| Summary: | Due to the fact that the digital economy is modifying managerial practices, the work of government bodies is being reconstructed: advances in the theory and practice of forming a digital economy require applications to the
theory of public administration, including its human resource subsystem. Thus, the demand for innovative management systems, HR-monitoring systems, information processing algorithms is getting actual, that requires the
new theoretical and methodological approaches development. The article considers the prerequisites for the
transformation of human resources related workflow in the state civil service, new expectations and requirements for HRM in changing conditions. A separate consideration was awarded the potential inherent in the use of
big data. The research structure is built on the principle of movement from the identification of the “as is” model
towards the “as it should be” model. The article explores the possibility of modernizing the activities of personnel
departments of state authorities in terms of hiring, selecting and evaluating personnel through the use of big data. An option is proposed for integrating the unit for collecting and processing big data on employees in the Federal State Information System "Unified Information System for Managing the Personnel of the Civil Service" with
the aim of improving analytical work in the personnel subsystem.
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