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发表于 2011-10-31 14:29 | 显示全部楼层 |阅读模式
BEC真题集 第四辑 (二)
这篇文章讲的是外购(outsourcing)分别有四位专家就这个问题给出自己的看法。如果对文章有个大概、基本的了解,很多题目不用细看就可以得出结论。
0.      outsourced processes not being entirely separate form the rest of the business.
外包的过程与其余的业务并不是完全分离的。
1.      the need to teach skills to employees working on the outsourced process.
需要教给员工外包过程的技能。
2.      remembering the initial reason for setting up the outsourced project.
记住建立外包计划的最初原因
3.      the need to draw up agreements that set out how integration is to be achieved.
需要签订协议来设置如何实现一体化。
4.      addressing the issue of staff who work on the outsourced process being at a distant site.
负责外包过程的员工用远程来解决问题
5.      the importance of making someone responsible for the integration process.
让某人负责一体化过程是重点
6.      staff on the outsourced project familiarizing themselves with various details of the business.
外派人员要熟悉自身工作的不同细节。
7.      problems being associated with an alternative to outsourcing
问题与外包的替代品相联系
What a business decide to outsource its IT services, it needs to consider the question of integration. Four experts give their views.
A
Gianlucs Tramcere, Silice Systems
An outsourced IT service is never a fully independent entity. It is tied to the home company’s previous and continuting systems of working. But despite the added responsibility 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.
IT服务不再是一个完全独立的整体,它是将母公司的过去的以及持续的系统连接起来工作。但是尽管有额外负责人的过程,他们没有建立合同定义两个公司将彼此配合相处的方法。而且单独关注服务提供的技术方面。
Kevin Rayner, Domola
Businesses need to build integration competency centers dedicated to managing the integration effort. (5)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, as the same time, outsourcing involves gaining people. (1)Because there is a new operation being carried out in a different way outside of the home business, this creates a training element.
公司需要建立整体技能中心致力于设法整体化努力。有专人负责检查内外部相结合的业务操作是关键。虽然公司通常认为外包作为一个除去人力和资产的方法,他们同时需要记住,外包也包括赢得员工。因为新的操作是在本公司以外的地方以一种新的方式被执行,所以产生了培训成分。
C
Clayton Locke, Digital Solutions
Communication is the way to success, and outsourcing to other regions or countries can lead to a range of problems. For any such initiative, it is necessary to(6) create a team where 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 , (4)outsourcing personnel have to talk to the home company’s executive and users to understand their experiences.
交流是成功的方法,对其他地区或者国家的外包能够导致一系列问题。对于任何这种行动,必须打造一个对目标和动机都有清晰理解的团队。把人们从外包中心带到原址是必要的。因为这能帮助了解所存在系统的复杂性。为了有效的整合,外包人员不得不跟原公司总裁以及使用者谈话来了解他们的经验。
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 rational 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.
一个避免整合困难的方法是与外包商建立一个风险合资公司。因此,公司能够为了分享利益而交换资产,然而风险合资带来潜在的问题,而且公司应该小心不要忘记外包的基本原因:为了某个原因为了在一个领域获取成本效益以及服务质量,不能完全在自己公司执行。应该顾及复杂性以及合资革新的成本。
The best person for the job
这篇文章有些misleading,” The best person for the job”还以为是招人的标准,其实这篇文章是关于human resource的,所以还是要适当关注文章的说明:the article below about the changing role of human resources departments.
Employees can make a business succeed or fail, so the people who choose them have a vital role to play.
员工能够决定生意的成败,因此招聘员工的人是关键。
Employees are a company’s new ideas, its public face and its main asset. Hiring the right people is therefore a significant factor in a company’s success. On the other hand, recruiting the wrong staff can lead to disaster. If the human resources department makes mistakes with hiring, keeping and dismissing staff, a business can disappear overnight. Many companies now realize that recruiting the best recruiters is the key to success.
员工时公司的新想法、公众形象以及主要财产。因此雇佣一个合适的人是公司成功的重要因素。另一方面,招聘不合适的人能够导致灾难。如果人力资源部门在雇佣的时候出错,保留和解雇员工,生意都可能在一夜之间消失。许多公司现在认识到招聘最好的面试官是成功的关键。
Sarah Chol, Head of HR at Enco plc, believes that thinking commercially is a key quality in HR. every decision an HR manager makes needs to relevant to advancing the business. (8)Other departments and senior executives used to see HR managers as having a purely administrative role. That’s 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)They therefore need to be competent in many aspects of a company’s operations. For example, a chief executive will expect the HR department to advise on everything from the headcount to whether to proceed with an acquisition.
