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Employees` competitiveness in the era of digital transformation is inextricably linked with digital competencies and digital skills that raise many questions. Firstly, the researchers did not come to a unified definition of digital competencies and digital skills. Secondly, it is necessary to identify the main trends related to digital competencies and digital skills in the Russian Federation. Thirdly, what paths can increase employees` competitiveness through digital competencies and digital skill. Fourthly, the analysis of measures and evaluation of indicators for the implementation of these ways. In this article we present several approaches to the definition of digital competencies and digital skills. Then we disclose the path of state programs to improve them to increase the competitiveness of workers and to analyze the measures and evaluate the indicators as the results of these programs implementation. As results we present the main trends in the Russian Federation related to digital skills and competencies. 2. "Digital skills" and "digital competencies" definition We first clarify the concept of "digital skills" and "digital competencies", because there is no single definition of digital skills and competencies. There are many different interpretations related to the ability to use information and communication technologies (ICT) such as digital literacy, digital competence, computer literacy, e-skills (electronic skills), information literacy and others. There are different classifications of digital skills supposed by van Laar, E. et al [2], European Commission [3], OECD [4], European Schoolnet and DIGITALEUROPE [5], Development Economics [6] and Carretero, S. et al [7]. We have chosen the most actual for our study. According to experts of the European Commission, in a broad sense, digital skills mean the ability to localize, organize, understand, develop, create and disseminate information using digital technologies at different levels of competence [8]. The European Commission defines three levels of digital skills:

This article is devoted to the analysis of flexible forms of employment in the Russian labor market within the ILO concept "Future of work". The main purpose of the article is to identify the features of flexible forms of employment, to consider the prerequisites for their emergence and development trends, as well as to identify existing risks and new prospects associated with these forms. The basic factors of the formation of a new model of employment and labor relations and the development of flexible labor relations and new forms of employment in the era of globalization are studied. The review of researches revealing criteria of allocation and forms of flexible employment is carried out. Traditional and new forms of employment are identified and systematized, indicating advantages and disadvantages. A country-by-country analysis and systematization of the principles of ensuring equal rights and guarantees of workers engaged in part-time (flexible) work. The measures aimed at reducing the deficit of decent work are proposed. The mechanism of regulation of flexible forms of employment, prevention of negative consequences of their distribution, ensuring social and legal protection of workers is presented through the introduction of the principles of Decent work and "Future in the field of labor."