THE IMPACT OF REMOTE AND HYBRID WORK ON ORGANIZATIONAL MANAGEMENT AND STAFF PRODUCTIVITY

Abstract

The article provides a comprehensive analysis of the impact of hybrid and remote forms of employment on organizational management and staff productivity in the context of digital transformation, globalization, and contemporary challenges caused by the state of war in Ukraine. The advantages of the latest models of work organization are identified, in particular, cost optimization, increased flexibility of the work process, ensuring a balance between the professional and personal lives of employees, as well as expanding access to the global labor market. At the same time, the key risks and challenges are highlighted, including communication problems, maintaining corporate culture, ensuring cybersecurity, psychological stability of employees, and difficulties in evaluating performance.

Particular attention is paid to the analysis of existing approaches to measuring staff productivity in remote and hybrid employment conditions. The feasibility of transitioning from traditional forms of control based on physical presence and number of hours worked to results-oriented assessment models is justified. Methods relevant to modern working conditions are considered and systematized: OKR, KPI, evaluation of completed projects, 360° feedback system, and self-assessment with regular reporting. It has been proven that their comprehensive application contributes to reducing subjectivity, increases the transparency of management decisions, and ensures the effectiveness of remote and hybrid teams.

The generalized results show that hybrid and remote forms of employment are not only a tool for adapting business to crisis conditions, but also a factor in increasing organizational efficiency, provided that innovative performance management methods are implemented. Prospects for further research lie in studying the long-term impact of the latest labor models on strategic indicators of enterprise development, as well as in finding mechanisms to minimize social risks caused by asymmetry in labor relations.