Abstract:
The development of information and communication technologies in the conditions of a new, digital
economy naturally transforms the sphere of management and social and labor relations, and nontraditional
forms of employment and labor organization are spreading. Quarantine measures taken
by governments in connection with the COVID-19 pandemic, as well as the war on the territory of
Ukraine, have become catalysts for the spread of remote work. The function of human resource management
(HRM), performing an important connecting role of coordinating the interests of employers
and employees, organizing the labor activity of personnel, itself becomes an object of transformation
of labor modes, which requires prompt study of this phenomenon. A survey of HR-specialists of
Ukraine in various industries, professional specializations and age groups revealed the prospects of
remote HRM due to the availability of material and technical base, software and existing experience
of “emergency” transfer to remote mode. At the same time, the existing socio-psychological barriers
(prejudices of management, lack of informal communication, emotional defects in communication
in the online work format) will contribute in the future, according to the majority of HR specialists, to
the spread of a mixed work format in its various forms: distribution of working time for work in the
office and outside the office; fixing the format of remote work for some categories of personnel and
maintaining the traditional format for others; transition of some industries to remote employment.
The results revealed actualize the need to search for scientific, theoretical and practical solutions to
overcome obstacles to the development of remote work (including HRM) in the new economy.
