Hershey’s Sweet Mission

Hershey’s Sweet Mission This paper will explore a possible redesign of Hershey’s performance management that will appeal to the types of employees that work for the organization. It will analyze how the average Hershey’s employee might interpret the values the organization embraces in relation to their roles. It will also identify the trends in performance management systems that would most likely impact the Hershey’s organization and describe the effects that mentoring could have on integrating values into the Hershey’s culture.
Redesigning of Hershey’s performance management system In redesigning Hershey’s performance management system I would suggest that they listen to their employees. In listening to their employees during the design phase, it would increase the chances that both employees and management would be likely to participate in the system that evolves. They would need to make sure that they have defined the job duties, purpose of the job and job responsibilities. Hershey’s would need to make sure that they define goals and duties with measurable results and clarify those goals in terms of the priority for their employees. Ideally management would hold interim discussions that would give employees positive and constructive feedback about their performance. Management would also need to hold performance review discussions on a regular basis which could be annually, bi-annually, quarterly or monthly. These discussions could be tied to employee incentives which could be monetary or otherwise beneficial to the employee such as paid time off or other tangible gifts. Because they employ persons who are of different ages, races, sexes, and backgrounds, Hershey’s would need to make sure that they use person centered language when dealing with issues of diversity. (Gerhart, p. 31)
Hershey’s values