1. Performance Group 7 Nolla, Amelia, Emily, Aska

2. Vocabulary and Phrases: Modal Verbs Modal Verbs are a complex of English grammar. Modals include can, may, might, must and should, which:  are followed immediately by the bare infinitive  have no third person –s in the present  do not take do / does in question forms.

3. Ability and Possibility: can and may can describes ability or knowledge. Ex: I can reach; I’m taller than you are. may and might (no real difference in meaning) are used for possible individual events. Ex: She may be out for lunch or she might have gone home.

4. Permission: can can is also used for permission. Ex: In our company you can decide what kind of benefits you want.

5. Present and Future Obligation: have to, must, need, (be) supposed to to have to is the most common way to express an obligation, since must is generally only used in direct commands by the person in authority. We don’t say I’ve to and have I to? I have to and do I have to?

6. must only exist in the present, will have to is used to form the future. Ex: Helmets must be worn during the visit to the factory.

7. need refers to a necessity rather than an obligation imposed by some external authority, but there is often little difference in meaning from have to. Ex: In England you have to wear a safety belt at all times in a car. Ex: Do I need to wear a jacket and tie for this evening’s meal with our customers?

8. to be supposed to refers to the particular behavior we expect from someone. Ex: The assistants are supposed to wear a uniform, but often they work in casual clothes.

9. should – a.) used to show that sth is the best thing to do b.)used to show what the correct or expected amount, situation etc is……

10. Describing performance How to describe performance? We use our product as an example to describe performance. When we describe performance, the language and style are informal and quite simple.

11. EAN offers the highest effectiveness and long lasting protection for 24 h. Using EAN, it can be absolutely suitable in different situations. EAN can help you find your self-confidently back. EAN company gives always new light and constantly works hard for improvement for the consumers: new contents materials (e.g. cotton and silk excerpts or again for man rank the Micro minerals) and new packing style(e.g. the Big ball roll-on and the Dry cream with click to mechanism) in the last years EAN will offer the different needs individual for women and men. In CF Film, the fairy tale characters will show you : EAN has a provocative potential made everyone attracted by EAN is not impossible for future market. An advertisement

12. Performance Development Plan Continuous Learning -Development of employee skills, knowledge and experience Preparing the Plan - preparation of a performance development plan Considerations -Performance development plans should be considered with the needs of the organization and the needs of the employee in mind. Using the Performance Management Plan Worksheet

13. A list of examples of activities for employee development: Staff Education and Development classes participating in the Staff Affirmative Action programs on-the-job training cross training University course work Extension course work or certificate programs course work from external providers, schools, etc. attending or participating in institutes or conferences

14. Employee Improvement: membership in professional organizations participation in professional organizations coaching or consulting writing professional articles or books individual career counseling new employee orientation working with a mentor management development programs (Management Skills Assessment Program, Middle Management Advance, etc.) attending teleconferences

15. Employee Improvement: internships self-study or reading assignments computer-based training participation in projects membership in campus organizations (e.g., staff associations) participation on teams, task forces, or committees

16. A SMART target is: Specific Measurable Agreed upon Realistic Time-bound

17. References: http://www-hr.ucsd.edu/~staffeducation/guide/devel.html http://www.organizedchange.com/balancedscorecard.htm http://www-hr.ucsd.edu/~staffeducation/guide/devel.html http://www.organizedchange.com/balancedscorecard.htm