BFT模拟试题集(第三版)(出国培训备选人员外语水平考试专用教材)

本书特色

《BFT模拟试题集(第3版)》是全国出国培训备选人员外语水平考试专用教材。

内容简介

本书紧扣教材和考试大纲，根据作者近年业的教学实践经验，精心编写而成。全书包括15套模拟试题，从听力、阅读、写作和口语几个方面对学员进行测试，并配有详细讲解，便于自学。本书的特点在于不仅为考生提供习题与解答，而且在分析考生做题时易犯的错误和存在的问题的基础上，提供了解题思路和应试技巧。
本书不仅适用于参加全国出国培训备选人员外语水平考试的考生，而具适用于参加出国考试（如toefl、ielts）的考生进行自学，可以帮助考生顺利通过考试。

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相关资料

插图：1.If sustainable competitive advantage depends on work-force skills，American firms have aproblem.Human.resource management iS not traditionally seen as a central to the competitivesurvival of the firm of the United States.Skill acquisition is considered an individualresponsibility.Labor iS simply another factor of production to rent at the lowest possible cost-as much as one buys row materials or equipment.2.The lack of the importance attached to human.resource management can be seen in thecooperation hierarchy.In an American firm the chief financial officer is almost always second incommand.The post of head of human.resource management is usually a specialized job，off atedge of corporate hierarchy.The executive who holds it is never consulted on major strategicdecisions and has no chance to move up to Chief Executive Officer.By way of contrast，in Japanthe head of human－resource management iS central——usually the second most importantexecutive.after the CEO，in the firm’S hierarchy.3. While American firms often talk about the vast amounts spent on training their work forces，in fact they invest less in the skills of their employees than do either Japanese or German firms.The money they do iS also more highly concentrated oCt professional and managerial employees.And the limited investments on modem training workers are much more narrowly focused On the specific skills necessary to do the next job rather than on the basic background skills that make it possible to absorb new technologies.