Digital solutions are implemented in all types of organizations, including public administration. The implementation of digital solutions requires the development of rele-vant skills and competences of employees. The aim of this chapter is to assess managerial practices related to the digital competences of employees of public organizations and their association with the efficiency of human resource management (HRM). We based on a liter-ature review that focuses on the area of competences, digitalization, and public administra-tion. Digital competences as a key success factor of the digital economy were described. We survey 142 public organizations regarding the role of digital competences in the HRM pro-cess. As a result, this study indicates that the inclusion of digital competences into the pro-cess of employees‟ recruitment, evaluation, and development is significantly correlated with an organization‟s performance in the area of human resource management (namely, em-ployees‟ engagement and satisfaction and the efficiency of human resource management). Additionally, this study unveils the differences in terms of HRM practices among different types of public organizations. These findings have managerial implications, specifically, it suggest the directions of development of HRM practices in public administration. With its findings, this study contributes to the literature on public administration and human re-source management.