BEC证书考了有没有用?含金量如何
BEC证书考了有没有用?含金量如何?相信大家都很想知道吧，下面小编就给大家分享一下，希望对大家有所帮助！
BEC证书考了有没有用?含金量如何?
1、哪些人适合考BEC?
选择是否要考一个证书，要考虑自己职业发展方向以及该证书的用途。
BEC主要用于外企求职，适用对象如下：
① 毕业之后有志于进入500强，特别是欧美企业;
② 一二线城市白领跳槽/晋升(对英语有明确要求)
③ 学习英语、商科或外贸等专业，毕业后打算去外企
④ 英语水平不错，口语较强的英语学习者
⑤ 想要提升个人职场竞争力
证书用途：
毕业找工作的时候很多企业看到你有BEC证书会给你英语免试的。
然后，还有一些国企外企对持有BEC证书的员工会发奖金，或者每个月工资多算点钱。
小编不建议盲目跟风考证，毕竟报名费还是不菲的~ 明确目的和用途以后，接着来了解BEC考试。
2、BEC考试地位
剑桥商务英语考试(Business English Certificate，简称BEC)由剑桥大学外语考试中心ESOL(雅思就是他家出品)研发举办，是最早(1993年)进入中国的商务英语考试。
几十年来，BEC考试体系已经比较成熟，被欧洲乃至全球众多教育机构、企业认可，素有“外企通行证”、“外企绿卡”的美誉。
百度一下，你会看到如下简介：
BEC是英国剑桥大学考试委员会(UCLES)专门为非英语母语国家的人员，进行国际商务活动的需要而设计的，是全球求职英语能力证明的首选证书。
很多企业的招聘考试采用了BEC考试题目，它是进入西门子、普华永道、强生等500强公司的一块敲门砖，被誉为"MBA预备班 "的BEC，还被复旦等诸多中国名校采选为英文专业课。
BEC的权威性和高含金量使其成为中国影响力最大的职业类英语证书，是“职场英语”、“商务英语”的代名词。
BEC考试报报名需要什么条件?报名没有年龄、职业、学历、地区、民族、国籍、在校与否等限制。(from 剑桥商务英语报名网)而且可以一次报考多个级别。
3、BEC考试内容
四六级考试主要考查在校大学生的实际英语能力，而BEC考试则注重考察考生在真实工作环境中的英语交流能力。
考试由阅读、写作、听力和口语四个部分组成，试题中词汇、文章类型以及情景设置都与商务英语相关。
在积极备考BEC考试的过程中，考生可以全方位提升自身商务英语技能，为走上职场奠定专业基础。例如：商业英文文书撰写、商业英文文件阅读、职场小组讨论等。(from BEC官网)
4、BEC考试考试知名度/含金量
对于在校大学生来说，四六级当然是校招/四大/公务员等招聘筛选简历的首选考试(认知面最广)，而且分数越高越占优势。
如果你对含金量的定义是入职门槛，那么对于千万学子来说，四六级当仁不让。但对于职场白领，以及想进500强的大三大四的学生来说，业内有这么一个公式：
雅思托福>BEC>托业(认可度/含金量)
小编要补充说明的是：雅思托福主要是申请出国留学用的，也有少数单位招聘要求托福雅思成绩。是少数哦。
雅思托福报名费动辄一两千，从性价比来看，求职外企推荐BEC证书(职场精英晋升实力证明)。出国党、学霸和刚需请随意。
附上往年BEC考试报名费用→ BEC初级465元，BEC中级580元;BEC高级725元(每年报考有变动，以官网发布为准)
5、适合报考哪个级别?
