HR Operating Plan for the Hershey Company

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Operating Plan for the Hershey Company

Section 1: Mission and vision statements

About The Hershey Company

The Hershey Company was incorporated in 1927 under the laws of the state of Delaware as a successor to a business founded by Milton S. Hershey in 1894. The company is the largest producer of high-quality chocolate in North America and is also a global leader in the chocolate and non-chocolate confectionery. The company markets distribute and sell its products under more than 80 brand names in over 70 countries across the world (MarketLine, 2016). The company’s organizational structure is designed so that it can ensure continued success in North America while also emphasizing profitable growth in its focused international market. The company’s Business is organized around geographic regions which enable sit to establish processes for repeatable success in the global market.

As of December 31, 2016, The Hershey Company employed approximately 16300 full-time employees and 1680 part-time employees across the world (MarketLine, 2016).  Collective agreements covered over 5,630 employees. The company plans to negotiate a new collective agreement in 2017 for certain employees at facilities outside the United States. This will ensure that over 69 percent of its employees will be covered under collective bargaining agreements. The company has good relations with its employees.

The Hershey Company’s Mission Statement

The Hershey Company’s mission statement stresses commitment to children, community, and consumers. The company aims to provide high-quality products while also conducting its business in a socially responsible and environmentally sustainable manner. The company concentrates to satisfy four main areas of operation (Stahl, Björkman & Morris, S, 2012). These are the environment, marketplace, community and the workplace. The Hershey Company strives to minimize the environmental impact while meeting its functional requirements. To this end, the company strives to achieve sustainable product design, sustainable sourcing, and efficient business operations.  The company also aims to engage in fair and ethical business dealings (SEC (U.S.), 2015). To this end, the Hershey Company strives to achieve integrity of supply, consumer wellbeing, and alignment with the consumers. The Hershey Company aims to positively impact the society and the local communities where it operates. To this end, the company aims to achieve corporate philanthropy, contribute to expertise, and to promote employee giving and voluntarism (The Hershey Company, 2016).  The Hershey Company also strives to foster a desirable workplace. To this end, the company strives to achieve safety and wellness, openness and inclusiveness, and employee value proposition.

The vision statement

The Hershey Company aims to grow globally. The company recognizes that its presence in the North America allows it to share the goodness of new and existing products with more people. However, expanding its market base internationally will enable it to reach more people and make its chocolate more popular. The company also has the vision to meet the preferences of its consumers. The company recognizes that people are more concise with what they eat since most people choose foods which have ingredients they recognize and only eat food with flavors they love. It is for this reason, therefore, that the company has put much of its focus on making same great tasting chocolate with simple and familiar ingredients. The company is also committed to providing more transparency about how its products are made and sourced.

Key strategies

The Hershey’s Company’s main business strategy is acquisition and divestitures.  In April 2016, the company completed the acquisition of Ripple Brand Collective, LLC. This is a privately owned company which owns the barkTHINS mass premium chocolate snacking brand. The company undertakes acquisition strategies to broaden its product offerings in the portable and premium snacking categories. In March 2015, The Hershey Company completed the acquisition of KRAVE Pure Foods, Incorporation. This was a leading all-natural brand premium meat snack products company. This acquisition was undertaken to enable the company to tap into the rapidly growing meat snacks category as well as further expanding into the broader snack spaces.  In 2014 the company completed the acquisition of Shanghai Golden Monkey Food Joint Stock Company Limited (SGM). This is a confectionery company which is based in Shanghai, China. SGM’s product line is sold primarily through traditional trade channels.  This acquisition strategy was undertaken to leverage these traditional trade channels which complement The Hershey’s traditional China chocolate distributed through tire 1.

The Hershey Company’s other strategies are focused on its customers and marketing strategies.  The company’s main customers are wholesale distributors, mass merchandisers, chain grocery stores, vending companies, chain drug stores, convenience stores, dollar stores, department and concessionary stores, and wholesale clubs.  In 2016, 25 percent of the company’s net sales were made to McLane Company Incorporation, one of the United States’ largest wholesale distributors to convenience stores, wholesale clubs, and drug stores.  The company’s marketing foundation is derived from its strong brand equities, product innovation, and the consistently superior product quality.  The company devotes a significant amount of resources to the identification, testing, and manufacturing of new products.  The company utilizes a variety of promotional programs aimed at its customers as well as promotional and advertising programs for the consumers of its products to stimulate the sales of certain products throughout the year (The Hershey Company, 2016). Additionally, the company owns an efficient product distribution network which helps it to maintain sales growth and provide its customers with superior services through facilitating the shipment of its products from its manufacturing plants to strategically located places.

