This document presents a project on leave and attendance management systems developed for IBS Business School, aimed at improving the management of leave and attendance for faculty members. It discusses various leave types, policies, and the significance of accurate attendance tracking, emphasizing the need for an organized system to handle employee leave effectively. Furthermore, it outlines the challenges related to absenteeism, metrics for HR management, and findings from interviews with employees regarding leave policies.

1. HRM PROJECT ON “Leave and
Attendance”
IBS BUSINESS SCHOOL
SUBMITED TO:
Prof. Santosh Sali
HUMAN RESOURCE MANAGEMENT
SUBMITED BY:-
Suraj Zare (TL)
Arindam Guin
Manoj Kr. Gajjawali
Nalinaksha Verma

2. OBJECTIVE:-
TheprimaryobjectiveofourdesignedLeaveandAttendancemanagementsystems(HRMS)is
to support the client to handleleaveand attendancetaken by teaching faculty member and
computerize the traditional way of taking attendance. Another purpose of
developing this software is to gather, collect, process, store and report
automatically the leave and attendance information of every fulltime and part
time teaching faculty members at the end of the year or monthly wise to the
schools, colleges and institutes.
How to comply
The best way to manage absenteeismis with a reasonable and specific
attendance policy that accommodates your organization’s needs and the
functional requirements of various work areas and positions.
A sound attendance policy should cover all of the following: tardiness, illness,
personalbusiness, family and medical leave (including military leave) and
disability leave.Be sureto set objective, measurablecriteria for when
absenteeism will trigger disciplinary action. You may require documentation, such
as a doctor’s excuse, to supportabsences exceeding a certain length, or under
certain circumstances.
How is Leave linked to Attendance?
Generally Leave is not directly linked to attendance. Only the "Absent" days, i.e.
the days on which the employee has not applied for leave is considered in payroll
as LOP days.
Sometimes, when an employee has to take leave, and does not have
enough leave balance, then companies ask employees to apply for "Leave without
Pay" (LWP). This is a special kind of Leave, wherethe company agrees for
employees to go on leave, but without payment of salary.
Being absentis different
frombeing on leave without pay. Absentis un-authorized. i.e. you have not come
to work and not informed the company aboutthis. "Leave withoutPay" is when
you get permission to not come to work, and you are not paid for these days.

3. What is Leave Encashment?
Companies allow employees to take money instead of leave. This process is called
as "Leave Encashment'. Employees come regularly to work. So a lot of leave are
accumulated in their account. So companies allow employees to encash (or take
money).
In mostcompanies, Leave is encashed only during settlement time. But
few others allow leave encashment to be done during the employment also.
Types of Leave :-
Vacation Leave
New classified employees receive entitlement for one working day for initial
month of employment if they begin work on the 1stthrough the 5th day of the
calendar month, and one-half working day if they begin on the 9th through the
23rd day of each month. After the initial month of employment and up to the end
of the first calendar year, employees shall receive one working day for each
month of service.
Sick Leave
Faculty and full-time employees receive credit for one (1) working day for the
initial month of employment if they begin work on the first through the eighth
day of the calendar month. Employees who begin work on the ninth through the
twenty-third day of the month receive credit for one-half working day for that
month. Employees who begin work after the twenty-third day of the month shall
not receive any paid sick leave for that month. After the initial month of
employment and up to the end of the firstcalendar year in which they are
employed, employees receive credit for one working day for each month of
service. Managerial employees will be credited similarly on a fiscal year basis.
Pregnancy-Disability and Child Care Leave
Employees in classified or unclassified servicewho request leave with or without
pay due for reason of disability due to pregnancy shallbe granted leave under the
same terms and conditions as those applicable to such employees for sick leave or
leave without pay. The College may request acceptable medical evidence that the

