Hershey’s Sweet Mission
Strayer University

Recommendation of Redesign of Hershey’s Performance Management System to Appeal to the Diverse Groups That It Employs Performance management systems assess employees’ performance while ensuring that these performance standards align with the goals and views of the company or organization (Aguinis, 2009). At Hershey, the main diversity stated in the case study was the diversity of age between workers which consisted of millennial workers, those in their 20s, and the baby boomer generation. The performance management is an ongoing effort of Human Resources to identify measure and develop the performance of values that Hershey promotes. Currently the markers for review are based upon the values of the company which include, embracing diversity, sharing knowledge, leading with integrity, teamwork and personal responsibility. The performance management system allows employees to set goals within each value and review is based upon reaching those specified goals (Noe, Holleneck, Gerhart. & Wright, 2011).
Analysis of How a Hershey’s Employee Would Interpret the Values that Hershey Embraces in Relation to Employees
In an effort to improve this performance management system Human Resources may wish to further explore the research that indicates that teams with diverse memberships are likely to have a deeper pool of resources in which the company can benefit from (Bassett-Jones, 2005). Since the current review process consist of setting up personal goals based on the company's value system, employees could also create goals which directly address the learning and training relationship between employees. Goals that a new employee could implement would include an effort to collaborate with elder staff and improve upon policy procedures, lead team discussions on one area of expertise during the year and create