小编翻阅了大量过来人的经验，有一条看似扎心但实际很有用的结论：
BEC初级价值不大，相当于四级以下水平，不建议考;
BEC中级略显鸡肋，和其他考试尤其是六级和专四或者中高级口译证书来比，没有太大的竞争力。可以当做跳板过渡，介于四级和六级之间。
要考就考最高级别的——BEC-H。最高级的证书肯定是最有价值的。
建议大学英语过了6级的直接报考高级。
据考过的小伙伴们反馈，如果你的工作语言是英语或者会涉及到英文内容，BEC高级会对你有很大帮助。
不仅在整个备考过程会学到很多东西，高级证书拿到手后，日后职场会持续受益，比如get到一些商科知识架构，写出的商务信函、汇报言辞和格式基本是模板啊。
英语能力提升首选~而且BEC证书，一旦考取，成绩终身有效，从这种“一劳永逸”来看，性价比又比雅思托福高出不知多少倍。
6、备考建议
BEC是一门综合性比较高的考试，听说读写四项能力都有考查。小编想要提醒大家两点：
第一，口语很重要，外企面试是一定会用到口语。BEC考的口语比四六级口试难上许多，但考察点比较全面，对英语能力的实际提升很有帮助。就国内英语学习环境看，口语始终是短板。
如果你的英语在大学四级水平，且口语不是很好/薄弱，只是想拿一个证，可以考虑报考中级。而打算报考高级(尤其是目标是Grade A)的同学，口语很重要!考前1个月每天至少练一个小时口语吧。和小伙伴一起练哦~
第二，中级和高级最大的区别在听力难度上，备考一定要注重听力能力的训练和提升。
7、有没有必要报班学习?
报班的作用是扫盲——熟悉题型，跟老师学习考试技巧，对于没地儿练口语，考前心情紧张的人来说，报班给你一个跟学伴练口语的机会(口语有个task是discussion)
如果你已经知道题型且水平不错，有一套行之有效的学习方法，且有较强的执行力，主要就是靠自学了。
BEC商务英语中级考试真题
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行业的问题。IT行业的人才紧缺并且青黄不接，很多公司只顾短期利益，不愿意投入时间和成本进行培训。并且由于待遇等问题，人员流失现象十分严重。
第十三题，问根据第一段，IT部门的成功取决于什么。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.取决于他们能否留住精通于掌握最新技术的人。也就是A所说的，成功留住有技术的员工。
第十四题，问第二段提到的一个问题是什么。第二段这么说：A severe industry-wide lack of investment in training means the long-term skills base is both ageing and shrinking。一个严重的全行业范围的培训投入缺口意味着长期技术基础不仅老化而且紧缩。简单的说，就是人才短缺并且青黄不接。选B：有技术的IT人才未来会更少。Pool在这里是供应、聚集的意思。a pool of skilled labour：supply, common supply, reserve。
第十五题，问对于第三段提到的IT行业的长期问题的可能的解决方法是什么。答案在这里：This is the course of action recommended。所以弄明白这里的this is是指代什么，就找到了正确的答案，this is指代的内容在前面：they are stepping up their intake of raw recruits for in-house training, or retraining existing staff from other functions.。他们开始对吸收的生手进行室内培训，或者是从其他功能上对现有的员工重新培训。简单概括，就是培训，无论是新来的还是老员工。答案选B：为新旧员工扩展公司的培训计划。
第十六题，问金融服务行业的一些企业，IT员工问题导致了什么。答案是第四段的这么一句：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这些公司怎么留住人才避免损失呢?提供“黄金手铐”——延期的忠诚分红将他们套到某一天。也就是说给这些员工的分红是延迟发放的。即A选项所说的：对有技术员工一段时期后的现金许诺。Deferred就是after a specified period of time。
第十七题，IT职业者更愿意待在现有的位置上，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.这些分红只有同其他的动力相结合才能成功：有吸引力的职业前景，培训以及和个人长期目标相吻合的有挑战性的工作。也就是C段总结的：为职业发展提供良好的机会。
第十八题，问最后一段说，英国技术基础将被什么削弱。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.。从其他国家招IT人员的反对意见在上升，很多专家相信这会导致培训的减少并因此削弱长期的英国技术基础。即D段说的：从海外招聘IT人员。
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