Key Business Objectives

The Hershey Company has its key objectives divided into five major segments: environment, marketplace, community, and workplace. Regarding the environment, The Hershey Company aims to minimize the impact on the environment while also meeting its functional requirements. This will be achieved by ensuring a sustainable product design, sustainable sourcing, and efficient business operations. Regarding the community, the company aims to positively impact the local communities and the society where it operates. This will be achieved through corporate philanthropy, the contribution of expertise, and employee giving and voluntarism. Regarding the marketplace, the company aims to engage in fair and ethical business dealings with all its partners. This is expected to be achieved through having the integrity of supply, ensuring consumer wellbeing, and aligning with the customers. Finally, regarding the workplace objective, the company aims to foster a desirable place to work (The Hershey Company, 2016). To achieve this objective, the company will ensure there are safety and wellness at work, ensure openness and inclusiveness, and ensure employee value proposition.

In 2015, The Hershey Company announced ambitious new goals that will significantly reduce its environmental impact, increase its purchase of responsibly sourced ingredients and become a recognized leader in the employee diversity.  Many of the company’s goals and objectives are built upon its current commitment and achievement and achievements while others reflect more on the company’s focus areas. Worked together, the Hershey Company’s goals helps in guiding its shared goodness work through addressing aspects of better life and bright future, and good business.

How These Strategies, Objectives and Mission Statement Drive and Inform the HR Operating Plan

The Hershey Company’s strategy of acquisition and divestitures has significant impacts on this HR operating plan. Acquisition and divestiture strategies are associated with several human resource management problems which must be addressed. Acquisition and divestiture strategies affect almost all aspects of human resource development. First, the acquisition makes an organization more diverse due to the integration of different employees with different organizational culture and national cultures (Castro & Lohmann, 2014).  It is, therefore, important to consider the impacts of diversity while developing this HR operating plan. Secondly, acquisition and divestiture strategies may also affect an organization’s compensation and remuneration system. The acquisition may involve incorporating employees and organizations with different compensation and remuneration procedures. It is, therefore, important to consider the impacts of the acquisition of Hershey’s compensation and remuneration program.

The acquisition may also be associated with several counterproductive behaviors among employees.  It is, therefore, important to take into consideration the need of employee motivation and emotional support during the execution of acquisition and divestiture strategies (Mendenhall, 2012). It is important to start this process while negotiations are still underway. It is important to provide stability and create a positive environment where change can take place, and instances of possible resistance are reduced.

The Hershey Company’s objectives have a significant impact on its HR operating plan. For example, to achieve its objective of ensuring and fostering a desirable workplace, the company will have to establish HR related procedures that will ensure the safety of employees improve and all employees and involved and engaged in the organization. The company’s mission and vision of ensuring environmental protection, engaging in fair and ethical business dealings, positively impacting the local communities will also affect this HR operating plan as they will dictate how the company recruits and selects employees, rewards employees, and engages with the local communities through its employees as a point of interface.

Section 2

HR SWOT analysis

Strengths Weaknesses
1.      The Hershey Company concentrates on advertising its revenues on its brands while also promoting the health benefits of its products not only to the customers but also to its employees.

2.      The company has a strong  and impressive focus on talent development

3.      The company has one of the best employee compensation and remuneration system and programs in the United States.

4.      Strong leadership training and mentoring programs

5.      Proactive management

6.      The increasing number of top and cheap talents in the emerging economies.

1.      Excessive dependence on the united states for its talents while it is expanding to the global market

2.      Inability to effectively handle the HR issues associated with its acquisition and diversification strategies.

3.      Insufficient minority and multicultural promotion programs.

4.      Inability to tap into the cheap labor from the emerging economies.

5.       The inability to create a strong unifying corporate culture



Opportunities Threats
1.      The company’s expansion into the global market will provide it a wide pool of talent to choose from.

2.      Experienced, resourceful and a dedicated workforce.

3.       Strong partnership and collaboration with the communities.

4.      The growing opportunity to hire minorities and women

5.      Strong commitment to providing a contemporary workplace for its employees

1.      The penetration of private label will eat some of the talents the company may be targeting to recruit.

2.      Increased staff turnover

3.      Training employees is costly

4.      Globalization has led to a situation where diversity may threaten the existence of the company if not properly managed.

