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Fourth, the practical analysis method is applied to link theory with the specific
development context of Vietnam, thereby drawing out assessments and policy
implications.
4. Connotations and roles of digital human resources
4.1. Concept of digital human resources
Conceptually, digital human resources can be understood as the entire workforce
capable of using, developing and mastering digital technologies, data and digital platform-
based organizational and business models aimed at creating added value for the economy.
According to Nguyen Thanh Chung [6], digital human resources constitute the
professional technical workforce directly executing information technology, electronic
telecommunications and cybersecurity products and services to serve digital technology
activities. Thai Kim Phung [10] proposes a broader concept, arguing that digital human
resources are individuals with the capacity to master digital technology devices and
operate them during production, business and socio-economic activities.
Digital human resources are not solely the IT sector's workforce but encompass
human resources with digital capabilities at various levels, ranging from universal to
highly specialized. The first level, or foundational digital human resources, is the
workforce equipped with basic digital skills, capable of utilizing digital devices and
software to access, process and exchange information on digital platforms safely. The
second tier is applied digital human resources, capable of applying digital technologies in
specialized professions (digital banking, digital healthcare, digital education, digital
insurance, etc.). The third tier is creative digital human resources, an elite workforce
capable of combining technological knowledge with strategic, managerial and creative
thinking, playing the role of designing policies, business models and digital ecosystems.
These three components form a unified whole that determines the digital economy
development capacity of each nation.
Thus, digital human resources constitute a multi-tiered structure, diverse in levels
and functions, in which the components share an organic, complementary relationship,
establishing a solid human capital foundation for rapid and sustainable digital economy
development. Digital human resources are fundamentally a specific subset of high-quality
human resources but possess specialized technological capabilities within a digital
environment. Both are elite segments of the workforce, possessing high levels of
professional expertise, skills and adaptability; both are tied to the requirements of the
knowledge and innovation economy, acting as driving forces to enhance labor
productivity and national competitiveness; both demand substantial investment in
education, training, skill development and a favorable institutional environment to
promote their capabilities and mutually strive for high added value, capable of generating
spillover effects throughout the economy. However, high-quality human resources is a
broad concept, a requisite for all modern development models, encompassing individuals
with high professional qualifications, excellent craftsmanship and outstanding skills across
all fields (science and technology, management, healthcare, education, finance, etc.).
Digital human resources is a narrower concept, directly linked to digital transformation
and the digital economy, emphasizing the group of workers with digital capabilities,
capable of working, innovating and operating within a digital technology environment.
Furthermore, high-quality human resources focus on in-depth knowledge, strategic
thinking, managerial skills and general creativity, whereas digital human resources

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