FORMATION OF DIGITAL COMPETENCES OF EMPLOYEES AS A DIRECTION FOR IMPROVING PERSONNEL POLICY

Abstract

The article examines the formation of employees’ digital competencies as a direction for improving enterprise personnel policy under conditions of digital transformation. The study systematizes scientific approaches to defining and structuring digital competencies and substantiates their multidimensional and dynamic nature. An author’s definition of employees’ digital competencies is proposed as an integrated characteristic that ensures effective performance of professional functions, adaptation to technological change and continuous development. A nine-component structure of digital competencies is developed, including information-analytical, technological, communicative, cooperative, digital content and solutions, digital problem-solving, digital security and responsibility, professional-functional, and adaptive-educational components. The professional-functional component is proposed as a key addition that links digital competencies directly with the content and specific requirements of employees’ work. The study also identifies the main directions for integrating digital competencies into enterprise personnel policy, including workforce planning, recruitment, adaptation, continuous training, professional development, motivation, career management and organizational culture. The proposed approach substantiates a shift from reactive personnel training after the introduction of new technologies to proactive development of employees’ digital potential in accordance with strategic organizational needs and sustainable competitiveness. This approach contributes to aligning employee development with technological change and strengthening the capacity of enterprises to respond effectively to evolving digital requirements. This enables targeted and continuous personnel development.