5.      The company operates across different countries which have different jurisdictions, laws and regulations concerning their respective workforce.



Talent Development in the United States

The Hershey Company has strong culture, record business success and brand identity, and with a shift in its business strategy, the company has continuously shown commitment on making its talents in the United States a central part of ow it would achieve its success.  The HR departments has partnered with the board of directors so that they can promote talent development.  The Hershey Company’s HR department has also implemented analytical thinking so that they can align critical talent processes and people data to drive its business success. Finally, the Hershey Company has attempted to integrate culture and change management into its execution of talent practice sin the United States. The company only needs to do the same I its international markets.

A Strong Inclusive and Respectful Workplace

The Hershey Company established Employee resource Groups to connect its employees and consider them as partners to collaborate and address specific business needs and issues.  This is an opportunity which allows its employees to have voice so that they can be heard and the power to develop a diverse thinking so that they can influence the corporate culture.  The Hershey Company’s workplace inclusion committee (WIC) was established as a cross functional resource group that provides recommendations and guidance with a focus on the employee life cycle. This includes recruiting, onboarding and retention.  The WIC program provides updates for all the jobs at and in the process helps promote an inclusive environment with values which promote respect for others.

Win-win employee partnership

The Hershey Company believes that business is a matter of human service.  One of the company’s core values is selfless spirit of service, and it addresses the company’s commitment to serving its employees and their families. The company offers its employee partners rewarding work, competitive compensation; benefit programs which can enhance the quality of their life, and a variety of personal and professional development opportunities.  The company has a great faith in its employees and believes that the employees greatly impact the success of the organization.  The company provides outstanding service recognition to its employees. All employees who demonstrate selfless spirit of service are realty rewarded.

The company has also provided a continuing education to all of its employees in the United States. All employees’ successfully complete approved courses at accredited institutions are rewarded with tuition fees. The company added a learning managements system in 2014 which enhances access to professional development opportunities to all its employees. The program, HE&R, is an effort to provide financial support to colleges, universities and high schools in order to ensure here is a continued availability of quality higher education.  The company attempts to match personal gifts of fulltime employees to eligible institutions.

I its objective to realize a conducive work environment for all of its employees, the company developed a comprehensive employee health and safety program.  The company employees safety and occupational health professionals all of its facilities both the local and international market to help in managing programs and practices which ensure the safety and health of its employees in the workplace. The company also contracts occupational health professionals to help improve its employees’ overall productivity and wellness globally.  The company works in partnership with its safety professionals, efforts which have benefited its employees measurably and have also contributed to its business performance.

The Hershey Company also strives to deal ethically with all of its employees.  The company has developed trust among its employees, a value which it believe sis at the heart of its organizational culture. The company developed a code of ethical business conduct and translated it into eight different languages. This has helped to build trust and establish high ethical standards within its workforce.


Excessive dependence on the local market for employees

One of the Hershey Company’s major weakness lies on its over dependence on the united states for talents. The company recently announced its objective of moving abroad t Asian countries. It is important for the company to appreciate the existence of high skilled and cheap labor in the emerging economies in Asian region including china and India. Overreliance on the United States may deprive the organization from making more profits due to the high cost of labor in the United States.

Ineffective handling of the HR issues in acquisition and diversification strategies

Despite the company’s aggressive strategy of acquisition and diversification, the company has no policies which govern transition of HR departments during such takeovers. According to Castro and Lohmann (2014), acquisitions and mergers are associated with several HR problems and challenges which when not properly managed, may result in increased employee dissatisfaction and lack of motivation. It may also lead to increased employee turnover.

Although the Hershey Company has implemented diversity programs in its HR operating plan, most of these programs are for employees in the United States. The company has not done so at all its branches in other countries where it has expanded its operation. Failing to include multicultural and diversity programs in its international market affect the employees in these branches since their motivation and job satisfaction level may significantly reduce.

The Hershey Company also overlie son the United States to provide it with the talents despite the fact that it plans to expand into Asian countries where there is cheap and skilled labor. The inability of the company to tap into this talent market may affect the company’s performance and its ability to compete based on the inefficiencies of HR department. The company should revise its international human resource management to see where it can improve so that it can attract this large pool of human resources.


First, the emerging economies in the Asian continent will provide the Hershey Company with highly skilled and cheap workforce. The company only needs to tap into this market and position itself to be able to attract and recruit this skilled and cheap labor. This will enable the company to leverage its human resources to beat off competition.










