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Emerging the Concept of Virtual HR Elisabeth E. Bennett, PhD AHRD 2009 Food & Thought

Workplace Change Shift underway from Baby-boom to Generation X leadership Workers expectations for technology differ Virtual organizations and transnational companies require different structures Growth of self-service applications Technology is becoming ubiquitous New paradigm needed for where and how work is accomplished

Early Interests in Virtual HR as an HRD topic Connections between Knowledge Management and Organizational Culture theory (AHRD 2004) Empirical study on intranets related to organizational culture and change (dissertation 2006) How Organizational Culture shapes Intranet Content Development and Enables Virtual HR ( AHRD 2007) Current work: Network Culture Dynamics for Advances special issue on Knowledge Management

Virtual HR: Management Virtual HR as a term started in the 1990s, also known as Web-based HR (Walker, 2001) Jones’ (1998) work closest to HRD because he sees the role of HR moving from a function to advisory within the firm Started from a management perspective but is moving to a strategic perspective

Virtual HR: Development Largely undefined in HRD Primarily focused on the benefits of on-line learning but have branched into areas such as virtual mentoring (Bierema & Hill, 2005) and virtual teams (Workman, 2005) Focus seems to be on individual learning rather than on systems Micro Perspective (individual applications) vs. Macro Perspective (systems integration)

Defining Virtual HRD How would you define Virtual HRD?

VHRD Definition Bennett (2009) Virtual HRD is a media-rich and culturally relevant web environment that strategically improves expertise, performance, innovation, and community-building through formal and informal learning.

Two Streams of Virtual HR Tensions Virtual HR Virtual HRM Virtual HRD

Questions What applications are being used or considered for HRD in your organization (chat rooms, face pages, social networking, on-line learning, etc.)? How do you know postings are acceptable in your organization? What degree of chaos will your organization allow?

Virtual Worker Attributes (Colky et al.) Self-motivation Entrepreneurship Self-discipline High degree of organization flexibility Evidence of being a high achiever Good communication skills Task/results oriented Able to work in isolation Loyal Dependable Accountable Skilled Technically Trustworthy Persistent about getting answers Able to focus priorities

Intranets and Web 2.0 Virtual HRD will depend on sophisticated and integrated systems: The Intranet Organizations hold assumptions about how to manage knowledge and the degree of centralization needed Web 2.0 depends upon collaboration and recombination of data (Vossen & Hagemann, 2007) User-created content

HRD Research What are our priorities for Virtual HR research?

References Bennett, E. E. (February, 2007). How organizational culture shapes intranet content development and enables virtual HR . In the Proceedings of the 2007 International Conference of the Academy of Human Resource Development, Indianapolis, IN. Bennett, E. E., & Bell, A. (In Press). Knowledge Society. In C. Kasworm, J. Ross-Gordon, & A. Rose’s (Eds.) Handbook of Adult and Continuing Education. San Francisco: Jossey-Bass. Bierema, L. L., & Hill, J. (2005). Virtual mentoring and HRD. In S. K. Gibson & S. A. Hezlett (Eds.), Mentoring and human resource development: Current perspectives and new directions . Advances in Human Resource Development, 7 (4), 556-568. Colky, D. L., Colky, M. T., & Young III, W. H. (2002). Managing and developing people in the virtual organization. Malabar , FL: Krieger. Jones, W. (1998). Virtual HR: Human resources management in the information age . Menlo Park, CA: Crisp Publications. Vossen, G., & Hagemann, S. (2007). Unleashing Web 2.0: From concepts to creativity. Amsterdan: Morgan Kaufmann. Walker, A. J. (Ed.) ( 2001). Web-based human resources: The technologies and trends that are transforming HR . New York: McGraw-Hill

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