Padmashree Dr. D.Y.

Patil University
Department Of Business Management

LEAVE MANAGEMENT IN HDFC BANK

LTD.

SYNOPSIS

PROJECT GUIDE: SAPNA SURI MAM

Submitted by: Mahesh Pandey
Roll No. : MBA-HR-09050

2nd year (4th SEM)

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LEAVE MANAGEMENT IN HDFC BANK LTD.

INTRODUCTION
Leave Management is a program that is administered by the Department of Human Resource
Services. Leave is granted to eligible full-time, part-time, time-limited and trainee employees.

Employees Leave Management helps Finance and HR Departments knowing that their leave
programs are efficiently managed and accurately tracked.

Leave may be granted for various purposes. A staff member remains an employee of the
University while taking approved leave including periods of leave without pay. All leave
including annual leave, sick leave, bereavement/tangihanga leave, parental leave, long service
leave, and other types of leave that may be granted is recorded by the organization

An employee requests a leave by selecting the desired time in the Outlook calendar. The leave
management functionality then triggers a workflow that automates the approval process. For
example, the workflow sends an alert to the employee’s manager, along with links to contextual
information both on the employee and relevant company policy, giving the manager all
information necessary to make the decision. Once the request is approved, response is
automatically sent to the employee's Inbox.

There are various types of leaves which are granted in organizations. They are:

Sick Leave

These procedures apply to all staff on continuing or fixed-term appointments. Specific

entitlements and sick leave arrangements are set out in employment contracts.

Annual Leave

These procedures apply to full-time or part-time staff on continuing appointments or fixed-term

appointments of more than one year. Specific entitlements are set out in employment contracts.
Casual staffs are not entitled to annual leave and instead receive a proportionate holiday payment
for the period worked at the conclusion of their employment contract. This also applies to staff
employed on fixed term contracts for one year or less except where the taking of annual leave
during the term of employment is specified in the contract.

Special Leave (Including Discretionary and Jury Service Leave)

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This policy applies to all staff. Paid or unpaid leave may be granted on a discretionary basis to
meet a particular circumstance and is considered on a case by case basis. Specific references to
these types of leave situations are set out in some employment contracts.

Long Service Leave

Most general staff on continuing appointments are entitled to paid long service leave once a
continuous period of service has been completed (commonly 20 years). Eligibility details are set
out in employment contracts. This is a leave entitlement and not a basis for a lump sum payment.

Bereavement Leave

Paid bereavement leave is available to staff to pay respects to someone who has died and with
whom the staff member has had a close relationship, though not necessarily a blood relationship.
These provisions are common to most employment contracts affecting University staff and apply
where there is no contractual provision.

Parental Leave

The Parental Leave and Employment Protection Act 1987 prescribe parental leave entitlements
for female and male employees who assume or intend to assume the primary care of the child of
the pregnancy and protect the rights of employees during pregnancy and parental leave. Specific
parental leave provisions are contained in most employment contracts.

Leave Without Pay

These procedures apply primarily to staff on continuing appointments. Leave without pay will
not be granted to staff on casual contracts and is very unlikely to be granted to staff on fixed term
contracts except for very short periods.

Using Leave Management, Employees can:

• View time earned, time taken and remaining balance for each policy assigned

• Model available time balance as of a specific date to get a real time snap shot of balance
information

• Enter and request time off

• Carryover accrued time

• View time off transaction history

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Using Leave Management, Managers can:

• Approve or reject employee requests for time off

• View time earned, time taken and time remaining for each employee

• Model an employee's balance as of a specific date

• Carryover accrued time

• View time off transaction history

• Make adjustments to an employee's balance

• View transaction history of employee leave requests

Using Leave Management, HR Professionals can:

• Perform all of the functions that employees and managers can perform

• Edit leave records

• Delete leave records

• Manage leave policy assignments

• Edit the employee's service date

• Assign leave policies during the hire process

• Report on aggregate data for leave policies

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LITERATURE REVIEW
OCI is data integration and software services provider that helps companies make better-
informed decisions about their risk management, HR and employee benefit programs.

OCI conducted a study on employee leave data collected in our Proprietary Reference
Database. The data was compiled from several Fortune 1000 companies over a four year period.
Following a longitudinal study of numerous groups that included disability data, sick leave data,
workers’ compensation data, temporary return to work results, and productivity data, OCI was
able to quantify the cost impact of absence on productivity-$5 to 7 million per year.
Employee Absence makes up 36%of Payroll Costs.

