Hershey

Hershey’s Sweet Mission

Catherine Johnson

Dr. Queensberry

HRM 500

October 28, 2012

Abstract

This paper will discuss and recommend the redesign of Hershey’s performance management system to appeal to their diverse groups it employs. Then, it will discuss as an employee of Hershey how the core values relate to my role with the company. Next, it will identify trends in human resource management and describe one trend that can impact Hershey the most. Finally, it will describe the effects of mentoring and the effects it could have on including the values into the Hershey culture.

Redesign of Hershey and their appeal.

Job redesign means changing the current job design, or how the work will be performed. Hershey has redesigned their performance management system to “appeal to younger generations for eagerness, autonomy, and results” (Noe, Hollenbeck, Gerhart & Wright 2011). There is no reason to recommend changing the current structure but maybe looking into enhancing some areas. The current performance management system works from the bottom up were employees keep track of their goals and progress. Employees are rewarded for the personal contribution and personal growth (The Hershey Company CSR 2011). The new performance management strategy measures business results and to make sure the results are met through the four core values. Those values are, Open to Possibilities, Growing Together, Making a Difference, and One Hershey. Overall they state to embrace diversity, respect people and environment, be leaders and set examples, and to do it together as one.

“Many U.S. companies have already committed themselves to ensuring that they recognize the diversity of their internal labor force and use it to gain a competitive advantage” (Noe, Hollenbeck, Gerhart & Wright 2011). Hershey has evolved and expanded its diversity with the globalization of the company over the years. To attract, develop and engage employees of diverse backgrounds,...