HR gap analysis for Hershey Company

Target Current State Gap Description
To attract and recruit top talents from all the global markets where the Hershey Company operates The Hershey company currently over depends on its North American market, especially the united states for its talents The global market, especially the Asian market where the Hershey Company plans to expand into has emerging economies such as China and India where there are highly skilled and cheap workers. It is important, therefore, that the Hershey Company should concentrate on attracting and recruiting employees in this region. This will ensure that the company significantly reduces the HR costs including salaries thereby contributing to the company’s increased profitability.
To always push for professional  and leadership development of employees The Hershey company has not invested enough into making its employees professional. Employee development is an important HR function which the Hershey Company should relook into. This is especially important when the company wants to turn its wide workforce into professionals. There is need for the company to put greater emphasis on employee development and training to make them have more skills and become professionals.
To effectively manage the human resource issues which might rise during the execution of the company’s acquisition and diversification strategies The company has got itself into several acquisition and diversification strategies but has not effectively managed the subsequent human resources. The execution of acquisition and diversification strategies is associated with several HR problems and challenges which must be documented and dealt with appropriately for the company to prosper.
To create an effective multicultural HR team The Hershey company has so far failed to put in place the measures which promote a multicultural HR team despite the fact that it is planning to expand into the Asian markets. As an organization which operates in the global market, it is inevitable for the company to avoid interacting and recruiting employees form different cultural backgrounds. The management of multicultural backgrounds is an important aspect and function of the HR department. It is, therefore, important for the Hershey Company to put measures in place that will ensure that it is able to create and effectively manage multicultural teams so that the company can reap from the benefits of having employees form different cultural backgrounds.



Section 3

3.1. The Strategies HR Department Might Want To Implement

Action steps for each strategy

  1. Managing diversity and multicultural teams
  2. Implement a geocentric staffing of employees
  3. Leadership training and development
  4. Providing professional and personal development opportunities

The Hershey Company should strive to provide all of its employees, both in the United States and those abroad, with opportunities for personal and professional development.  The company should offer development and coaching opportunities and reward the performance of these employees.  The company should empower its entire workforce to take calculated risks which can benefit the company. The company should also value its employees for the quality of their ideas. To successfully compete in its key markets, the company must continually compete for top talents, unlock their potential and support their growth, inspiration, and performance as they develop their careers (Castro and Lohmann, 2014).  Therefore, it is important for the Hershey Company to invest in both personal and professional development of its people. This may begin on the first day an employee gets at Hershey Company when they are offered educational guidance and resources trough the company’s multimedia onboarding portal.  To ensure that the company remains a leader in the market, it is important for the HR department to focus its resources and attention on creating an innovative environment and mindset across the organization (Meyskens, Von Glinow, Werther & Clarke, 2009).  This may simply ask its employees to challenge themselves and each other so that they can move forward. The company should devote a significant amount of resources to fostering professional ad leadership development and team performance.  This may take place through continuous training, professional development opportunities, coaching, and meaningful and successful career talks and mentoring.

Leadership Training and Development

Although the Hershey Company already has an effective leadership at the top management level, it lacks an effective leadership raining plan and strategy. The HR, therefore, might wish to implement a leadership training and development program. The following steps shall be followed when developing a plan for training and developing leaders within the company.

First, the HR must determine the best leadership style for The Hershey Company.  There are many theories which might guide this process, and it is recommended that the Hershey Company should adopt a situation leadership style (Bogotch, 2011). This theory postulates that the best leadership type is determined by situational variables or by contingencies as they happen in the organization.

Secondly, the HR will have to identify the current and potential leaders within the company. To accomplish this, the HR leadership program should identify the expected leadership skills and competencies which the leaders must possess (Oracle, 2012). The use of competency models will be sued to identify the leadership potential during career counseling and performance review sessions. This program will use the SHL’s Great Eight leadership competencies (Nicholas, 2016). These competencies include creating and analyzing, leading and deciding, adapting and coping, analyzing and interpreting,  organizing and executing, supporting and cooperating, and enterprising and performing. The internal leaders will also be identified through performance management.  Also, the Hershey Company will endeavor to identify leaders through recruiting.

Third, the HR will identify the existing leadership gaps.  This will involve assessing both the individuals and the organizational readiness (Oracle, 2012). To successfully identify leadership gaps, the HR of Hershey company will determine the current and future leadership requirements, compare these requirements with its current leadership team, identify the current leaders who may be at risking of leaving, identify the succession plans for these leaders who are at risk of leaving, look at the leadership development plan, and identify the gaps in skills as well as the time required to fill these gaps (Noe, Hollenbeck, Gerhart & Wright, 2006).

