Employee «digital profile» as a tool for digital transformation of labor relations

Digitalization of all spheres of public life is named one of the strategic goals of the national development of the Russian Federation until 2030. At the same time, employers in the context of legal regulation of labor relations, as a rule, are quite resistant to institutional changes and, in this regard, introduce digital technologies as a result of the imposition of a regulatory obligation. The use of a «digital profile» of an employee can be called the opposite example — in this case, there is a proactive position of the employer, preceding regulatory regulation and explained by the advantage of using these technologies. In general, three general topics can be distinguished in how employers solve the issue of digital transformation through the «digital profile» of the employee: as a tool for metrification of employees, as a tool for assessing and forming digital competencies of employees, as a qualitatively new way of solving to improve organizational processes and cooperation between structural divisions. Common to these topics is the use of new digital technologies in the legal regulation of labor relations. At the same time, each of these methods involves the emergence of appropriate risks to protect the rights and legitimate interests of employees.