湖南省2020年ACCA国际会计师报考指南——新手报考必看

发布时间：2020-01-09

2020年伊始，相信各位“资深”ACCAer们都知道ACCA国际注册会计师考试是有免试政策的，你了解到自己能免试几个科目吗？51题库考试学习网再次温馨提示一下：这里免试是指的可以不用考试，但免试考试科目的考试费还是要缴的哟~

知道自己能免试几科的ACCAer们虽然可以相对轻松一些，但仍然不可放松警惕、抓紧时间复习才是王道。当然，51题库考试学习网在这里为大家提供了一套关于报考考试科目顺序的宝典（也有除去免试科目的哟），建议各位ACCAer们收藏分享哦~

首先大家先看看最新的免试政策，看看你符合哪个条件，到底能免试几个科目：  

一、ACCA对中国教育部认可的全日制大学在读生(会计或金融专业)设置的免试政策：

1.会计学或金融学(完成第一学年课程)：可以注册为ACCA正式学员，无免试，仅有报名参加ACCA考试资格。

2.会计学或金融学(完成第二学年课程)：也就是完成大二学业，可以免试3门课程(AB-FA)

3.会计学或金融学(完成第三学年课程)：完成大三学业，免试5门课程(AB-PM)

4.其他专业(在校生完成大一后)：非会计或者金融专业的，完成大一学业之后，即可注册但无免试

二、ACCA对中国教育部认可高校毕业生设置的免试政策：

1.会计学(获得学士学位)：本科毕业会计专业的，免试5门课程(AB-PM)

2.会计学(辅修专业)：指的是大学第二选修专业为会计的，免试3门课程(AB-FA)

3.金融专业：本科毕业金融专业的，免试5门课程(AB-PM)

4.法律专业：完成本科法律学习获得学位证的，免试1门课程(LW)

5.商务及管理专业：完成商务专业学习或管理专业学习的，免试1门课程(AB)

6.MPAcc专业(获得MPAcc学位或完成MPAcc大纲规定的所有课程、只有论文待完成但需要出具相关证明哟)：原则上免试九门课程(AB-FM)，其中F6(税务)的免试条件：CICPA全科通过或MPAcc课程中选修了“中国税制”课程。

7.MBA学位(获得MBA学位)：免试3门课程(AB-FA)

8.非相关专业：非以上说描述的专业，则无免试

三、注册会计师考生：

1.2009年CICPA“6+1”新制度实行之前获得CICPA全科通过的人员：免试5门课程(AB-LW和TX)

2.2009年CICPA“6+1”新制度实行之后获得CICPA全科通过的人员：免试9们课程(AB-FM)

3.如果在学习ACCA基础阶段科目的过程中获得了CICPA全科合格证(须2009年“6+1”制度实行后的新版证书)，可以自行决定是否申请追加免试。

四、其他

1.CMA(美国注册管理会计师)全科通过并取得证书：免试AB-FA

2.USCPA(美国注册会计师)全科通过：免试AB-TX、AA、FM(共免8门)

看完以上最新免试条件，相信各位ACCAer们清楚自己是否有免试的资格和免试几个科目了，那么接下来就是大家十分期待的：如何合理搭配考试科目，才能最大化的通过考试？

ACCA考试科目共15科，分为四个大模块：知识模块(ACCA考试科目AB-FA)、技能模块(ACCA考试科目LW-FM)、核心模块(ACCA考试科目SBL&SBR)、选修模块(ACCA考试科目AFM-AAA)。学员只需要通过11门必修科目及2门选修科目共13门课程即可通过考试，获得ACCA证书。

不过，总体来说，ACCA考试科目有两个部分：基础阶段和专业阶段。主要的学习内容是哪些呢？它们各自有哪些特点呢?

第一部分为基础阶段，主要分为知识课程和技能课程两个部分。知识课程主要涉及财务会计和管理会计方面的核心知识，也为接下去进行技能阶段的详细学习搭建了一个平台。技能课程共有六门课程，广泛的涵盖了一名会计师所涉及的知识领域及必须掌握的技能。这一部分是对学员基础知识的考核和巩固，在ACCA考试中也只有通过了基础阶段的部分才可以报考专业阶段的部分，这个顺序是固定的不能变的。

第二部分为专业阶段，主要分为核心课程和选修(四选二)课程。该阶段的课程相当于硕士阶段的课程难度，是对第一部分课程的引申和发展。因此对各位考生的要求将会更加的严格，该阶段课程引入了作为未来的高级会计师所必须的更高级的职业技能和知识技能。选修课程为从事高级管理咨询或顾问职业的学员，设计了解决更高级和更复杂的问题的技能。因此这一部分必须要求考试基础十分牢固，并且理解能力和学习能力都要更上一层楼才可以。

