Human performance management systems in hybrid and remote work environments

Анотація

The purpose of this study is to examine contemporary approaches and models of personnel productivity management across traditional, hybrid, and remote work formats, to identify their strengths  and constraints, and to develop recommendations for their practical application in organizations. Results are expected to improve the quality of management decisions and contribute to higher productivity outcomes. Methods. The study employed systematic and comparative analysis of scientific literature, content analysis of publications of Ukrainian and foreign scholars, and a structural-functional approach to evaluate productivity management models. The study investigates the relationships and dependencies among organizational, technological, and psychological factors that shape employee productivity in traditional, hybrid, and remote work formats. The study’s resultsshowed that a high level of direct control and organizational discipline characterizes traditional work formats. At the same time, hybrid and remote models require more flexible approaches to management, focusing on employee self-organization, the availability of digital platforms and motivational systems that consider the psychological and social needs of personnel. It was found that the effective use of technological tools, such as analytical productivity systems, communication platforms and artificial intelligence for personnel management, allows to increase productivity and optimize processes. However, the integration of psychological well-being, motivational strategies, and strengthening of corporate culture in remote and hybrid work environments remains largely overlooked. Conclusions. Based on the analysis, recommendations were developed to improve productivity management systems, balancing performance monitoring, motivational approaches, and employee engagement, while considering the conditions of flexible work formats and digital technologies. The practical significance of the study is reflected in the potential application of its results to the development of corporate strategies aimed at enhancing labor efficiency, optimizing personnel management processes, and supporting organizational adaptation to evolving work models, as well as serving as a foundation for further research in the field of personnel productivity management under conditions of digitalization and changing forms of labor organization.