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Abstract. In the article, from the standpoint of theory and methodology, a competent approach to the evaluation of company personnel is described. The models for assessing the company's personnel from different approaches are presented. The methods used by modern companies for the personnel assessment procedure are highlighted. The meaning of the competence concept and approaches to understanding the essence of the competence concept are given. The concept of competency model is formulated and a variant of this competence model is presented. Deficient moments in the formation of competence models for the evaluation of company personnel were identified.

The article substantiates the need to revise the requirements for human resource management. On the one hand, this is due the development and implementation of ITtechnologies in almost all spheres of life in modern society that is a consequence of the development of Industry 4.0. And on the other hand, according to the program "Digital Economy of the Russian Federation" it is one of the priority directions for the implementation of this program. At the same time, the development of a competent employee model is one of the main trends of the modern human resource management system. A comparative analysis of the classical and modern personnel management systems made it possible to identify and describe the main trends in human resource management in the context of digital business transformation, as well as to identify the main problems in their implementation. The result of the work was a formulated system of requirements for a modern employee, here are the main: emotional intelligence; systemic, flexible thinking; teamwork skills; skills related to the application of ITtechnologies in everyday and professional activities, interdisciplinary knowledge and others. It was also found that the proposed system of requirements for an employee is currently not being implemented and it is necessary to implement additional training programs, including through the introduction of digital technologies, the use of chat bots may be a priority for solving this probleml. Keywords-digital economy, digital business transformation, human resource management, trends in human resource management in a digital economy, the formation of personnel requirements in a digital transformation

The relevance of the research problem is justified by the fact that contemporary political experts consider the political process of democratic ruling elite forming as in Russia so in other countries only in general aspects and there is no unified understanding of this process. The aim of this article is to summarize the scientific knowledge on the problem under consideration and to propose criteria for political elite selection in democratic States. A leading approach to this problem study is a positional approach. From the point of view of the positional approach the political elite is defined as the range of persons who has attained powerful positions and who has the right of direct participation in the process of government decision-making through open competition for votes and political elections' win in representative bodies of power. The article can be useful for political scientists and sociologists studying the problems of political elites' formation and functioning.

The article considers the issues of formation of requirements to a competency model for university graduates in the digital economy that allow ones to be competitive in the current economic environment. The urgent character of the problem stems from the requirements that are shaped by digitalization processes in the economy. The recent years have witnessed another wave of activity model transformation in education caused by the emergence of cutting-edge digital technologies. Implementation of these technologies could increase company productivity by 40%. In the near future, international competitiveness will be determined by the effective use of digital technologies along with the specialists who possess the required skills and competences. This is particularly relevant for both individual companies and entire countries which form the infrastructure and legal environment for digitalization.