Enco 有限公司的人力资源经理Sarah Chol相信商业化思维是人力资源资质的关键,管理者做的每一个决定都需要与推进业务相联系。其他部门以及高级执行官过去常常把人力资源经理看做纯粹的管理角色。已经不再是这样,现如今人力资源经理不得不更具战略性的思考。因此他们需要具备公司操作许多方面的能力。比如,总裁希望人力资源部门建议从员工总人数到是否推行收购计划的每一件事情。
Why do people go into HR in the first place? Chol has a ready answer. I think most people in the profession are attracted by a long-term goal. (10)Since it’s one of the few areas where you can see the whole operation, it can lead to an influential role on the board. Nothing happens in the company which isn’t affected by or doesn’t impact on its employees, so the HR department is a crucial part of any business.
为什么人们把进入人力资源摆在首位呢?Chol已经有了答案,我认为职业领域的大部分人都被长期的目标所吸引。因为这是让你看到全局操作的少有的领域之一。这是能对董事会产生影响的角色。
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) But rising levels of remuneration demonstrate that the profession’s growing importance is widely recognized. As Chol points out, salaries have never been higher and, in addition, HR managers often receive substantial annual bonuses.
并不是所有的业务经理都同意,去年一个领先的商业杂志关于对人力资源部门态度做了一个非正式的调查,收到诸如“他们实际上有什么贡献”这样的评论。但是上涨的薪酬水平意味着这个职位逐渐增加的重要性得到了广泛的认可。正如Chol指出从来没有更高的工资,此外,人力资源经理经常收到可观的年终奖。
Despite the financial rewards. HR managers often feel undervalued, and this is a major reason for many leaving their job.(12) Being seen as someone who just ticks off other people’s leave and sick days does not help build a sense of loyalty. 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. Chol explains.
尽管有财政奖励,人力资源经理却经常感到被低估,而且这对许多人来说是辞职的主要原因。被视作仅仅对别人的离开和生病的日子划勾的人是没法帮助建立忠诚感的。然而,缺少培训和发展史一个重要的因素,Chol解释说,现如今,良好的职业发展机会被认为是有吸引力的包裹中一个重要的部分。
Critical Path
这篇文章名为《critical path>字面上理解是关键路径,但在此文中是指一个公司的名字。整篇文章都是围绕这个公司遭遇的困境,以及这个公司的执行主席是如何力挽狂澜、扭转乾坤。BEC考试阅读文章的一大特点是逻辑性强,层次分明,读完不会有找不着北的感觉。
When David Hayden realized his company was heading for trouble, he took drastic measures to get it back on track
当David Hayden认识到他的公司面临麻烦,他断然采取措施回归正轨。
David Hayden founded his company. Critical path, an email provider, in 1997 to take advantage of the boom in email traffic. Critical Path became a public company two years later, and Hayden took the opportunity to step down from his executive position in order to work on personal projects. At the same time. He agreed to stay with the company as Chairman, but the business was put in the hands of new managers by its investors. With sector-leading products and an expanding market, the company seemed to be on the up and up. However, by early 2001, it was in trouble. Shares that had been worth$26 in 1999, when they were first sold, were down to a mere 24 cents.
David Hayden建立了他的公司“关键之路”,邮件供应者,在1997年受益于邮件流量的繁荣。“关键之路”两年后成为一个大众公司,而且Hayden得到机会把总裁让位为了实行个人的项目。同时,他同意作为公司的主席,但是业务被投资者转交到由新的管理者手中。随着区域产品的领先以及市场的扩张,公司似乎蒸蒸日上,然而在2001年早期,陷入困境,股票在1999年第一次销售时价值26美元,在2001年下降到仅为24美分。
Called in by a panicking board, Hayden found himself back in charge as Executive Chairman, trying desperately to recue what he could. The 1,100 staff had lost confidence in the company and did not know what was going to happen to them. And, as Hayden discovered, the management team was incompetent. Those guys didn’t understand the product or the sector, says Hayden. The heads of department didn’t communicate and they didn’t lead. But what was worse. Critical Path had lost the goodwill of its investors.
Hayden被惊慌失措的董事会召集回来,他发现自己回来作为总裁团执行主席负责大局,拼命地尽其所能进行挽救措施。1100名员工对公司失去信心也不知道什么事将发生在他们身上。而且像Hayden发现的那样,管理团队无能为力。这些人不了解产品或者部门,Hayden说,部门的总管没有于员工交流和领导员工,但是更糟的是“关键之路”已经失去投资者的信誉。
Hayden knew that bringing the figures under control would be a vital step in the company’s turnaround. You’ve got to sort out the finances. For me, that meant getting back the goodwill of the investors. That was tough, after what had happened. But although they were anger with the company, they didn’t have bad feelings about me. I told them that I knew I could get the company on its feel again. He was authorized to make whatever changes were required, and his first act was to find people within the company he could trust and put them in charge.
