Hershey's Sweet Mission
Strayer University
Human Resource Management Foundation
HRM 500
Dr. Brett Gordon
April 20, 2011

Hershey's Sweet Mission

Introduction There has clearly been an evolution of the workforce as we knew it. There have been a number of factors that have contributed to these changes. Some of which are changes in the economy, company restructuring, globalization and technology. The changes in the workforce have led to the complete revision in the culture of some organizations. Now let’s take a look at some of the changes we have seen within the workforce. One major shift that we see in the modernized workforce is a change in demographics. There has been an increase in diversity of the workforce including age, race, ethnicity and gender. Another difference we have seen is the change in skills required to perform jobs. Technology has played a role in changing the way jobs are performed, the length of time it takes to complete a job, and the knowledge required to do the job. Organizations have had to find ways to manage the changes in the workforce in order to remain competitive in today’s marketplace. In this paper we will look at the Hershey Company, and ways that it has utilized to help manage these changes. We will look at ways to redesign Hershey’s performance management system to include diversity. We will also look at Hershey’s value system particularly focusing on how employees could interpret them in relation to their role with the company. We will continue to delve into the topic of the workforce trends and determine which has had the greatest impact on the Hershey Company. Finally we will look at the mentoring program that Hershey’s has put into place to help embrace the age diversity of the workforce. We will review the effects the mentoring program can have on integrating values into the Hershey Culture.

Redesign The redesign of Hershey’s performance management system to appeal to the diverse groups that it employs will take a collaborative effort between management and HR. Hershey’s has already done a good job of including diversity in its value system. It is important for Hershey’s to stress the importance of adherence to these values. It should post the values on internal billboards and the intranet site. It should also openly communicate the importance of these values. Another thing that Hershey’s must do is educate and train the workforce on diversity issues. The purpose of the training is to increase the awareness of the diversity within the organization. Training will focus on the “impact of exclusion and insensitivity, the need for inclusion, mentoring and sponsorship, and the recognition of our own biases” (Association of Legal Administrators, 2011). The training should also include an open dialogue amongst employees and gain feedback. Next we will revise the evaluation process to include diversity along with teamwork. This will show employees just how serious the diversity initiative is to the organization. Employees will be held accountable and rewarded for their efforts regarding the diversity goals. We will also expand Hershey’s mentorship program to include diversity. We will have mentors working with members of the staff who are different than them. This will help bridge the communication gap and allow employees to learn to work together. Hershey’s will also adapt an open door policy for employees to discuss issues or concerns about diversity in the workplace. It is important to continue open communication to correct any confusion about diversity and the diversity programs that Hershey’s is implementing.
Values
As a Hershey’s employee, the value system the company has set in place shows the importance of working together and striving for excellence. Hershey’s holds its employees accountable for their results. In my role as a human resource professional it is imperative that my performance is a direct reflection of Hershey’s values. It is my responsibility to find qualified candidates who fit within Hershey’s culture and to set an example for all employees. It is up to me to communicate the values to employees, and continue to implement programs that emphasize the importance of these values, such as the diversity mentorship program.
Trends
The trend that has impacted Hershey’s the most is the change in demographics in the workplace. Hershey’s has included diversity in its core values. One of Hershey’s values states, “We are Open to Possibilities by embracing diversity, seeking new approaches and striving for continuous improvement” (Noe, 2011, pg. 55). Hershey’s has shown its commitment to embracing a diverse workforce by identifying it as one of its core values. They have also implemented a mentoring program in the Research and Development (R&D) group to help deal with the age distribution of the workforce. “When R&D hires a new “millennial” worker (the generation now in their twenties), it pairs this worker with a more experienced employee from the baby boom” (Noe, 2011, pg. 55). Another good thing that Hershey’s has done is redesigned its performance management system to appeal to its diverse workforce. The new system also measures whether employee performance was achieved while adhering to the company’s value system.
Effects of Mentoring Mentoring can have a tremendous impact on the integration of the value system into Hershey’s culture. The mentoring program shows Hershey’s commitment to diversity and teamwork which are two key factors in their value system. Mentoring also forces people who may not interact under normal circumstances to get to know each other and communicate. If the mentors are leading by example it will show new employees that the core value system is directly reflected within Hershey’s culture.
Conclusion
The shift in today’s workforce has had an impact on every organization. Companies have had to implement new policies and procedures and in some cases completely revise their culture in order to remain competitive in today’s marketplace. Companies such as Hershey’s have embraced the changes and implemented programs to appeal to the new workforce.

References
Noe, Raymond. (2011). Fundamentals of Human Resource Management: fourth edition
Association of Legal Administrators. (2011). How to Implement a Diversity Plan. Retrieved on April 20, 2011 from http://www.alanet.org/diversity/diversitytoolkithtml.aspx

References
Noe, Raymond. (2011). Fundamentals of Human Resource Management: fourth edition