Remote work in the context of global computerization of all work processes is an integral part of the functioning of companies. With the growing number of employees working remotely, it is important to conduct correctly the adaptation period for the transition to a new communication format for both employees and the candidates for a vacancy. The aim of this article is to survey a number of classifications of employee digital competencies proposed by scientists. The study was carried out on the use of tools by employees in a stressed work format: it was revealed that when employees possess the skills to use digital tools for remote work, company managers do not use these skills when building communications and working in new conditions. The analysis of the resume base is given in order to determine the formation of digital competence among the candidates. A toolkit has been developed to determine the formation of digital competence and assess the effectiveness of an employee at remote work.

The existing situation on labor market has been characterized by a shortage of highly qualified efficient personnel for many years. Company staff is a unique competitive resource and source of profit in any organization. A strong employer brand is a basic foundation for the strategic success of an organization, as it forms the positive attitude of employees and ensures their affective engagement. More and more Russian and international organizations have to resort to new tools to attract, retain, manage staff loyalty and involvement, and establish their image in the job market. Traditional management methods are no longer effective enough in solving such problems. The study reveals the essence of the employer's internal brand and its constituent part - the affective commitment of employees. It specifies the tools to ensure the development of affective commitment of staff.

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