FEATURES OF PERSONNEL MANAGEMENT IN HYBRID WORK CONDITIONS
Abstract
The article comprehensively explores the theoretical foundations and practical aspects of personnel management in the context of hybrid work, which is being formed under the influence of digitalization, global institutional changes and the transition of organizations to mixed employment models. Based on the analysis of modern scientific approaches - motivational theories, concepts of adaptive leadership, organizational design, Agile HR, self-management and the use of digital HR technologies - systemic factors that shape the specifics of employee interaction and coordination in hybrid teams are identified. Particular attention is paid to identifying key challenges: communication barriers, the risk of fragmentation of work processes, reduced motivation and involvement, transformation of corporate culture, uneven access to digital tools, as well as problems of objective assessment of labor productivity. It has been established that the priority task in the field of HR management is the formation of a holistic system of labor productivity assessment, which should take into account the decentralization of the workforce, the asynchronous nature of communication processes, and a wide range of digital tools. The need to combine result-oriented, process, competency-based and analytical-digital approaches in personnel assessment systems is substantiated, which allows ensuring transparency of management decisions and minimizing the risks of subjectivity in conditions of spatial distribution of employees. Based on the generalization of interdisciplinary research and practices of international companies, a conceptual and analytical model of personnel management in a hybrid environment is proposed, which includes strategic, organizational-process, technological and psychological-behavioral blocks. The model reflects the interdependence of management decisions, allows for the formation of adaptive interaction systems and ensures increased efficiency, sustainability and innovativeness of organizations in a mixed work format. The results can be used to improve HR strategies, increase communication efficiency and support personnel productivity in conditions of digital transformation.
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