Hershey's Sweet Mission - Term Paper Example

This paper analyses the given case; Hershey’s Sweet Mission in terms of relevant human resource management theories. Recommendation for the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs According to Lindbom (2007), “the foundation for effective performance management is the importance of including people development as part of the long-term strategic plan of an organization” (p.103). The contributions of the older employees are as important as the contributions of the younger employees.

Hershey’s performance management system is giving more focus to the interests of younger employees. The case says that Hershey’s performance management system is appealing to the younger generations’ eagerness for challenge, autonomy, and results. At the same time, it says nothing about the contributions of baby boomers or old age employees. The contributions of young and elder employees are equally important for an organization. Hershey should realise this fact very well and should give more considerations to the contributions of the elder employees also.

It should be noted that the fresh ideas brought by the younger employees need some fine-tuning from the experienced ones before its implementation. Knowledge management theory says that an organization’s performance is heavily dependent on the knowledge of its workforce. Experienced workers definitely have knowledge that is more practical even though fresh workers may have more theoretical knowledge. Both theory and practice are important for an organization like Hershey. So, Hershey should recognize the needs of the experienced workers as important as that of the fresh workers.

Armstrong-Stassen and Templer (2005) argue that, although there are many training programs for older worker, it is important to take into account the experience of the older employees and redesign the training and the method accordingly (p.57). Modern organizations like Hershey often gives more emphasize to the needs of younger employees while formulating training programs. Moreover, these training programs often cater the needs of local employees. Since Hershey employs employees from different parts of the world, its training programs should give more focus to the needs of the diverse workforce.

Lee (2005) stresses the importance of future-oriented performance management and evaluation system (p.53). Hershey should redefine its performance management system by giving more focus to future rather than present. How I would interpret the values that Hershey embraces in relation to my role, if I was a Hershey’s employee With regard to employees, Hershey’s mission statement says that the mission involves “winning with an aligned and empowered organization . . . while having fun.” Moreover, “Aligned” employees should share values, be clear about how their work contributes to the organization’s mission, collaborate effectively, and be selected, equipped, and rewarded for meeting company objectives.

If I was an employee in Hershey, I should work in accordance with the mission statement of Hershey. In other words, I should make sure that all the activities performed by me are in line with the vision and mission statement of Hershey. I should give more focus to the company objectives instead of my own personal preferences. For example, If Hershey asks me to