2023年商務(wù)英語中級(jí)閱讀真題精講

2023年商務(wù)英語中級(jí)閱讀真題精講2023年商務(wù)英語中級(jí)閱讀真題精講Innaturetherearenogroundlesstalk,theearthwillnotform.以下是我為大家搜尋整理的2023年商務(wù)英語中級(jí)閱讀真題精講，期望能給大家?guī)韼兔?更多精彩內(nèi)容請(qǐng)準(zhǔn)時(shí)關(guān)注我們應(yīng)屆畢業(yè)生考試網(wǎng)！人郵第三輯真題TEST2READINGPARTProblemsintheITindustryIntheinformationtechnologyindustry,itiswidelyacknowledgedthathowwellITdepartmentsofthefuturecanfulfiltheirbusinessgoalswilldependnotontheregularupdatingoftechnology,whichisessentialforthemtodo,butonhowwelltheycanholdontothepeopleskilledatmanipulatingthenewesttechnology.Thisisbecomingmoredifficult.BestestimatesofthecurrentshortfallinITstaffintheUKarebetween30,000and50,000,andgrowing.Andthereisnoendtotheprobleminsight.Asevereindustry-widelackofinvestmentintrainingmeansthelong-termskillsbaseisbothageingandshrinking.Employersarechasingexperiencedstaffinever-decreasingcircles,and,accordingtoarecentgovernmentreport,250,000newITjobswillbecreatedoverthenextdecade.Mostemployersareconfiningthemselvestodealingwiththeimmediateproblems.Thereislittleevidence,forexample,thattheyaresteppinguptheirintakeofrawrecruitsforin-housetraining,orretrainingexistingstafffromotherfunctions.ThisisthecourseofactionrecommendedbytheComputerSoftwareServicesAssociation,butresearchshowsitsmembersareadoptingtheshort-termmeasureofbringinginmoreandmoreconsultantsonacontractbasis.However,thisapproachisbecominglessandlessacceptableasthegeneralshortageofskills,coupledwithhighdemand,sendscontractorratessoaring.Anexperiencedcontractprogrammer,forexample,cannowearnatleastdoublethecurrentpermanentsalary.WithITprofessionalsincreasinglyattractedtothefinancialrewardsandflexibilityofconsultancywork,averagestaffturnoverratesareestimatedtobearound15%.WhilemanycompaniesinthefinancialservicessectoraremanagingtocontaintheirlossesbyofferingskilledITstaffgoldenhandcuffs-deferredloyaltybonusesthattietheminuntilacertaindate-otherorganisations,likelocalgovernments,areunabletomatchthecompetitivesalariesandperksonofferintheprivatesectorandcontractormarket,andaresufferingturnoverratesofupto60%ayear.Butwhileloyaltybonuseshavegrabbedtheheadlines,thereareothermeansofholdingontostaff.SomecompaniesaredoingadditionalITpayreviewsintheyearandpayingmarketpremiums.Butsuchmeasurescancreateseriousemployeerelationsproblemsamongthoseexcluded,bothwithinandoutsideITdepartments.Manyindustryexpertsadviseemployerstolinkbonusestoperformancewhereverpossible.However,employersarerealisingthatbonuseswillonlysucceediftheyareaccompaniedbyotherincentivessuchasattractivecareerprospects,training,andchallengingworkthatmeetstheindividualslong-termambitions.Thismeansmanagersneedtoallocateassignmentsmorestrategicallyandthinkaboutadvancingtheirstaffaswellastheirbusiness.Someemployersadvocategivingkeyemployeesprojectsthatwouldnormallybehandledbypeoplewithslightlymoreexperienceorcapability.Formanyemployers,however,theurgencyoftheproblemdemandsamoreimmediatesolution,suchasrecruitingskilledworkersfromoverseas.Buteventhisisnoteasy,withstrictquotasonthenumberofworkpermitsissued.Inaddition