Fourth, The HR will have to develop a succession plan for a critical role. A succession plan is specifically important the productivity of the organization. It avoids disruption and any possible employee trauma when the CEO leaves. The process of creating a succession planning for the critical roles will not be confined to the executive roles of Hershey Company. Instead, the critical leadership roles will be evaluated throughout the organization.  After this, the leadership can be enhanced through coaching and mentoring. Coaching is an important method for gaining favor with the different succession planning (Hoch & Dulebohn, 2013). The use of technology will also be used to support succession planning.

Fifth, the HR at Hershey Company will have to develop career planning goals for the identified potential leaders.  Although career planning is considered as an individual responsibility, the HR at Hershey Company will be encouraged to support the career planning for their employees. This way, the company will gain retention, protection of the leadership pipeline, and engagement of employees (Oracle, 2012).  It is assumed that if the Hershey Company fails to provide its employees with career planning and advancement opportunities, its competitors will, and this will put the organization at a competitive disadvantage.

The sixth step will involve developing a skills roadmap for the future leaders.  Once the HR department has identified the high potential employees, the department will develop a skills roadmap for the future leaders.  This program will be designed to support the traditional and nontraditional learning (Kehoe & Wright, 2013).  Also to be the part of the employees’ development plan include activities such as rotational assignments, coaching, mentoring relationships, and job shadowing.

Finally, the HR will be required to develop a retention program for its current and future leaders (Oracle, 2012).  The use of monetary and nonmonetary rewards will be used to improve the retention of employees. Particular attention will be given to the high performers and future leaders.

Implementing programs for Managing diversity and multicultural teams

Based on the SWOT analysis and gap analysis, The Hershey Company might want to implement a comprehensive diversity and multicultural team management program. As the company plans to venture into the Asian market, it must have a well-established program, for managing diversity within the workplace. Multicultural teams will offer the company with many benefits including the knowledge of different products, 24-hour work rotation, and culturally sensitive customer service. To be successful, the following steps shall be followed.

First, the HR must emphasize the importance of communication at the workplace and encourage all the employees to air their views and opinions.  The HR should ensure that all the employees understand the company policies, safety rules, and procedures, and other important information.  All the HR at different subsidiaries across the world will be encouraged to overcome cultural and language barriers (Cheng, Chua, Morris & Lee, 2012). Key materials such as safety information, translated as possible will be availed to facilitate the process of communication and understanding and adherence to the company’s diversity programs and policies.

Secondly, the HR managers at all the company’s subsidiaries across the world will be trained on the need to be aware of stereotypes and how to avoid it (Polak-Sopinska, Wisniewski & Jedraszek-Wisniewska, 2015). The managers will be encouraged to see the employees as individuals. The managers will be trained on how to avoid both the negative and positive stereotypes.  The managers will be taught to avoid making assumptions about their employees from different cultures and groups (Dowling, 2008). The managers will be encouraged n the need to judge success and failure individually. Whenever the employees express stereotypes or prejudice, the managers will be expected to act promptly and firmly. The employees will also be trained on how they can view their colleagues as individuals and judge them based on their work rather than on personal factors.

Thirdly, employees will be trained and encouraged on how they can work in diverse and multicultural groups.  The HR managers will develop work teams which reflect workplace diversity.  Such diverse work teams will enable the employees to value one another as individuals. It will also work to expand the experiences and views of all the workers on the team and enable them to recognize the strength of their combined efforts and talents. This will help to create a spirit of appreciation of diversity within the workplace.

Fourth, all decisions within the company will be based on objective criteria. The managers will encourage all employees to form all backgrounds to meet the standards and perform to their best ability.  The managers will be encouraged to set the same criteria for all the groups and to discourage making excuses for their shortcomings. All employment actions, including employee discipline, will be based on specific performance related criteria (Ogbari, Oke, Ajagbe & Isiavwe, 2015). The managers will be trained on how to always focus on job-related issues and avoid meddling into personal issues of their employees. This way, it is expected that The Hershey Company will have promoted diversity and multiculturalism at the workplace.

Fifth, the top leadership f Hershey Company will be encouraged to show their commitment to the need to have a diverse work place. The leadership will be expected to a develop diversity vision which they will be expected to demonstrate throughout the organization.

