Editing Human resource management (section)

=== Virtual management ===
Technology allows HR professionals to train new staff members in a more efficient manner. This gives employees the ability to access [[onboarding]] and [[Training and development|training programs]] from virtually anywhere. This eliminates the need of organizing costly [[Face-to-face interaction|face-to-face]] training and onboarding sessions. It allows management's to provide necessary training for job success and monitor progress of their employees through [[Distance education|virtual classrooms]] and computerized testing, predict the risk of employee turnover through data analysis, help HR to formulate relevant talent retention and incentive strategies, improve the personal development of the company,<ref>{{Cite journal |last1=Danach |first1=Kassem |last2=El Dirani |first2=Ali |last3=Fayyad-Kazan |first3=Hasan |journal=Proceedings |date=2024-05-23 |title=Navigating HR 4.0: Harnessing AI for Ethical and Inclusive HR Transformation |volume=101 |issue=1 |pages=18 |doi=10.3390/proceedings2024101018|doi-access=free }}</ref> and maintain metrics that aid in performance management.<ref name=":0" />

{{Excerpt|Human resource metrics|paragraphs=1|only=paragraphs}}

Virtual management also allows HR departments to quickly complete necessary paperwork for large numbers of new employees and maintain contact with them throughout their entire professional cycle within the organization. Through virtual management, employees gain greater control over their learning and development, feel more engaged with the organizational culture, and can participate in training at a time and place of their choosing, helping them manage their [[work–life balance]] and reducing [[layoffs]] and [[Turnover (employment)|turnover]].