Models of personnel management for mixed forms of labor organization

Purpose: This article investigates the models of personnel management tailored for mixed forms of labor organization. The main goal is to develop mixed regulations for managing hybrid work teams, establish effective evaluation criteria, and analyze the impact of various management practices on employee productivity and satisfaction. The study addresses the need for tailored personnel management strategies that accommodate both traditional and non-traditional labor arrangements. Methods: The research employs a mixed-methods approach, combining a detailed literature review with empirical case studies. The literature review explores existing theories and practices related to personnel management in hybrid labor environments, providing a theoretical basis for the study. Empirical case studies of organizations utilizing mixed labor models were conducted to identify successful management practices and evaluate their impact. The study also includes an analysis of regional and sectoral variations to understand how different contexts influence personnel management strategies. Results: The study successfully developed a structured framework for managing mixed forms of labor organization. This framework includes practical guidelines for integrating traditional and non-traditional management strategies, along with metrics for evaluating their effectiveness. The research highlights significant improvements in productivity and employee satisfaction following the implementation of these management practices. Additionally, regional and sectoral differences were observed, with varying impacts on management practices depending on the local and industry-specific contexts. Effective stakeholder engagement emerged as a critical factor, with best practices including regular communication, feedback mechanisms, and strategic partnerships. Conclusions: The findings indicate that successful human resource management in organizations using mixed forms of work organization requires a well-defined structure, practical recommendations, and an understanding of contextual differences. The developed model, which includes evaluation criteria, offers practical tools for organizations to enhance their personnel management strategies and improve overall organizational efficiency. Future research should focus on refining these methodologies, exploring advanced metrics, and addressing diverse stakeholder needs to further optimize personnel management practices. This study contributes to the field by offering actionable insights and practical tools for managing hybrid workforces effectively.