Hayden了解带来的数字在控制之内,将成为公司扭转全局的重要一步,你得清理财政,对我来说,那意味着挽回投资者的信誉。这在所发生的一切之后非常困难。但是,虽然他们对公司很生气,他们对我倒没有坏印象。我告诉他们我知道应该让公司也有这种感觉。投资商批准他做一切需要的改变,他首先在公司内找到能够信任的人让他们负责。
The next thing Hayden had to tackle was morale. Everyone left the office at five on the dot-they couldn’t get away quickly enough. To get the buzz back and win the staff over, I had to prove me own commitment and put in the extra hours with them. In return, it was assumed that nobody would ask for overtime pay until the company was on its feet again. Contrary to normal practice. Hayden was reluctant to lay people off, and apart from not replacing people as they reached retirement age, he left the workforce largely unchanged, although he did identify key people throughout the company who were given more responsibility.
Hayden下一件需要做的事情是要解决士气问题。每个人尽可能快的在五点钟准点下班。为了重新繁忙起来并且赢得员工。我必须证明自己的责任感并且和他们一起加班。作为回报,任何人不得要求加班费直到公司再次起步。与常规实践相反,Hayden不愿意解雇员工,而且除非是不可替代的人到了退休年龄,他希望员工配置大部分不变,虽然他确定公司的关键员工被赋予更多的责任。
But, as Hayden insists, before a company reaches such a crisis, there are warning signs that any financial director or accountant should take note of “a business that has an unrealistic pricing policy or has to negotiate extended credit with its suppliers is in trouble, is his message or if you often have to apply for your overdraft limit to be raised or have trouble paying tax on time, something needs to be done.
但是,因为像Hayden坚持,在公司达到这种危机之前,有许多警告的信号是任何财务总监或者会计应该注意“一笔生意有一个不现实的定价或者需要和供应商谈判提高贷款,这是他的信息或者如果你经常不得不为透支限额申请提高或者按时付税发生麻烦,需要做一些事情。
By 2003, the company was healthy again, with reasonably stable finances and a modest but steady share price of $1.60. One thing that helped save us was that our technology worked, says Hayden. With 20 million email accounts, we never lost a single major client because the product kept on working. With ideas of a fresh venture demanding his attention elsewhere, Hayden has moved on. It was time to go, he says I’m not a turnaround specialist, I prefer star-ups.
到2003年,公司重新进入正轨,拥有合理稳定的财政以及一个低调的但是稳定的股价1.6美元,有一件事帮助拯救我们就是我们的技术运作。Hayden说,拥有200万个邮件账户,我们从没失去任何一个客户因为产品保持运行。有一个新的冒险计划需要他关注别的地方。Hayden已经继续跟进,是时候离开了,他说,我不是一个扭转局势的专家,我选择启动。


Fighting Fit
为健康而战
Fine fitness, the health and fitness club operator, announced an impressive set of results yesterday.(19) Reporting a 38-per-cent jump in annual pre-tax profit, the company claimed that it had(20) experienced none of the problems(21) revealed last week by its rival. Top Fit According to Samantha Collier, the chief executive, Fine Fitness(22) remainsstrong and is on(23) track to reach its target of 100 clubs within three years, its strategy unaffected by the apparent (24)slowing down of the economy.
Fine Fitness,健康和健身俱乐部经营者,昨天宣布一系列令人印象深刻的结果。报告年税前收益增长了38%,公司宣布并没有经历上周被竞争对手所揭露的问题。根据总裁Samantha Collier所说的高度健康,Fine Fitness保持强劲,进入正轨去达到它的三年内建立100家俱乐部的目标,这个策略没有受到经济明显放缓的影响。
The company opened 12 new clubs in the past year.(25) bringing its total to 51. They have (26)proved  to be highly successful, with people joining in large numbers, especially in the 25-to-40 age range. Even the more (27)establishedclues are still seeing sales growth, along with rising retention(28) rates of more than 70 per cent. This can be seen as(29) evidence  of the appeal of Fine Fitness.
