afraid of being unpopular. | C．effective leaders must be nsitive to staff needs. | D．managers do not always understand the attitudes of staff. | |
| 您的答案是： 正确答案：C | | |
Read the article below about the UK retail ctor. Choo the best word 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 Retail Sector The retail ctor is one of the UK's biggest employment areas, accounting for one in nine of the(0)______.B______. It is also one of the fastest growing - more than a fifth of jobs【C1】______last year were in retail. Such rapid【C2】______in the tightest labour market for more than a generation should be【C3】______ up wages, but it is not.While the national【C4】______wage goes up by about 5% a year, in retail it goes up by 3.5%. The conquences of low wages and far from brilliant conditions is rapid staff turnover. About half the staff employed in retail leave every year. This【C5】______ is way above even tho ctors such as nursing, which are said to be in a recruitment 【C6】______. Part of the problem is that the employers themlves are under considerable financial【C7】______.Retail is suffering a long-term slide independent of the【C8】______ and falls of the economy. One of the reasons for this is consumer expectations. With the growth of e-commerce, customers look for bigger and better bargains and insist on【C9】______for money. There are some plus for employees, however. Low wages and high turnover make retail a youthful ctor. Real managerial【C109】______ can be attained by the mid-20s, so school-leavers or recent graduates need only wait a short time before gaining promotion. And despite the problems, the retail ctor does, on occasion,【C11】______ some of the more progressive career 【C12】______ programmes. The supermarket chain Robertsons, for example, has a community rvice scheme that trains staff in team-building through work on neighbourhood projects. And clothes retailer P & R has an impressive【C13】______when it comes to employing older people. It pursues a【C14】______of employing mature people with long【C15】______of the products, as it believes they provide better customer rvice. Example: A company B workforce C personnel D organisation | 分值 | |
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| 扔水球A．made | B．formed | C．created | D．appointed | |
| 您的答案是： 正确答案：C | | |
| A．expansion | B．increa | C．addition | D．extension | | 五行年份表
| 您的答案是： 正确答案：A | | |
| A．getting | B．pushing | C．turning | D．giving | |
| 您的答案是： 正确答案：B | | |
| A．normal | B．medium | C．average | D．common | |
| 您的答案是： 正确答案：C | | |
| A．figure | B．sum | C．data | D．calculation | |
| 您的答案是： 正确答案：A | | |
| A．emergency | B．disaster | C．trouble | D．crisis | |
| 您的答案是： 正确答案：D | | |
| A．weight | B．force | C．power | D．pressure | |
| 您的答案是： 正确答案：D | | |
| A．climbs | B．ris | C．increas | D．advances | |
| 您的答案是： 正确答案：B | | |
| A．advantage | B．benefit | C．worth | D．value | |
| 您的答案是： 正确答案：D | | |
| A．care | B．responsibility | C．duty | D．reliability | |
| 您的答案是： 正确答案：B | | |
| A．cau | B．prent | C．produce | D．bring | |
| 您的答案是： 正确答案：C | | |
| A．development | B．outcome | C．continuation | D．progress | |
| 您的答案是： 正确答案：A | | |
| A．report | B．distinction | C．credit | D．record | |
| 您的答案是： 正确答案：D | | |
| A．policy | 维生素英语B．code | C．procedure | D．theory | |
| 您的答案是： 正确答案：A | | |
| A．knowledge | B．contact | C．history | D．experience | |
| 您的答案是： 正确答案：D | | |
Read the text below about information technology(IT)training. 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 correct. If the 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 exerci begins with two examples(0 and 00). Examples: IT Training 0 The arrival of a sophisticated computer system is a such big event in any 00 organisation, but it is obviously difficult to make the most of this type of investment 【M1】without proper training. IT training can be expensive cost and, despite the good 【M2】intentions of the people are involved, a huge amount of training is wasted every year. 【M3】Quite frequently, until staff continue to struggle with computer systems that either 【M4】they do not understand, or they can only exploit to a fraction of their true 【M5】potential. A common mistake is made to rush in and train people too soon. This is 【M6】to be expected. Quite reasonably, the logic is so that it is better to train people early 【M7】than not to do it at all. The difficulty, however, is that people's memories are short, so it is 【M8】better to train people when the 'go live' date which is known. This way their knowledge 【M9】will still be fresh when they have to put it into practice. It may also be an error 【M10】to commission an external training organisation becau of their standard materials 【M11】may not be suitable. An alternative one is to pilot the software with a team of capable 【M12】employees and once again they are familiar with its operation, they can then train other staff. | 分值 | |
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