Hershey Sweet Mission
Recommend the redesign of Hershey's performance management system to appeal to the diverse groups that it employs. (Bohlander & Snell, 2004) High Performance Work System (HPWS) is a term given to a set of management practices that tries to create an atmosphere within an organization where the employee has more involvement and responsibility. More precisely, HPWS has been defined by Bohlander & Snell (2004) as “a specific combination of HR practices, work structures, and processes that maximizes employee knowledge, skill, commitment and flexibility” (Bohlander & Snell, 2004). In order to appeal to the diverse groups at Hershey’s it is recommended that the managers utilize knowledge workers, such as indicated by Noe (2011) in the case study in the form of mentoring. Noe (2011) defined knowledge workers as employees whose key contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession. Hershey has baby boomers that specialize in the knowledge of the customers and the process, which happens to be enthusiastic about passing down what they know to the younger generation of workers, fascinated by leaving a legacy. When it comes to addressing the younger generation’s eagerness for challenges, employee empowerment is also recommended as part of the redesign process. Bohlander & Snell (2004) emphasizes that the ability for an employee to take part in the decision making process is considered to be one of the important essentials of an HPWS because it permits the employee to make decisions that have an impact on their immediate environment, which in turn impacts the whole organization. This involvement offers leads to employees feeling more empowered, which leads to a more dedicated workforce (Bohlander & Snell, 2004). Another Human Resource practice recommended for the redesign process is training. Bohlander & Snell (2004) explains that training offers employees the necessary skills to accomplish their jobs in a more effective way as well as the chance to undertake greater responsibility within an organization. Training also provides organizations with a method to cross-train employees in different skills and roles to make sure that employees understand many roles within an organization (Bohlander & Snell, 2004). If you were a Hershey's employee, analyze how you would interpret the values that Hershey embraces in relation to your role. Noe (2011) has identified the four values that Hershey communicates on their Web site. They include “We are open to Possibilities by embracing diversity, seeking new approaches and striving for continuous improvement.”; “We are Growing Together by sharing knowledge and unwrapping human potential in an environment of mutual respect.”; “We are Making a Difference by leading with integrity and determination to have a positive impact on everything we do.”; and We are One Hershey, winning together while accepting individual responsibility for our results.” (Noe, Hollenbeck, Gerhart, & Wright, 2011) As a Hershey employee, the interpretation of these values is similar to that of the company of Sherwin Williams (Carter, 2011). One of the employees at Sherwin Williams, Carter (2011), explains that the company values strive to make the employees more aware of the changes in the workplace and helping employees to expand their views of what diversity really is. These particular values are not appealing to just race, gender, ethnicity, generation or culture. It is about including everyone when it comes to seeking new approaches, sharing knowledge, and unwrapping human potential in an environment of mutual respect. These values encourages employees to be more conscious, open and accommodating of ideas that may be different from others and using these ideas to benefit Hershey when it comes to striving for continuous improvement. These values also communicate how important each job is and informs employees of the value of their...
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