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Manage Virtual Teams

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In the tech world, working virtually is common! And how HR manages a group of individuals who work together from different geographic locations and rely on communication technology.

Published in: Recruiting & HR
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Manage Virtual Teams

  1. 1. MANAGE VIRTUAL TEAMS PRESENTED BY: SUMA HAREGOPPA VENKTAGIRI
  2. 2. ontents 1 2 3 4 Introduction Types of Virtual Teams Challenges Faced by Companies Benefits of Using Virtual Teams 5 6 7 8 Elements of Measuring ROI for Virtual Teams Planning and Strategizing Need and Importance HR Roles and Responsibilities Methods and Strategies for Managing Virtual Team Programs 9 Challenges faced by the HR 10
  3. 3. Part 1 INTRODUCTION
  4. 4. As the world of work becomes increasingly global, workers are frequently required to perform as a virtual team. Virtual teaming affords a number of benefits including the opportunity to tap into a global pool of talent and in turn, leverage diverse experiences and perspectives. VIRTUAL TEAMS VIRTUAL TEAMS1Part INTRODUCTION
  5. 5. Part 2 TYPES OF VIRTUAL TEAMS
  6. 6. TYPES OF VIRTUAL TEAMS2Part Basic varieties of teams Varieties of Virtuality Outsourcing and Offshoring Right Shoring Vs. Offshoring Team Dispersion Agile Distributed Teams
  7. 7. Part 3 CHALLENGES FACED BY COMPANIES
  8. 8. CHALLENGES FACED BY COMPANIES3Part Managing Conflict Decision Making Absence of Collegiality Not enough Time to Build Relationship Difficult to Establish Rapport and Trust $ Other challenges: - Language - Holidays - Local laws and customs - technology
  9. 9. Part 4 BENEFITS
  10. 10. BENEFITS4Part ROI Applying ROI to the virtual team context is a challenge because it is not possible to assign monetary values to each of the benefit and cost factors. Formula for the calculation of ROI = Benefits/Costs ( no specific formula to calculate to measure ROI for virtual team analysis)
  11. 11. Part 5 ELEMENTS OF MEASURING ROI
  12. 12. ELEMENTS OF MEASURING ROI 5Part 1. Subjective Business Outcomes refers to the factors that indirectly contribute to the bottom line of the business 2. Resource Input - In addition to the above stated outcomes, effective functioning of virtual teams require certain inputs such as travel, training/coaching, use of technology, personnel and other related admin costs.
  13. 13. Part 6 PLANNING AND STRATEGIZING
  14. 14. PLANNING AND STRATEGIZING6Part NO FIDELITY LOW FIDELITY HIGH FIDELITY Virtual teams that rely on a weak collection of minimal work tools, like telephone, email, and paper- based communication Teams that have adopted early web- based solutions, like online document repositories, chat, portals and intranets, are making their business processes more streamlined, but are largely lacking shared ways to track work socially Virtual teams can adopt the best that today’s web has to offer and at a very low-cost: video/audio conferencing and advanced work media tools can bridge the social gap inherent in virtual work.
  15. 15. PROCESS6Part
  16. 16. Part 7 NEED AND IMPORTANCE
  17. 17. NEED AND IMPORTANCE7Part
  18. 18. Part 8 HR ROLES AND RESPONSIBILITIES
  19. 19. HR ROLES AND RESPONSIBILITIES8Part 1. Establishing a proper mode of communication 6. Identifying ways so as proper rapport can be established between Team Members 4. Members Selection 3. Ways to create interest among members to remain focused at their work and are willing to contribute to the Team’s cause 2. Design appropriate training program 5. Defining the quantum of work, deciding as to how the employees will be paid
  20. 20. Part 9 CHALLENGES FACED BY THE HR
  21. 21. REWARDING PERFORMANCE CHALLENGES FACED BY THE HR9Part RECRUITMENT TRAINING AND DEVELOPMENT
  22. 22. Part 10 METHODS AND STRATEGIES FOR MANAGING VIRTUAL TEAM PROGRAMS
  23. 23. METHODS AND STRATEGIES FOR MANAGING VIRTUAL TEAM PROGRAMS 10PartCOMMUNICATION • Compensate for the fact that you are not bumping into each other • Have a chat room open constantly • Choose the right communication style • Use tools for quick video or visual communication • Screen sharing tools • Collaboration on documents and spreadsheets • Set up a project management system, and actually use it PRODUCTIVITY • Implement systems • Allow a degree of flexible work hours but also keep some consistency • Track work output • Track hours worked, attendance and other basic measures of productivity • Organize a system of overlapping times for communicating in different time zones • Do a quarterly review to see how your virtual team members are coping HIRING • Test new employees with short-term work before hiring them full time • Pay virtual team members well • Look for people who are the right fit for virtual work • Create a standard on- boarding process for educating new employees about your company CULTURE • Inspire via video • Meet in person • Nurture virtual friendships • Create a true “team” feeling
  24. 24. THANKS Presented by Suma Haregoppa Venkatagiri

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