4. employee is unable to performher work becauseof disability due to pregnancy.
Leave Without Pay
An appointing authority may grantpermanent or unclassified employees a leave
of absencewithout pay for a period not to exceed one year. A leave may be
extended beyond one year for exceptional circumstances upon requestby the
College and written approvalby the Departmentof Personnel. Temporary
employees are not entitled to the leaves or benefits.
The College may permit an employee to return from a leave of absence without
pay prior to its conclusion.
PERCEIVED USAGE OF THE HRM :-
Leave trends: Many employees tend to take leaves during the festive seasons. An
HR manager should keep a watch on the times when a large number of
employees apply for leave. These metrics help senior management in decision
making especially regarding projectdelivery dates.
Employee availability: This shows thenumber of employees available for work in
the currentquarter or at any given time period.
Employee leave balance : This shows the remaining leaves of various types for
the employees, both department and company wise. This helps the finance
department estimate accrued leave liability of the company at a given time.
Leave rejection: This show the number of leaves rejected by the manager in the
last quarter / six months. Increasing number of rejections mustbe reviewed, as
these may impact the employee’s morale.
Leave acceptance : This shows thenumber of leaves approved by the managers in
a given duration.
Employees with“Noleave in the quarter”: This gives the list of employees who
have not taken any leave in the quarter. HR Managers should find out the
probable reasons and even counselemployees, if they are putting themselves
under stress.
Accurate information: Provides accurateinformation about leave balances, leave
trends etc. which allows you to forecastavailable resources at any point of time.
Conveying policy rules: Uses in-built systems to convey leave policy rules like
maximum / minimum number of days, holiday calendar management according

5. to location etc. Employees can, at any time, refer to the leave policy before
applying for vacation days.
Compliance to leave policy: Often, lack of knowledgeabout organizationalleave
policies, lead to negligence of leave policy rules by employees and managers. A
Leave Management Systemuses inherent rules that do not allow employees or
managers to bypass rules while applying for or approving leaves.
Instant informationabout employee’s leave history: Allows manager and HR to
look at leave history of the applicant. Leave history for the department or
company can also be extracted immediately.
Saves time: Online leave balance visibility can removea tremendous strain on HR
whereas much as 15% of their time is spentin handling queries on leave balance
for employees.
Improves discipline: Leave, when paired with attendance, can improve accuracy
and build discipline in any organization. For instance somecompanies may have a
policy of enforcing a leave without pay if an employee is absent fromwork
without the manager’s permission.
Multi-locationholiday management: Leave when paired with location specific
holiday calendars can help calculate the correct number of days that an employee
applied for leave.
User Friendly: - The proposed systemis user friendly becausethe retrieval and
storing of data is fastand data is maintained efficiently. Moreover the graphical
user interface is provided in the proposed system, which provides user to deal
with the systemvery easily.
Reports are easily generated: reports can beeasily generated in the proposed
systemso user can generate the report as per the requirement (monthly) or in
the middle of the session. User can give the notice to the students so he/she
become regular.
Very less paper work: The proposed systemrequires very less paper work. All the
data is feted into the computer immediately and reports can be generated
through computers.
Moreover work becomes very easy because there is no need to keep data on
papers.
Computer operator control: Computer operator control will be there so no
chance of errors. Moreover storing and retrieving of information is easy. So work
can be done speedily and in time.

6. HR Metrics :
The terms ‘HR metrics’ and ‘HRdata’ can be used interchangeably. HR metrics are
simply a measurement of any function that has to do with HR. Measuring the
number of staff sick days over a certain period of time would be an example of an
HR metric. Tracking HR metrics (or data) can help ECEC employers identify trends,
which can in turn help with HR planning.
HR METRICES FOLLOWED IN MOST OF THE
ORGANISATIONS:
Absence
Rate
[(# days absent in
month)
÷
(Ave. # of employees
during mo.) x (# of
workdays)]
x 100
Measures absenteeism. Determine if
your company has an absenteeism
problem. Analyze why and how to
address issue. Analyze further for
effectiveness of attendance policy
and effectiveness of management in
applying policy.

7. INTERVIEWS TAKEN ON THE BASIS OF QUESTIONNAIRE
1. What type of leave you will provide in your company?
2. How many leaves you will provide to your employee?
3. Is there any incentive provided, If they maintain there attendance?
4. If employees don’t utilize there leave, what happen to their leaves?
5. If they take more leaves, what can be the consequences?
6. If there is any urgency would you provide long leaves? If Yes, will company
provide earnings for that leave?
7. Is there any special leaves provided for female employees?
8. How you are going to take attendance of your employees?
9. How you will store the information regarding attendance of your
employees?
Conclusion according to the interviewtaken:
We have taken interview of seven employees. According to that mostof the
employees during there provision period do not get any leave fromcompany.
Until it is as necessary as medical leave that also will be non paid.
Leave provided to the employees depends according to different organization.
Like some organization provide28 leaves where, 20 leaves are casualand 8 are
earned.
No incentives are given by the company to maintain full attendance. But,
in some companies extra benefits are given for that. If any employee want to take
extra leave more than the assigned leave they need to show them some strong
causefor that otherwisethey don’t get any leave. But in some urgency cases
company sometime provideleave to there employees. There used to be special
paid leaves for female during there pregnancy period upto six month. In different
educational institute different types of systemare used to keep record of there
employees attendance.