Finally, the diversity vision and objectives will be linked to the organizational strategic plan. The diversity strategy and plan will be developed and aligned with the strategic plan of the organization.  An ongoing strategic process for identifying and developing a diverse and multicultural talent pool will be developed. This succession planning will be used to appoint and get the organization’s future potential leaders.

Implementation of a Geocentric Staffing Policy

The geocentric staffing policy will enable the Hershey Company to recruit the most suitable persons for the available positions without giving consideration to their nationalities. As a truly global company, the Hershey Company may decide to adopt this employee recruitment strategy because it utilizes a globally integrated business strategy. This approach will enable the company to consider several external factors such as politics and ethics as well as governmental laws and regulations. Also, this approach may be interesting to the Hershey Company since it can get new sources of talents and hence avoid over-relying on the United States for talents. To accomplish this, the following procedure will be followed.

First, the HR will conduct a job analysis. Here, the HR will consider whether the vacant job will be replaced as t was or whether he job has undergone changes and it needs another approach. The Hershey Company may as well decide to create a new job for the fact that it is expanding into new markets. As a result, the HR should outline the responsibilities, skills and the job description.

After job analysis, the Hershey Company to write a job advertisement. The advertisement will include information about the Hershey Company, job description, what is expected of the applicants such as competence and skills, and minimum education qualifications.

The third step will involve the advertisement of the job and determination of the selection panel. The advertisements will be placed in newspapers and the internet including the company’s social media accounts and the website (Galinium, Herwanto & Purnama, 2016).  The determination of a selection panel for the selection process is also an important function when recruiting in the international market. The panel must consist of people with multicultural ad diversity awareness and are knowledgeable about the job advertised.

Fourth, the first screening activities will be conducted. This will be especially important if there are many applicants, and as an organization with good reputation, this is expected to happen. This will involve assessing the application letters and the curriculum vitae of the applicants. This will also be based on what the Hershey Company is looking for in the applicants, and this information will be obtained from the C.Vs and the application letters.

The next step will involve conducting the first interview. Here, the HR department will invite the applicants to the company’s first interview. It will require the selection panel to prepare themselves by reading the C.Vs and the letters of the applicants against. As an international company, it is important that the applicants are made to feel comfortable. The company will setup a video conferencing for the applicants in the international market. This step will help to reduce the number of applicants to a desirable level.

Finally, he HR department will conduct the second interview and make a decision.  The second interview will be focused on knowing the applicant better. This will include asking the international applicants about the length of their assignments and their willingness to move to another country. The most important step in this process is making the decision as to who qualifies for the job regardless of their nationality or country of origin. This will involve taking individuals with the best qualifications, skills, and competencies.

Section 4: Implementation Stage

Before the HR start implementing this HR operating plan, it is important that they should seek the support of the top management. The top management support will play an important role in ensuring the success of this HR operating plan. The HR manager will organize a meeting with the top management where she will have to convince the top management to provide their support and devote resources towards accomplishing all the issues in this HR operating plan. It is during this meeting that the HR manager will communicate this plan and how it is important for the company to realize its strategic objectives. Meeting has been chosen as the best medium for communicating this plan because it will enable the top management to ask questions and clear the air concerning the significance of this HR operating plan to the company’s strategic goals. The employees and the middle-level managers will also be informed concerning the new leadership training and development strategies so that they can prepare themselves.

One of the internal problems the Hershey Company may face concern the issues of resistance from some employees. For example, the current employees may resist the changes in leadership when the leadership and training programs are implemented.  One of the external challenges the company is set to face as it aims to implement this operating plan concern the political instabilities of most countries in the Asian continent.  For example, the company may not successfully recruit top talents in countries where there is political instability. For example, the political instability in the Philippines may prevent the company from successfully attracting and recruiting employees from that country.


As the Hershey Company plans to expand its operations into the Asian markets, it is important for the company to implement some HR operating strategies so that it can become more successful. Although the company has a wide array of strengths concerning its current HR strategy and organizational strategy, it is significantly undone by over-dependence on the United States for its talents when it can achieve more talented and less expensive workers abroad. Although the company has a strong employee training programs, it has no programs which promote leadership development and growth, and as a result, it may suffer from leadership talents in the future. It is important, therefore, for the company to implement leadership training and development programs which will ensure that most of its employees can take responsibility and show accountability.  Furthermore, the company is expanding into markets with different cultures from the one it is used to in the United States. Consequently, it is important for the company to implement a diversity program which will promote the development of high performing multicultural teams in the local and international markets.




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