51题库考试学习网先大致将考生的情况分成三种：无免考、免考1~2科、免考超过3科，免考的科目数目的不同，考试科目的搭配建议有所不同。

1、无免考情况考试科目搭配

51题库考试学习网建议各位考生从相对简单的科目入手，层层深入，让自己慢慢适应考试难度。所以还是从最基本的科目F1、F2、F3开始考，F1、F2、F3相对较简单，如果不想一次考三科，可以按F1-F3-F2这个顺序来报考。这三科为机考形式，有70%的选择题，所以在ACCA的入门阶段还是相对较简单的，通过率相对于后面的科目还是高很多的，中国考生的通过率也普遍较高。

F6、F7、F9，这些科目计算偏多，考试时笔试语言相对其他科目较少，接受起来相对容易;而F4、F5、F8属于文字较多的科目，对于写作能力要求相对强一些。因此计算能力强或者说对数字敏感的考生可以报考F6、F7、F9，而擅长写作和语言能力的考试就先报考F4、F5、F8。注意哦，这里不建议一次性报考所以计算科目或者语言文字类的科目，建议将这两类考试分开报，擅长哪一类就多报一科即可。

2、免考1-2科情况考试科目搭配

对于英语能力稍强的同学，建议还是按科目本身的顺序来报考。如果是第一次考的话，报考最多不要超过2科，压力可能会有点大，防止后期学习时间无法保证，可能会导致需要放弃某科考试而浪费金钱和时间的后果，得不偿失。因此，建议考生要根据自己的实际能力来报考考试，因为毕竟考试的有效期是7年，时间还算长，不用担心通过的考试成绩过期无效。

3、免考超过3科情况考试科目搭配

如果是英语能力稍弱的同学，建议可以从计算偏多的科目开始报考，比如F6、F7、F9，这些科目计算多于论述，因此备考起来相对容易;相对地，F4、F5、F8属于需要写的比较多的科目，对于英语的文字能力要求相对强一些。当然，这些只是建议，学员也可以根据自身的具体情况来决定报考科目，学会搭配科目可以大大地促进学习效率。51题库考试学习网建议大家科学地备考，善于发现科目与科目之间存在的相似性，或许一个知识点可以反复在不同考试科目中利用也说不定哦~

此外，根据网上对1000名ACCA自学考生的调查发现：2门科目最佳搭配组合是：F7/F8、F4/F5、F8/F9、F4/F6、F5/F9、F6/F7。以此类推，当然这具体需要按照自己对各科目的知识点熟悉程度综合而定。

科目搭配报考是门学问，考生根据具体情况，按照自身对项目知识点的熟悉程度进行合理的科目搭配，第一次的话每次报考两门课程，不要超过三门，以免后期学习时间无法保证，导致需要放弃某科考试而浪费金钱和时间。

以上就是关于ACCA考试报考科目顺序的一些建议，总而言之，大家还是需要根据自己实际的学习情况来报考，毕竟这些技巧是死的，人是活的，只有适合自己的才是最科学的方法，最后祝大家考试顺利通过~

下面小编为大家准备了 ACCA考试 的相关考题，供大家学习参考。

(iii) Flexibility. (3 marks)

正确答案：
(iii) Flexibility may relate to the company being able to cope with flexibility of volume, delivery speed or job specification. In
this particular context, flexibility appears to have been problematic for HLP as evidenced by the fact that 320
consultations relating to commercial were subcontracted during the year. This could be due to the lack of the ability of
HLP advisors to be able to provide consultations to a potentially wide-range of commercial clients, i.e. the variability in
the ‘job specification’ requires greater flexibility than HLP can deliver. Furthermore, a total of 600 consultations relating
to litigation work were also subcontracted throughout the year. These subcontract consultations might be due to the
inability of HLP to deal with fluctuations in demand.