,oppositiontotherecruitmentofITpeoplefromothercountriesisgrowing,asmanyprofessionalsbelieveitwillleadtoevenlessinvestmentintrainingandthusalong-termweakeningoftheUKskillsbase.Accordingtothefirstparagraph,thesuccessofiTdepartmentswilldependonAtheirsuccessatretainingtheirskilledstaff.Btheextenttowhichtheyinvestinnewtechnology.Ctheirattemptstorecruitstaffwiththenecessaryskills.Dtheabilityofemployeestokeepupwiththelatestdevelopments.AthegovernmentneedstocreatethousandsofnewITposts.BthepoolofskilledITpeoplewillgetevensmallerinthefuture.CcompanybudgetsforITtraininghavebeendecreasingsteadily.DolderITprofessionalshavenothadadequatetraining.Whatpossiblesolutiontothelong-termproblemsintheITindustryisreferredtointhethirdparagraph?AensurethatpermanentstaffearnthesameascontractstaffBexpandcompanytrainingprogrammesfornewandoldemployeesCconductmoreresearchintothereasonsforstaffleavingDoffertopratestoattractthebestspecialistconsultantsInsomebusinessesinthefinancialservicessector,theITstaffingproblemhasledtoAcashpromisesforskilledstaffafteraspecifiedperiodoftime.Bmoreemployeesseekingalternativeemploymentinthepublicsector.Cthelossofcustomerstorivalorganisations.Dmoreflexibleconditionsofworkfortheirstaff.EmployersacceptthatITprofessionalsaremorelikelytostayintheirpresentpostiftheyAaresetmorerealisticperformancetargets.Bhaveagoodworkingrelationshipwithstaffinotherdepartments.Careprovidedwithgoodopportunitiesforprofessionaldevelopment.Dreceivearemunerationpackageattopmarketrates.Accordingtothefinalparagraph,theUKskillsbasewillbeweakenedbyAchangestomanagersstrategicthinking.BinsufficientresponsibilitybeinggiventoITstaff.CtheemploymentofITstaffwithtoolittleexperience.DthehiringofITpersonnelfromabroad.《ProblemsintheITindustry》，IT行業(yè)的問題。IT行業(yè)的人才緊缺并且青黃不接，許多公司只顧短期利益，不情愿投入時(shí)間和成本進(jìn)行培訓(xùn)。并且由于待遇等問題，人員流失現(xiàn)象非常嚴(yán)峻。第十三題，問依據(jù)第一段，IT部門的勝利取決于什么。答案是but后面的~1句：butonhowwelltheycanholdontothepeopleskilledatmanipulatingthenewesttechnology.取決于他們能否留住精通于把握最新技術(shù)的人。也就是A所說的，勝利留住有技術(shù)的員工。第十四題，問其次段提到的一個(gè)問題是什么。其次段這么說：Asevereindustry-widelackofinvestmentintrainingmeansthelong-termskillsbaseisbothageingandshrinkingo一個(gè)嚴(yán)峻的全行業(yè)范圍的培訓(xùn)投入缺口意味著長期技術(shù)基礎(chǔ)不僅老化而且緊縮。簡潔的.說，就是人才短缺并且青黃不接。選B：有技術(shù)的IT人才將來會(huì)更少。Pool在這里是供應(yīng)、聚集的意思。apoolofskilledlabour：supply,commonsupply,reserveo第十五題，問對(duì)于第三段提到的IT行業(yè)的長期問題的可能的解決方法是什么。答案在這里：Thisisthecourseofactionrecommendedo所以弄明白這里的thisis是指代什么，就找到了正確的答案，thisis指代的內(nèi)容在前面：theyaresteppinguptheirintakeofrawrecruitsforin-housetraining,orretrainingexistingstafffromotherfunctions.o他們開頭對(duì)汲取的生手進(jìn)行室內(nèi)培訓(xùn)I,或者是從其他功能上對(duì)現(xiàn)有的員工重新培訓(xùn)O簡潔概括,就是培訓(xùn)，無論是新來的還是老員工。答案選B：為新舊員工擴(kuò)展公司的培訓(xùn)方案。第十六題，問金融服務(wù)行業(yè)的一些企業(yè)，IT員工問題導(dǎo)致了什么。答案是第四段的這么一句：WhilemanycompaniesinthefinancialservicessectoraremanagingtocontaintheirlossesbyofferingskilledITstaffgoldenhandcuffs-deferredloyaltybonusesthattietheminuntilacertaindate這些公司怎么留住人才避開損失呢?供應(yīng)〃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(fā)放的。即A選項(xiàng)所說的：對(duì)