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.

1. MANAGE
VIRTUAL TEAMS
PRESENTED BY:
SUMA HAREGOPPA VENKTAGIRI

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. Part 1 INTRODUCTION

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. Part 2
TYPES OF VIRTUAL TEAMS

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. Part 3
CHALLENGES
FACED BY
COMPANIES

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. Part 4 BENEFITS

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. Part 5
ELEMENTS OF
MEASURING ROI

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. Part 6
PLANNING AND STRATEGIZING

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. PROCESS6Part

16. Part 7
NEED AND
IMPORTANCE

17. NEED AND IMPORTANCE7Part

18. Part 8
HR ROLES AND
RESPONSIBILITIES

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. Part 9
CHALLENGES FACED
BY THE HR

21. REWARDING
PERFORMANCE
CHALLENGES FACED BY THE HR9Part
RECRUITMENT
TRAINING AND
DEVELOPMENT

22. Part 10
METHODS AND STRATEGIES FOR
MANAGING VIRTUAL TEAM PROGRAMS

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. THANKS
Presented by Suma Haregoppa Venkatagiri