Folks in HR or anyone else with knowledge : how diligently do you expect employees to enter their PTO hours into the HR system (not the time sheets/billable hours but the leave management/PTO system)? What happens if you don't enter it in the system but take only the available hours across the year? Does it impact HR in any way?

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I think two teams in consulting are dependent on it: Staffing to understand one’s utilization and aid in practice financials; and secondly the payroll team. Missing time sheets can impact payroll to halt salary

It's not about missing time sheets, but whether you must enter PTO hours in the PTO system like a workday. So your worksheet would reflect the accurate time, but PTO is routed/accounted via another HR system say workday or equivalent. If you have 40 hours a year as PTO, and are expected to enter it into workday as you take it, what does it impact if you don't enter it in after taking your PTO. It's an admin activity at the surface level

When people don’t enter PTO is makes HR life sooooo annoying. Here’s a list of dependencies.

- Risk management (how many vacation days are being rolled into next year across the firm?)

- Managing days off throughout the year (we deploy strategies so people take PTO at different times. We also look at how many PTO days are left before deciding to give a spontaneous form wide holiday)

- Accuracy (if you don’t log PTO your roll over days won’t be calculated properly)

- Auditing (did people actually take the minimum amount of PTO?)

- Policy development (what changes should we make to our vacation policy)

- Hiring / future planning at a macro level (not individual business cases for teams)

- Calculating what’s owed if you leave or are fired

- Understanding office trends (what kinds of people are out of the office when)

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