How to approach Speaking Test Part Three&8226;In this part of the test you work with the o

ne extra word. It is either grammatically incorrect or does not fit in with the meaning of the text. Some lines, however, are correct.

?If a 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.

Know the needs of' your audience. Put what you have to say in a logical sequence. Ensure your speech will be captivating up to

34 your audience as well as worth their time and attention. Practice

35 and rehearse of your speech at home or where you can be at ease

36 and comfortable, in the front of a mirror, your family, friends or

37 your colleagues. Use a tape-recorder and listen to yourself. Videotape

38 your presentation and analyze on it. Know what your strong and

39 weak points are. Emphasize your strong points during your presentation.

40 When you are presenting it in front of an audience, you are performing

41 as an actor is on stage. How much you are being perceived is very

42 important. Dress appropriately for the occasion, Be solemn if your

43 topic is serious. Present the desired image to your audience. Speak

44 slowly, enunciate clearly, and show off appropriate emotion and feeling

45 relating to your topic subject. Vary the tone of your voice and dramatize if necessary.

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Read the article about interview below.

Choose the best sentence to fill in each of the gaps.

For each gap 8—12, mark one letter (A—G) on your Answer Sheet.

Do not use any letter more than once.

There is an example at the beginning.

Have a Successful Interview

The aim of a job interview is to C This is not only a matter of having the necessary technical knowledge and skills. You must also have the motivation, the ability to adapt to new ways of working and to a new work environment, and the personality to do the job and fit into a new team. The ability to cope with stress and get on with people is essential. These include getting on with people, oral and written communication, team working, problem solving and good time management.

Most people think that interviewers know what they are looking for and will recognise it when they see it. (8)…This applies to recruiters as much as anyone else. In fact, a former head of selection at one big firm used to say that" some interviewers are so poor that they would do better to rely on chance! '

In companies which recognise this, various methods are used to try to find the right person. (9)…

Research has shown that this approach is more reliable than the ordinary job interview, though not as effective as using personality tests or assessment centres.

In a structured interview the interviewer groups the qualities listed in the job specification under various headings. There are two well-established structures for this: the National Institute of Industrial Psychology's Seven-Point Plan and the Five-Fold Grading System. Both these systems cover factors such as physical appearance, qualifications, general intelligence, motivation and previous experience. (10)…

However, they should not give equal weight to each one. Some factors are more important in one job than another. For example, physical appearance and manner will be more important in a sales position than in a researcher who works behind the scenes. It is also a fact that the impact the candidate makes in the first three or four minutes of an interview is of major importance. (11)…A decision not to hire is often made during those first few minutes.

It is not always possible to tell whether structured interview techniques are being used if interviewers ask questions systematically, using some kind of checklist, and occasionally make a brief note, they probably are. On the other hand, if the interviewer goes through your application form. to confirm what you have already said, or asks irrelevant questions, or jumps from one topic to another, the interview is unlikely to be structured. Before you attend any interview, look again at the job description and the personal specification. (12)…If you already have a mental list of the key points that you need to mention, you are unlikely to waste time giving irrelevant information or to omit important points in your favour.

A Study them closely and assess what your interviewer will be looking for.

B However, people are actually not very good at assessing one another.

C establish whether you are likely to do well in a particular job in a specific organization.

D Although a favourable impression may be reversed later in the interview, a negative impression is rarely changed.

E The most common is the structured interview.

F The effectiveness of the interviewer can be improved by training.

G For each of these areas the interviewers score candidates against how well they fit the job specification.

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听力原文：Man: Tell me about this new cleaner please. Can it be used to clean metal?

Woman: Yes, on certain kinds. It's very good on aluminum and brass.

Man: Aluminum and brass. I see. What about other metals? Can it be used with silver?

Woman: Well, it's not really very good with silver. We have a special cleaner for silver.

Man: Oh. And what about enamel surfaces, like on a bathtub, for example.

Woman: Yes, it works well on enamel.

Man: And what about on things like floor tiles?

Woman: Yes, it's perfect for floor tiles. It really takes off tough stains and marks. But it's not good for cleaning wooden floors or wooden surfaces. It might even damage them.

Man: How about plastic?

Woman: Plastic's fine. No trouble at all.

Man: Good, then I'll take two cans, please.

&8226;Look at the notes below.

&8226;You will hear a conversation about a new type of cleaner.

Cleaner Message

1．It's very good on aluminum and (9)______, but not very good with (10)______.

2．It works well on enamel, it's perfect for floor tiles. But it's not good for (11)______floors; however, (12)______is fine.

&8226;Read the article below about the importance of human resource (HR) management.

&8226;Choose the best sentence from the opposite page to fill each of the gaps.

&8226;For each gap (8-12), mark one letter (A-G) on your Answer Sheet.

&8226;Do not use any letter more than once.

Human resource management

It is nearly a century since the car manufacturer Henry Ford said, 'You can destroy my factories and offices, but give me my people and I will build the business right back up again.' In the light of this statement, it is odd that people management has taken so many years to move up the agenda. But a few business theorists are beginning to argue that managing people well can add more to the bottom line than anything else.

Mike Manzotti, a leading American author in this area, has strong views about the growing importance of human resources in today's business world. (8) . A company with high staff commitment, for example, has an asset that its rivals find hard to copy. Research in Britain would appear to support this notion. A recent business school survey into the performance of eight multinationals found that people management could be the most decisive factor in a company's performance. Another study indicated the same thing in medium-sized manufacturing firms. (9) . After all, how can an organisation evaluate the commitment of its staff?

For this reason, the researcher George Hessenberg argues that a scientific approach is needed. He feels that when HR professionals suggest changing an organisation's compensation structure or being more selective in recruiting, they are asking for things that require resources. (10) .

Some new approaches are emerging that attempt to do just that, including the scheme devised by consultants Couze Jordan. The scheme, which covers communication, recruitment, and use of resources, predicts that significant improvements in these areas achieve an increase in shareholder value of up to 30 per cent.

Another programme, launched by James Lester, an independent human resources expert, approaches the problem from a perspective that is designed to appeal to a wide range of managers. (11) . Both, he argues, involve appropriate decisions being made about the allocation of resources within a particular budget.

Lester's expertise enables him to carry out an organisational audit for his clients to identify which areas of HR are in most need of improvement. This is because there is no point in businesses spending large amounts without knowing if the investment is worthwhile. (12) . Lester's advice, however, is for companies to think twice before hiring people, since it is vital they assess whether they are getting value for money.

A But the findings are inconclusive because of the difficulty of collecting reliable evidence.

B He argues that the role of a skilled, motivated and flexible workforce has become more significant as traditional sources of competitive advantage diminish.

C For example, a common mistake is to spend a fortune on recruitment to cover up for deficiencies in training.

D However, most leading experts in the field believe that there is sufficient evidence to support this model of workplace dynamics.

E He compares the positive use of human resources to effective fund management, as this is something that senior executives can relate to.

F He believes, however, that the only way they will gain approval for these potentially expensive initiatives is to have some data that demonstrates positive financial benefits.

G In the light of this statement, it is odd that people management has taken so many years to move up the agenda.

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to the Board of Directors.

&8226;Study the graphs below, on which you have made some handwritten notes.

&8226;Then, using all these handwritten notes, write your report.

&8226;Write 120-140 words.

&8226;Write on the separate answer paper provided.

uld you like me to re serve you a table in our restaurant this evening?

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acy invaded. We can now offer a range of products designed to reduce the possibility of unwanted intrusion. Visit our new showroom for the latest specialist innovations including listening devices, communications equipment, personal protection, video cameras and much more.

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