A SYNOPSIS ON

“A STUDY ON THE IMPCT OF HR LEAVE POLICY ON EMPLOYEES WITH

SPECIAL REFERENCE TO REVENTUS CONSULTANCY PVT LTD”.

SUBMITTED IN PARTIAL FULFILLMENT FOR THE AWARD OF THE DEGREE

MASTERS OF MANAGEMENT STUDIES [HUMANE RESOURES]

UNDER UNIVERSITY OF MUMBAI

SUBMITTED BY
SONALI MANE
ROLLNO
.MS1819045

UNDER THE GUIDENCE OF PROJECT GUIDE

PROF.ANSHITA SINDHU
BATCH 2018-2020

INSTITUTE OF MANAGEMENT &COMPUTER

STUDIES, THANE (W).
1.1 INTRODUCTION FOR THE STUDY.

This document combines the Trust’s Maternity Leave, Special Leave and Annual Leave
policies and procedures, consolidating guidance on the following types of leave:

• Maternity Leave • Maternity Support (Paternity) Leave • Assisted Conception (IVF) Leave •
Adoption Leave • Parental Leave • Carer Leave • Compassionate Leave • Annual Leave •
Time off For Public and Civic Duties • Time off for Training • The Employment Break
Scheme • Domestic Leave

For the purpose of providing a practical guide for management and employees, the above
leave provisions are categorised under three main sections;

• Section A: Family Leave • Section B: Annual Leave • Section C: Special Leave

Lancashire Care NHS Foundation Trust recognises its obligations under the relevant
employment legislation to provide eligible employees with the appropriate time off for annual
leave, family and parental responsibilities, and reasonable time off to deal with unforeseen
and immediate emergencies involving dependents.

The Trust recognises the importance of making provisions for staff to take leave outside of
the normal annual leave entitlements in certain circumstances. This Policy will enable the
Trust to ensure, where possible, that support is given to staff when balancing the demands of
domestic, professional and work responsibilities through the provision of family-related
leave, annual leave and special leave.

The provisions outlined in this document may be amended from time to time, to reflect
changes in legislation, Agenda for Change provisions, relevant Terms and Conditions for
Medical Staff or to reflect organizational needs.
1.2 Objective of the Study/project

• To provide staff with clear and consistent information on the various types of leave
they may be entitled to, within and outside the normal annual leave provision.

• To ensure a fair approach to supporting staff in balancing their domestic and work
responsibilities.

• To provide information and guidance for managers dealing with requests for leave

• To ensure the Trust is aware of its statutory obligations under the relevant
employment legislation.
1.3 REVIEW OF LITERATURE

1. Anupama Gupta (2010): described the challenges faced by Human resource

manager in context of new economic scenario. This paper emphasized that these
challenges should seriously take care of. Main challenge is the shortage of skilled
manpower. This paper examined the role of human resource department to tackle the
problem. It was the duty of HR department to design a possible career path to retain
talent. It was suggested that HR manager should be ready to handle the challenges,
but the role of other stakeholders should also be included in order to ensure healthy
survival of the organization.

2. Saini R.R. (2010): in his article Human resource development in UCO Bank-A case
study of Chandigarh Region.‖ evaluates the Human Resources Development policies
and practices. This study identified the process and problems in designing and
implementing Human Resources Development Systems. This study was analytical in
nature and consist a sample of 100 respondents to analyse their opinion about HRD
Policies and Practices. The Important findings of this study were, qualification was
the most important factor of recruitment at all level of managers and employees. It
also concluded that problem solving

3. Patil, Kallinath S. (2007): in his study opined that, the service sector plays a vital
role in the development of the country. LIC has grown into a living saga. This
transformation has not come about overnight. A breakthrough has been achieved on
the strong foundation laid by the people of this great institution, which provided
confidence and inner strength to explore new frontiers through the program of
massive decentralization, development, expansion and diversification undertaken in
recent years. The organization is today on the threshold of new vistas, striving and
straining for reaching new heights and surging ahead in quest of excellence.

4. Hemant Rao (2007): emphasized the changing role of HR. There was dramatic
change in HR during past five years. This study shows the significant role of human
resource managers in various areas like Empowerment of workers, Business process
Reenergizing, Total Quality management, Humanization of work, and Quality of
work life. It was the challenge of HRM to balance the impact of liberalization and
globalization on productivity. Earlier the role of Personnel department was to give
advice or support when asked but the changing professional employment scenario
emphasized the role of HR professional while dealing with employees of different
regions, caste, language and social backgrounds

5. Mishra and Bhardwaj (2002): in their research entitled ―HRD climate: An

empirical study among private sector managers‖ examined the nature and extent of
HRD climate over the hieratical levels in large private sector organizations located in
eastern parts of India. A sample of 107 managers at senior, middle, and lower levels is
taken. The standardized questionnaire on HRD climate developed by Rao and
Abraham (1990) was used consisting of a 5-point scale to measure the three
categories i.e. general climate, OCTAPAC culture and HRD mechanisms.

6. Rajan gupta (1990): in his book entitled ―implementing human resource

development‖ dealt with the implementation part of HRD. The work gives an insight
to improve the implementation process and develop theoretical understanding about
HRD implementation. In this book attention is given to different aspects and issues
involved in HRD like manpower planning, education and training, impact of
liberalization and globalization, total quality management and human resource
accounting and HR dimensions of the new economic policy.
7. Benjamin Akinyemi (2011): in their research paper entitled ―An Assessment of
Human Resource Development Climate in Rwanda Private Sector Organizations‖
assesses the impact Human resource development climate in two leading Rwanda
based telecommunication and insurance companies. This research studied the
differences between the Telecommunication industry and the Insurance industry with
respect to their prevailing Developmental Climate along with three dimensions of
HRDC
8. Kalyani tanvir (2008): in the research ―Challenges of Human Resource
Development to pace with Globalization‖ the study was aimed at identifying the
variables related to human resource development in teacher educators‘. Researcher
studied the effect of human resource development climate, performance appraisal,
induction in-service education and training needs of teacher educator with impact of
gender, experience, age, organizational difference, working in unisex or co-education,
 service stature difference. Population of the study was teacher educators working in
the eleven institutes of teacher education in the two cities Islamabad and Rawalpindi.

1.4 RESEARCH METHODOLOGY

1. Research methodology refers to search of knowledge; one can also define research
methodology as a scientific and systematic search for required information on a specific
topic.
2. The research is done based on the secondary data. The different secondary sources have
been used for collecting employee’s information.

1.4.1 RESEARCH TYPES

The study is based on exploratory research. The analysis of behaviour of employee’s

regarding their record and leaves

1.4.2 DATA COLLECTION.

a. Primary Data: Primary data is collected from practical work experience of reventus
consultancy pvt ltd.

b. Secondary Data: secondary data is collect from the book, newspapers, research paper
and Wikipedia.

1.4.4 INSTRUMENTS.

Files and record of employee.

1.5 SCOPE OF THE STUDY.

The scope of study is to motivate employees and even to understand the behaviour of the
employee.

1.6 IMPORTANCE OF THE STUDY.

Importance to organisation

HR policies and procedures ensure every employee of the organization is looked after; his
needs respected and proper benefits are given to them for their work. They help address
complaints, problems and grievances of employees and solve them appropriately.

1.7 LIMITATION OF THE STUDY

Lack of employees responses rewarding their personal information.