Abstract
The relevance of the study is determined by the need to develop digital competence among HR specialists. Various approaches are considered to the definition of the concept of «digital competence» and the selection of the content of the professional activities of HR specialists to perform new labor functions in accordance with its specifics and features, which implies certain changes in the educational environment in the digital economy. Due to the lack of programs to build the readiness of a personnel management specialist, it is difficult to perform such a function as strategic management of the workforce. An attempt was made to resolve the contradiction between the request for these specialists and the uncertainty in the strategy for determining the totality of competencies as an integrative property of a person.
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