The introduction of innovative developments and technologies of Industry 4.0 at Ukrainian enterprises, along with the determination of the development processes of Company 5.0, provoke the need for employees of the appropriate knowledge, skills and abilities. This applies to enterprises of any industries and forms of management, including mining and metallurgical enterprises [1].

Let us emphasize that the tools for the development of "smart quarries", "smart mines" and, in general, a "digital plant" go beyond IT departments. Employees of almost all departments and services are involved in this process. The point is that the total digitalization and robotization of an enterprise covers all areas: from production and finance to logistics and sales; they are impossible without people who would have the appropriate knowledge, skills and abilities to digitize, manage virtual teams and robots, ensure human-robot interaction, and the like. Thus, more and more jobs are becoming “digital”.

McKinsey analysts predicted that by 2030, technology competencies that are in short supply today will become more imperative by 55%. For this, 67% of enterprises of the objects-sample for the forecast plan to increase investment in training and development of their personnel [2]. Consequently, in order to achieve (maintain) the desired state of economic security in the future, the enterprise must already take measures to ensure the availability of employees with the appropriate modern competencies and qualifications. It should be borne in mind that in Company 5.0, two processes are taking place in parallel: the formation of digital competencies among employees of existing professions and the emergence of completely new professions. If we conditionally unite such employees, then we propose to call them "personnel 5.0". As a result of the analysis of forecasts, analytical reports, an expert survey of specialists from mining and metallurgical plants, we have systematized the list of the latest professions for these enterprises. Their appearance is predicted in the period of 5-10 years. Therefore, an important step in ensuring the economic security of an enterprise is the assessment of the current, desired (necessary - corresponding to the level of digital maturity of the enterprise) and predicted level of provision of workers with the necessary professions.

It is important to point out that the emergence of a large number of people with a high degree of digital competencies, an increase in the level of provision of enterprises with personnel 5.0 increases the relevance of enterprise cybersecurity and, as a result, the availability of appropriate specialists with even better competencies.

Thus, to ensure economic security, we propose to expand the analytical tools for assessing the security of strategic economic interests of enterprises with the following coefficients:

1) The ratio of the growth rate of the enterprise's staffing 5.0 to the growth rate of the level of digital maturity of the enterprise (liminal value 1);

2) coefficient of the level of digital maturity of personnel - the arithmetic mean of the following coefficients:

- the ratio of the number of employees with digital competencies to the number of digital jobs (liminal value 1);

- the ratio of the number of employees classified as "personnel 5.0" to the total number of employees at the enterprise during the assessment period (liminal value 1);

- the ratio of the required (desired, specified) level of mastering digital competencies by the employees of the enterprise to the actual level of mastering digital competencies by the employees of the enterprise (liminal value 1);

- the ratio of the required (desired) number of employees of the enterprise with digital competencies to the total actual number of employees of the enterprise (liminal value 1);

- other similar coefficients.

We emphasize that it is advisable to determine the level of digital maturity of personnel not only for the whole enterprise, but also separately by structural divisions of the enterprise and separately by business processes:

- the ratio of the required (desired) number of employees with digital competencies involved in the n-th business process to the actual number of personnel involved in this business process;

- the ratio of the required (desired) number of employees with digital competencies in a specific department (at a site, in a workshop, etc.) to the actual number of personnel working in a particular department (at a site, in a workshop, etc.);

- other similar coefficients.

Note that the format of these abstracts does not allow us to reveal all the indicators we have proposed, but there are more of them than described above.