(iii) Whether or not you agree with the statement of the marketing director in note (9) above. (5 marks)

Professional marks for appropriateness of format, style. and structure of the report. (4 marks)

正确答案：

(iii) The marketing director is certainly correct in recognising that success is dependent on levels of service quality provided
by HFG to its clients. However, whilst the number of complaints is an important performance measure, it needs to be
used with caution. The nature of a complaint is, very often, far more indicative of the absence, or a lack, of service
quality. For example, the fact that 50 clients complained about having to wait for a longer time than they expected to
access gymnasium equipment is insignificant when compared to an accident arising from failure to maintain properly a
piece of gymnasium equipment. Moreover, the marketing director ought to be aware that the absolute number of
complaints may be misleading as much depends on the number of clients serviced during any given period. Thus, in
comparing the number of complaints received by the three centres then a relative measure of complaints received per
1,000 client days would be far more useful than the absolute number of complaints received.
The marketing director should also be advised that the number of complaints can give a misleading picture of the quality
of service provision since individuals have different levels of willingness to complain in similar situations.
The marketing director seems to accept the current level of complaints but is unwilling to accept any increase above this
level. This is not indicative of a quality-oriented organisation which would seek to reduce the number of complaints over
time via a programme of ‘continuous improvement’.
From the foregoing comments one can conclude that it would be myopic to focus on the number of client complaints
as being the only performance measure necessary to measure the quality of service provision. Other performance
measures which may indicate the level of service quality provided to clients by HFG are as follows:
– Staff responsiveness assumes critical significance in service industries. Hence the time taken to resolve client
queries by health centre staff is an important indicator of the level of service quality provided to clients.
– Staff appearance may be viewed as reflecting the image of the centres.
– The comfort of bedrooms and public rooms including facilities such as air-conditioning, tea/coffee-making and cold
drinks facilities, and office facilities such as e-mail, facsimile and photocopying.
– The availability of services such as the time taken to gain an appointment with a dietician or fitness consultant.
– The cleanliness of all areas within the centres will enhance the reputation of HFG. Conversely, unclean areas will
potentially deter clients from making repeat visits and/or recommendations to friends, colleagues etc.
– The presence of safety measures and the frequency of inspections made regarding gymnasium equipment within
the centres and compliance with legislation are of paramount importance in businesses like that of HFG.
– The achievement of target reductions in weight that have been agreed between centre consultants and clients.
(Other relevant measures would be acceptable.)

(b) Discuss the nature of the following issues in developing IFRSs for SMEs.

(i) The purpose of the standards and the type of entity to whom they should apply. (7 marks)

正确答案：
(b) There are several issues which need to be addressed when developing IFRSs for SMEs:
(i) The purpose of the standards and type of entity
The principal aim of the development of an accounting framework for SMEs is to provide a framework which generates
relevant, reliable and useful information. The standards should provide high quality and understandable accounting
standards suitable for SMEs globally. Additionally they should meet the needs set out in (a) above. For example reduce
the financial reporting burden for SMEs. It is unlikely that one of the objectives would be to provide information for
management or meet the needs of the tax authorities as these bodies will have specific requirements which would be
difficult to meet in an accounting standard. However, it is likely that the standards for SMEs will be a modified version
of the full IFRSs and not an independently developed set of standards in order that they are based on the same
conceptual framework and will allow easier transition to full IFRS if the SME grows or decides to become a publicly listed
entity.
It is important to define the type of entity for which the standards are intended. Companies who have issued shares to
the public would be expected to use full IFRS. The question arises as to whether SME standards should apply to all
unlisted entities or just those listed entities below a certain size threshold. The difficulty with size criteria is that it would
have to apply worldwide and it would be very difficult to specify such criteria. Additionally some unlisted companies, for
example public utilities, have a reporting obligation that is equivalent to that of a listed company and should follow full
IFRS.
The main characteristic which distinguishes SMEs from other entities is the degree of public accountability. Thus the
definition of what constitutes an SME could revolve around those entities that do not have public accountability.
Indicators of public accountability will have to be developed. For example, a listed company or companies holding assets
in a fiduciary capacity (bank), or a public utility, or an entity with economic significance in its country. Thus all entities
that do not have public accountability may be considered as potential users of IFRSs for SMEs.
Size may not be the best way to determine what is an SME. SMEs could be defined by reference to ownership and themanagement of the entity. SMEs are not necessarily just smaller versions of public companies.

(c) Describe the purposes for which a person specification might be used. (4 marks)

正确答案：
Part (c):
The person specification might be used for a number of purposes:
In recruitment, to provide an illustration of the type of candidate sought prior to the selection stage.
In selection, the most obvious and popular use of this document, is to assess whether an individual’s personality, abilities and
experience match the organisation’s requirements.
For promotion, to evaluate whether an individual has the necessary ability and personality to move within the organisation.
In evaluation of performance to assess whether the person has demonstrated the necessary skills to do the job effectively.
In disciplinary procedures through demonstrating that the person specification required to do a particular job for which some one
was appointed are not evident or being applied. For example, where an employee required to be discrete is discovered to have
disclosed confidential information to third parties.

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