How to Solve HR Challenge in Harris Corporation, Estimated Timeline, and Costs

Human Resource Challenge and Solutions
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Human Resource Challenge and Solutions
Introduction
Human resources managers play a key role in developing, reinforcing, and changing the organization's culture. Human resources management aims to maximize the organization's output through effective staffing, worker compensation and benefit, and appropriate work allocation. Undoubtedly, human resources remain a critical aspect of organizational management as its bottom line relates to lowering employee-related costs to increase the profit margin ultimately. Even though several human resources managers serve greater purposes towards achieving the organization's objectives, they face unique workplace challenges that could influence its output in diverse ways. Notably, N. Harris Computer Corporation confronts the shortcoming of having multi-state compliance of sick leave, vacation, and paid time off (PTO) that influences its operations in multiple ways (Donino). That said, the paper describes three solutions that are unique to a problem, discusses their suitability towards addressing the human resources challenge, and identifies the cost and timeline to remedy the problem. 
The Three Unique Solutions
When workers need time off duties, they have the right to secure job-protected leave under the various regulation stipulated by the law. In the current workplace environment, workers can take time offs that take up to weeks of job-protected leave annually to improve their health conditions. Regardless, the human resources manager at Harris faces a significant challenge within the multi-state corporation, for they have to comply with multiple laws and regulations that may differ in terms of the amount and permissible reasons for time off. That said, the human resources managers who comply with multi-state rules put their workforce at risk of job satisfaction, and Harris Corporation is no exception. Harris Corporation's management will feel less obliged to pay employees on leave in one country unless the jurisdiction stipulates. As it implies a lack of appreciation by Harris, employees will also fail to realize their worth as the labor force. The solution to this unique problem requires the human resource manager at Harris to implement an employee appreciation program to ensure every worker's efforts are recognized on leave. When paying workers on leave becomes part of the company's policy, the human resources would ensure that employees are equally appreciated regardless of the jurisdictional boundary. In particular, this would be a program to cut across the company's operations under multi-state compliance (Heathfield, 2020). In essence, the strategy would ensure the acknowledgment of employee value and worth that will, in return, promote camaraderie.  
Operating under multi-state compliance of sick leave, vacation, and paid time off makes it impossible for the Canadian Holdings Company to retain their workforce, especially employees with incredible skill sets. Further, operating under multiple jurisdictions complicates its steps and strategies towards launching new products to increase its value and productivity. Because the human resources department functions to overlook the suitability and effectiveness of the employees, and unlimited paid time off could help solve the issues related to worker recruitment and retention (Garg et al., 2018). Undoubtedly, the issue of paid time off remains an essential topic of discussion for human resources managers in the current organizational environment. Regardless, unlimited paid time off has and continues to be a viable strategy for companies to attract employees in different jurisdictions by giving them the flexibility they crave. For Harris Corporation, offering unlimited paid time off would ensure the wellness of employees across different countries regardless of whether the jurisdiction permits or refuses paid time offs. In connection to this point, Harris Corporation may provide an umbrella paid time off policy—meaning the employees will be free to use paid time off whenever they see fit. Furthermore, the umbrella paid time off policy improves the organization's productivity. It ensures that employees will be free to take a day off for whatever reasons they have without worrying about its punishment policies. However, the human resources managers must keep in mind the number of times competitors offer to their workforce to adjust the PTO policy accordingly to retain workers.
Companies like N. Harris Computer Corporation have multiple locations in different countr...