INNOVATIVE PERSONNEL MANAGEMENT METHODS IN IT COMPANIES UNDER CONDITIONS OF HYBRID AND REMOTE EMPLOYMENT DURING THE WAR IN UKRAINE

Abstract

Introduction. After the post-Kovid period in Ukraine, the long-term phase of the war with Russia began, which dictated business new conditions not only for development, but also for ensuring the survival of the enterprise itself, creating a safe environment for the employee. These challenges led to new solutions and strategies to ensure business continuity and transformed its management system. Despite the rather new problem of organizing a remote or hybrid form of employment, researchers and HR managers often raise concerns about the difficulties of intra-company communication and work that requires a creative team approach. The study of transformations of relations in the field of human resources, optimization of personnel opportunities, search for methods of effective management in the conditions of a remote form of work is an important and relevant direction of the development of the science and practice of personnel management in the conditions of security challenges and threats. Therefore, the issue of the organization of hybrid and remote personnel management in the conditions of martial law remains the least researched. Goal. The purpose of the scientific publication is to study the peculiarities of the application of innovative methods of personnel management under the conditions of hybrid and remote forms of employment during the war in Ukraine and to develop proposals for improving the efficiency of personnel management on the example of IT companies. Research methods. The methods of systematic, logical, structural, comparative analysis, expert survey, systematization and generalization of data were used. The results. According to the conducted research, the article states that hybrid employment has become the most effective for IT companies in Ukraine during martial law. This means combining fulltime work with the ability to work remotely, especially for workers in a combat zone. This allows them to work from home or shelter if their job allows. The study found that hybrid employment reduced the burden on office security, as many companies provided their employees with access to bomb shelters with uninterrupted Internet, but at the same time created risks: low stress resistance, insufficient engagement and loyalty of employees due to the lack of live communication. Therefore, a communication strategy for interaction with remote workers was proposed, the analysis of which leads to the study of the optimal form of interaction between workers. The article elaborates recommendations for IT companies regarding the use and protection of personal data, maintaining the private space of remote employees and monitoring their productivity. In addition, sound new methods of managing the productivity and motivation of employees will help the management of companies to focus on collective values. Conclusions. The conducted research made it possible to develop approaches to improving personnel management in the conditions of remote work in digital business with the help of a communication strategy aimed at improving motivation, increasing personnel safety measures and maintaining a healthy psychological state of employees during military operations in conditions of mostly hybrid or remote forms of employment.