公司在过去的一年开放了12家俱乐部,使总数达到51个。他们已经证明了高度的成功,随大批人数增加,特别是25-40岁范围内。甚至是已经建立的俱乐部看起来仍然是销售增长,随着70%保留率的提高,这能被认为是Fine Fitness.公司吸引人的证据。
Ms Collier admitted that as there were (30)simply too many companies competing with one another, there would almost certainly be (31)consolidation in the health-and-fitness-club sector of the market. She predicted that, within a relatively short time, there might be only about three major companies still in(32) business . However, she declined to say which these were likely to be.
Collier女士承认这里有太多公司相互竞争,所以需要进行一个整合。在市场的健康和健身俱乐部的部门,她预测,在较短的时间之内,可能市场上的公司会淘汰的只剩下三个。然而,她拒绝说剩下的这些有可能是谁。
Profits rose by £6.3 million, although there was a fall in gross margins from 31 per cent to 28.6 per cent because of higher insurance premiums, extra management costs and start-up expenses for the company’s new (33)venturein Spain.
利润增长到630万英镑,虽然毛利率从31%下滑到28.6%因为更高的保险费用。公司在西班牙进行一些投机活动,因此增加了额外的管理费用和启动资金。
Lebrun Steel Facing up to Tough Times
这篇文章是介绍一个生产商面临的困境及所采取的措施。
After 98 years of trading, the steel manufacturer Lebrun knows from experience how difficult fluctuations in the economic cycle be for suppliers such as themselves. Since many of the nation’s largest production companies (34)这个句子并不是定语从句,主谓宾都很齐全,主语companies,谓语are,宾语its customers所以which 是多余的。are its customers. Lebrun is adversely affected by any change for the worse in the economy. Yet Lebrun has managed to keep(36)keep on doing 继续做什么,接名词的话直接用keep keep sales steady 保持销售平稳,on 多余。 sales steady ( in the region of approximately $2.5 billion) and has recorded only one annual loss during the difficulties of the past five years, (38)but 和despite不能同时使用,必须去掉一个,but 后面要接完整的句子,这个后面不是句子,是名词性成分,所以保留despite,去掉but. despite the effects of the ongoing industrial slowdown. James Griffith, president of Lebrun, now has the task of (39)turn …into, 变为,成为。固定词组。Turning survival into growth 变生存为增长up 多余。turning survival into growth, and his strategy is already becoming clear to (40)句子前后并没有指代的含义,代词those多余。industry observers. In February of this year, the company acquired Bronson plc, (41)a one-time competitor 是修饰前面的bBronson pic, additionally 是另外的,附加的意思,用在这里意思和用法都不同,所以去掉。a one-time competitor a one-time competitor. This merge will greatly expand the size of (42)both 表并列,而这个句子前后是没有并列含义的,只说了扩展规模。所以both 多余。Lebrun’s  labor force, and Griffith estimates it will boost its revenue by nearly 50%, while (43)too是副词,在这里用法不对。increasing the number of plants and R&D centre in(44)in similar way 固定用法,much 多余 a similar way. Griffith is optimistic that(45)while 用来引导时间状语从句,而很明显这个句子并不是,只是由that引导的从句,句子成分很齐全,去掉while. the steel industry is about to pull out of recession, and he wants Lebrun to be ready for this.
Lebrun面对艰难时光
经过98年的贸易,钢铁制造商Lebrun从经验中懂得在经济波动周期中成为像他们这样的供应商是多么困难。因为许多国家最大的生产公司是他们的客户。Lebrun 被经济中任何糟糕的改变不利影响。然而Lebrun已经设法继续保持销售稳定(在地区大约250万美元)并且在过去困难的五年期间,已经记录一年的损失。尽管持续工业放缓的影响,Lebrun 的总裁James Griffith现在任务是从生存转为增长,而且他的策略对工业观察家已经变得清晰。公司收购了Bronson有限公司,一个竞争对手,这个合并将大大扩张公司规模,并且Griffith估计,它将提高收入接近50%,用相似的方法增长工厂数量以及开发中心,Griffith对钢铁工业摆脱衰退很乐观,并且他期望Lebrun等待。
                                                                                                                           
2014、11-2015、02 单词 单词
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发表于 2011-11-1 21:14 | 显示全部楼层
这是哪套真题啊?HANDBOOK上的?
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杰出会员热心助人

发表于 2011-11-2 10:29 | 显示全部楼层
高手!!!帮忙顶一下!
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发表于 2012-11-28 20:26 | 显示全部楼层
Critical Path这篇文章的第三段应该是get the company on its feet again, 不是feel
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发表于 2012-11-29 18:28 | 显示全部楼层
真好,可惜我后天就考了,哎,相见恨晚啊
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