<![CDATA[The global shift toward hybrid work models, accelerated by the COVID-19 pandemic, has fundamentally reshaped the strategic imperatives of human capital management. This paper examines the intricate relationship between the implementation of hybrid work arrangements, strategic human capital development, and employee performance within the dynamic context of Indonesian startups. Using a sequential mixed-methods research design, the study synthesizes data from a quantitative survey of 250 startup employees in major urban hubs (Jakarta, Bandung, and Surabaya) with qualitative insights from in-depth interviews with 15 HR managers and founders. The research identifies key factors that enable and hinder productivity and engagement in flexible work environments. Findings indicate that a structured hybrid work strategy, supported by effective digital collaboration tools, adaptive HR policies, and a focus on asynchronous communication, is positively correlated with a 25% increase in employee productivity. Conversely, challenges such as digital burnout, employee isolation, and the persistence of traditional, hierarchical leadership styles emerged as significant barriers. This paper proposes that strategic human capital development in this new paradigm requires a holistic approach that integrates technological adaptation with a human-centric focus on upskilling, clear performance metrics, and a culture of inclusive leadership. The study concludes with actionable recommendations for Indonesian startups to better attract, retain, and empower their talent, positioning them for sustainable growth and innovation in the evolving future of work.]]>
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