“A virtual organization is a group of individuals whose members and resources may be dispersed geographically and institutionally, yet who function as coherent unit through the use of cyber infrastructure (CI)” (Beyond Being There p.3) This paper tends to discuss the multifaceted effects of virtual organizations in business, organizational structure, and career.
Tremendous changes have been visible in the area of organizational management for the past few decades. Unlike traditional organizations, modern companies are able to store every valuable data in their specially designed software. This information system is highly integrated with the enterprise planning (ERP) of a company. Technological advancement has enabled business operators to focus more on the advantages of outsourcing. It enables them to reduce labor cost and time for the accomplishment of intended tasks. Coordinated resource/knowledge sharing is the main facet of virtual organization. Not only VOs but also many of the traditional organizations also take advantage of the broad information technology to strengthen the area of their service. Technology helps big organizations to collaborate and coordinate their resources and people from all around the globe. Computer and computer-based communication facilities are the inevitable requirement for virtual management. Cyber infrastructure helps organizations to integrate the whole system and enable easy access to resources and information. According to the writers, “VOs enable system-level science, facilitate access to resources, enhance problem-solving processes, and are a key to national economic and scientific competitiveness.” (Beyond Being There p.5).
Virtual Organizations primarily have document processors for storing organizational data. It ensures instant access to organization’s HR information. This is normally known as Human Resource Information System (HRIS) which is highly useful in HR