What Is the Meaning Of Virtual HR & Its Importance

Duration: 5-7 minutes

The Meaning of Virtual HR

Virtual HR implies using online tools for HR tasks. This involves hiring, onboarding, and employee management while working remotely, making the work more digital and flexible. It is almost like a self-service platform that makes access to resources easier without having to pass through an office character all the time.

Benefits and Downfall of Virtual HR

Benefits of Virtual HR:

• Accessibility: HR services and resources are accessible to the employees in an easy and effective manner through online platform channels.
• Efficiency: The HR processes get streamlined and, in the process, reduce paperwork and improve efficiency in general.
• Flexibility: Employees are able to undertake HR-related activities without necessarily having to visit the site, which makes working more flexible.
• Self-Service: Provides self-service opportunities that allow employees to access information and perform tasks on their own.

Demerits of Virtual HR:

• Less Personal Touch: As most of the time is spent on the Internet, personal contact with the HR person might be somewhat less, which may affect employee engagement.
• Technical Issues: Virtual HR depends on technology. Technical glitches might cause problems while accessing HR services.
• Security Issues: From another perspective, it also poses some security threats in the process of maintaining personal employee data online.
• Communication Barriers: Virtual HR can lead to communication barriers which are not seen in personal interaction.

Difference between In-House HR Management and Virtual HR

In-House HR Management:

In-house HR management implies managing human resources in an organization by a department or a team. It means managing by a team or a department within the respective organization that looks after the whole of the personnel-related job.

This would mean that the company maintains a human resource department with employees who are part of the organization. Maintaining an in-house HR department would indicate that a company is into the business of managing human resources internally.

This will allow better control, customization to match the company''s culture, and improved communication with other departments. However, some companies do outsource some of the so-called human resource functions to outside firms to cut costs or to obtain specialized services.

Example: Naila is an inducted new hire working in a leading marketing agency. She will experience a personalized in-house HR team, finding quick support whenever work issues might be encountered, thus having an opportunity to resolve them in no time.

Virtual HR:

With respect to most people, by virtual HR, they mean HR functions performed remotely or online, with a lot of the support facilitated by various digital devices and tools. It does not mean the HR professionals are unreal people; instead, processes and interactions are actualized virtually.

Virtual HR activities may encompass remote recruitment and onboarding, training virtually, employee engagement, and communication through the use of digital platforms. Having such a platform means that organizations can manage their HR functions effectively while meeting the needs of workforces also working from different workstations.

Roughly, virtual HR is the integration of information technology in the execution of tasks and functions attributed to HR to make it more flexible toward the evolving nature of work and increased cases of remote or flexible work arrangements.

Example: A new graphic designer has just joined a creative agency with virtual HR practices. He finishes documentation online, is introduced to the organization through online videos, and meets colleagues in online meetings. The HR department is also training him online; that is, there is training going on without any physical presence.

Conclusion

In a nutshell, Virtual HR is all about using the internet and digital tools to manage people-related tasks. It will feel like carrying out HR activities online, from hiring new employees by video interviews to training them by virtual sessions. This approach makes it easy for companies to adopt new working principles, particularly at a time when people work from different locations. It will be a smart way of continued connection with employees and little effort to manage streamlined HR processes in this digital age.

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