It was also found that:

Impacts of Employee Absence:

A poorly developed leave management program can negatively impact your company in
several different ways:

 Lost Productivity
 High-Cost Replacement Workers
 Inconsistent Policy Implementation
 Compliance Issues
 Measurement & Reporting are Non-Existent or Incomplete

Need for Leave Management

 A mix of scheduled and unscheduled employee absence is both expected and acceptable
• However, the number and variation of absence types and programs make it difficult to
discern the expected and acceptable from the unscheduled and wasteful.

 Employers largely lack the integrated absence data they need to:
• Understand their unique absence experience
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• Calculate actual costs

• And measure whether their absence management programs are working

Personal Illness accounts for 35% of unscheduled absence.

The other 65% is related to family issues, personal needs, entitlement mentality & stress.

Requirements of a Leave Management Program:

An integrated, total leave management program should coordinate disparate data silos,
departments, and locations, capturing all the necessary leave and absence information to:

• Track all absence and leave incidents

• Manage an employee’s leave and communicate with that employee
• Return employees to work sooner

An effective program can return an average of 5.5 FTE per 1,000employees to the workforce on
an annual basis.
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OBJECTIVE OF THE STUDY

 To analyze the leave management system in HDFC Bank.

 To study the leave management process followed in an organization.

 To know various leave granted in an organization.

 To study various procedures followed for leaves granted to employees in an organization.

 To study the role of an HR department in leave management process.

 To study the role of an HR manager behind sanctioning every various leave.

 To study the role of an employee in leave management process.

HYPOTHESIS

 The data provided by the management is true.

 Process followed by the bank is more or less followed by various banks.

 Study will provide a vast knowledge of leave management system.

 The data obtained by the employees is true to their knowledge.

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 Management will co-operate in friendly manner for further study which will be
conducted.

RESEARCH METHODOLOGY

Sample size of 30, including the employees and the HR head in an organization is taken to
carry out the research.

• Observing the current HR leave management policies.

• Collection of primary data regarding HR system through discussions with
appropriate persons using questionnaire.
• Analyzing the data regarding performance of the employee.

 Sampling Units: HDFC bank employees.

 Sample Technique: Random Sampling.
 Research Instrument: Questionnaire method.

Primary data:
Primary data was collected by HR manual of an organization consisting of various policies
and procedure followed for various proceedings of organizations and also various policies for
various leaves which are binding the all the staff working in an organization.

Secondary data:
Secondary data was gathered from companies’ website .i.e.

www.HDFCBANK.com
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vijay.pandey@hdfcbank.com

LIMITATION OF STUDY
 Management was not co-operating in disclosing the various policies of the study
carried out.
 Access to various types of data is limited to HRD only.
 Data collection is depended upon respondent’s information.
 Getting appointment from the HR head was difficult.
 Time consuming as employees were not co-operating.

SCOPE OF STUDY

 Scope of study is restricted to HDFC BANK Ltd.

 Study will help the management to focus on the manner in which they are working
and help them to improve their system.
 Also study will provides the knowledge of leave management system.
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FRAME WORK OF THE STUDY

First various books on HR were referred to collect the basic knowledge on leave management
system. (The process started on Dec.26)

Data also were collected on leave management system by surfing the net. (Dec. - Jan.)

Then questionnaire was made based on the data collected. (Jan.)

Appointment had been taken by an HR head of the HDFC BANK LTD to conduct the study. (In
Feb. or Mar)

An interview will be conducted with the HR head of the bank to get the information of their
leave management system. (Around Feb. or Mar.)

The questionnaire made will be supplied among the employees of the bank. (After interview get
conduct with HR head i.e. in Feb. or Mar.).
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As sufficient information that will be collected, then based on the data r information a project
report will be made. (After the whole (above) process gets completed .i.e. after Feb. or Mar.)

Submission of the project to respected project guide. (As whole project gets completed)

(As the appointment with the HR head is not fixed yet. According to his assistance
the appointment/meeting will be around February or March).

BIBLIOGRAPHY

 HR manual of HDFC BANK LTD.

Reference books:

 HRM by K. Ashwathapa
 Strategic HR management by Mabey C/ Salaman G.

RECOMMENDATIONS

• Leave management system program should be taken seriously and implemented and
managed effectively.
• Employees can also play a major role in affectivity of leave management system.
• On average, company can save over 27% by implementing a Leave Management
Program that includes a Leave Management System.
• An effective program can return an average of 5.5 FTE per 1,000employees to the
workforce on an annual basis.