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graduates reaches over 84,000 students [8]. This is a vital supply source for the digital
labor market in the medium and long term.
Thirdly, awareness and actions regarding digital human resource development are
becoming increasingly clear. The awareness of all levels, sectors and the entire society
regarding the role of digital human resources has undergone a distinct shift. Developing
digital skills and training human resources to serve digital transformation are identified as
central tasks in many national programs and projects. Training, fostering and coaching on
digital transformation are implemented extensively throughout society, from state
agencies and enterprises to residential groups with the popular digital literacy movement.
This ensures that the digital human resource development process is not spontaneous
but possesses a long-term orientation. The connection between the State - enterprises -
training institutions creates a dual dynamic, helping Vietnam's digital human resources
develop rapidly, flexibly and increasingly align with market demands.
Fourthly, Vietnam is gradually participating in the global digital value chain.
Vietnam is a country with a fast-growing software outsourcing industry among ASEAN
nations. Many Vietnamese technology engineers participate in international projects,
exporting IT services and digital products. In recent years, the export scale of Vietnam's
digital technology products has reached a high level, becoming one of the pillars of the
national export turnover. This achievement is closely tied to the increase in the scale and
quality of Vietnam's technological human resources.
5.2. Weaknesses and limitations of digital human resources in Vietnam
First, high-quality digital human resources are still lacking compared to demand.
Despite having a large population size, Vietnam still faces a severe shortage of highly
qualified digital human resources, especially in fields such as artificial intelligence, data
science, cybersecurity and platform technology. In 2025, the labor force working in the IT
sector is about 500,000 people, while market demand is projected to reach about 2
million people by 2030; the proportion of IT workers accounts for only about 1% of the
total labor force over 15 years old in the economy. International comparisons reveal a
significant gap: This rate in the United States is about 4%, South Korea is 2.5%, and India
is 1.78%.
Second, digital quality and skills are uneven and highly polarized.
The limited quality and digital skills of Vietnam's workforce are clearly reflected in
the disparities between regions, labor groups, and skill levels: i), high-quality digital
human resources are mainly concentrated in large cities such as Hanoi and Ho Chi Minh
City, where access to education, technological infrastructure, and better job opportunities
is available, while rural and mountainous areas face severe shortages; ii) , the overall level
of digital skills remains low, as about 70% of workers have not undergone formal training;
many workers only have basic digital skills, making it difficult to meet job requirements in
a digital environment. In addition, foreign language proficiency and global working skills
are limited, with about 5% of IT workers proficient in professional English. These pieces of
evidence show that the development of digital human resources in Vietnam is uneven,
highly polarized, and not yet meeting the requirements of the digital economy.
Third, resource training is not yet tightly linked to the demands of the digital labor
market. Although the quality of digital human resource training has improved, it still fails
to meet practical requirements. According to surveys, only about 30-35% of IT students
meet the immediate requirements of enterprises upon graduation; the majority of the
remainder require supplementary training for 3-6 months [9]. The issue here is the

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