Currently, in the digital economy, the problem of revising the qualitative component of the organization’s personnel has become acute. In modern conditions, the nature of work is changing, people and the requirements for personnel and organizations are changing. The rapid development of digital technologies, the rapid obsolescence of some and the introduction of others, increases the demand for employees with highly specialized skills, information skills, management and communication skills. The increased demand for such specialists requires organizations to search for new, more effective ways of personnel management that meet new conditions, including the search for training methods — as one of the most important functions of personnel management in modern organizations. Personnel costs are already considered as an investment in human capital, and the issue of effective planning of budget items for personnel becomes especially important. There is a need to develop effective methods for assessing the effectiveness of short-term and long-term investments in the human capital of an organization in general and in training in particular.