HUMAN RESOURE MANAGMENT IN VIRTUAL ORGANISATION

1. HR IN VIRTUAL ORGANISATION
• NAME SONU KUMAR
• ROLL NO 18001013110
• M-72

2. 1.A VIRTUAL ORGANISATION IS A NEW KIND OF TECHNOLOGY ENABLED
ORGANISATION WHICH IS ALSO KNOWN AS DIGITAL NETWORK OR MODULAR
ORGANISATION.
2.VIRTUAL ORGANISATION EXIST MOSTLY ON THE INTERNET WITHOUT PHYSICAL
LOCATION.
3.A VIRTUAL ORGANISATION IS ONE WHOSE EMPLOYEES ARE SPREAD
GEOGRAPHICALLY AND COMMUNICATE VIA PHONE EMAIL AND THE INTERNET.
4.IN VIRTUAL ORGANISATION THE MEMBER CREATE FLEXIBLE LINKAGES AMONG
THEMSELVES IN ORDER TO ATTAIN COMMON OBJECTIVE AND TEAMS ARE DISSOLVED
ON THE COMPLETION OF OBJECTIVE ONLY TO REAPPEAR IN THE NEW COMBINATION
OF OTHER TASK.

3. DEFINATION OF VIRTUAL ORGANISATION
• A VIRTUAL COMPANY IS WHERE WORK IS PERFORMED OUTSIDE OF THE DEFINITION OF PLACE.THERE IS NO
FACTORY FLOOR NO RETAIL STORE NO CONFERENCE ROOM,NO CUBICAL FARM.VIRTUAL WORK IS PRIMARILY
THE MANUFACTURE,RETAIL AND DISTRIBUTION OF INTELLECTUAL PROPERTY. “BY JEANNE L ALLERT”
• “A VIRTUAL NETWORK IS TEMPORARY NETWORK OF COMPANIES THAT COME TOGETHER QUICKLY TO
EXPLOIT FAST CHANGING OPPORTUNITIES, FOR EXAMPLE,THE MAKING OF FILMS.”BY J.COYLE AND
N.SCHNARR.

4. CHARACTERISTICS OF VIRTUAL ORGANISATION
• A VIRTUAL ORGANISATION IS MADE UP OF A TEMPORARY NETWORK OF
COMPANIES OR TEAM BOUND BY COMMON TASK.
• VIRTUAL ORGANISATION LIKE TRADITIONAL ONE HAVING SPECIFIC GOALS WHICH
ARE USUALLY TIME-BOUND.
• A VIRTUAL ORGANISATION EMPHASIZES A FLATTER HIERARCHY AND VOLUNTARY
COMMITMENT FROM MEMBERS.
• THE ORGANISATIONAL STRUCTURE OF A VIRTUAL ORGANISATIONS IS TYPICALLY
SHORT LIVED FLUID AND FLEXIBLE.
• VIRTUAL CORPORATION ARE NORMALLY CUSTOMER DRIVEN ORGANISATIONS WITH
THE PRESENCE OF HIGHLY SKILLED PEOPLE WORKING IN A COLLABORATIVE
ENVIORNMENT.

5. • VIRTUAL ORGANISATIONS COMBINE TALENTS AND CAPABILITIES FOR
CREATING VIRTUAL PRODUCTS.
• THEIR MEMBERS ARE MOSTLY GEOGRAPHICALLY DISPERSED BUT
INTERDEPENDENT AND CONNECTED BY TECHNOLOGY.
• THE MEMBERSHIP IS USUALLY DYNAMIC,WITH MEMBER JOINING WHEN
THEIR TASK BEGINS AND LEAVING WHEN IT ENDS WITHOUT WAITING FOR
THE PEOPLE PREOJECT TO BE COMPLETED.
• A VIRTUAL ORGANISATION REQUIRES THE DEVELOPMENT OF RELATIONSSHIP
WITH A VERIETY OF POTENTIAL PARTNERS EACH HAVING SPECIFIC
CAPABILITY THAT COMPLEMENT THE OTHERS.

6. HRM IN VIRTUAL ORGANISATION
• THE HR MANAGEMENT IN VIRTUAL ORGANISATIONS IS MOSTLY PERFORMED THROUGH
e-HRM.FROM AN HR PERSPECTIVE ,VIRTUAL TEAMS MAY BE COMPOSED OF EXPERTS
WHO ARE GEOGRAPHYCALLY DIVIDED AND YET CONNECTED BY ICT.THEY WORK
TOGETHER TO ACHIEVE THE PURPOSE OF TIME BOUND PROJECTS.OBVIOUSLY THE
SELECTION TRAINING MANAGEMENT AND ASSESMENT OF THE PERFORMANCE OF
MEMBERS OF VIRTUAL ORGANISATION POSE NEW CHALLENGES TO HR PROFESSIONAL
AND CALL FOR A NEWER UNDRSTANDING OF THE DIFFERENT DIMENSION OF PEOPLE
AND PROBLEMS.
• TRULY VIRTUAL ORGANISATIONS CREATE NEW PROBLEMS FOR HUMAN RESOURSE
MANAGEMENT.A NETWORKED COMPANY DOES NOT REQUIRE A PRSONNEL FUNCTION
BUT ITS CORE MANAGEMENT MUST BE ADEPT IN MANAGING PEOPLE AT A DISTANCE
SOME OF WHOM MAY NOT BE EMPLOYEES AS SUCH.THEY ARE TRUE HUMAN RESOURE
MANAGERS.

7. THE HR MANAGERS IN VIRTUAL ORGANISATION HAVE TO EFFECT TRANSFORMATIONS
IN SKILL,TEAM WORKING IDENTIFICATION AND EMPOWERMENT.WHILE PERFORMING
THE HR ACTIVITES,THEY NEED TO BE MORE
1.STRAGETIC
2.FLEXIBLE
3.COST EFFICIENT
4.CUSTOMER ORIENTED

8. THANK YOU