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attainment and stable professional skills, now factors such as digital competence, data
thinking, innovation, and technological adaptability have become core components.
The shift from traditional human capital to digital human capital reflects the
restructuring of the workforce in the digital economy. Digital human capital encompasses
not only highly specialized IT professionals but also workers across all industries capable
of utilizing digital technology to enhance work efficiency. This indicates that the scope of
human capital has expanded from vocational skills to comprehensive digital competencies,
including fundamental digital skills, applied digital skills, and digital innovation capabilities.
Furthermore, a key characteristic of digital human capital is its dynamism and
lifelong learning capacity. In a context of shortened technology cycles, knowledge and
skills quickly become obsolete, requiring workers to continuously update, retrain, and
enhance their capabilities. Therefore, investment in human capital in the digital age
should not be limited to initial education but should shift to a model of continuous
competency development, closely linking education, the labor market, and innovation.
Applying human capital theory to the context of the digital economy provides an
important theoretical basis for explaining the central role of digital human resources in
national growth, innovation, and competitiveness.
2.3. Knowledge economy and digital economy theory
The knowledge economy theory posits that knowledge and innovation are the
central factors of production in the modern economy. In this economy, intangible assets
such as knowledge, data and technology play a more critical role than traditional physical
resources. The development of the digital economy further affirms the central role of
human resources possessing technological capabilities. According to Bukht and Heeks
(2017), the digital economy encompasses economic activities based on digital
technologies, data and online platforms [5]. Within that structure, digital human
resources play the role of operating, creating, and optimizing technological systems.
In Vietnam, several scholars have emphasized the role of human resources in the
development of the digital economy. Nguyen Thi Mai (2024) argues that national digital
transformation can only succeed when accompanied by the development of human
resources possessing digital thinking and the ability to master technology [9]. To Xuan
Thanh (2025) also asserts that enhancing the quality of human resources is a decisive
condition for Vietnam to develop the digital economy and participate more deeply in the
global value chain in the context of digitization (12). Therefore, the digital economy
imposes a requirement to restructure human capital towards digitization, in which digital
human resources constitute the foundational element.
3. Research methods
The basic research methods employed are:
First, the analysis-synthesis method is used to systematize theoretical perspectives
on the digital economy, digital human resources and the relationship between human
resources and growth in the context of digital transformation.
Second, the secondary document research method. This is the process of exploiting,
systematizing, evaluating and analyzing available information sources such as reports,
development strategies, official documents of the Party and State, as well as domestic
and foreign research works related to the development of digital human resources.
Third, the comparative and contrasting method is utilized to clarify the position and
issues posed regarding Vietnam's digital human resources in correlation with general
global trends.

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