Human resource development - a prerequisite for digital economy and green growth

-17:00: Ms. Thai Thu Xuong - Permanent Vice President of the Vietnam General Confederation of Labor - closing speech: Investing in workers today is the largest "saving" for the future

Ms. Thai Thu Xuong said that we are witnessing a wave of extensive changes globally with three outstanding trends: digitalization, greening and sustainable development. These trends not only change the way of production and business but also pose new requirements for thinking, skills and labor organization models.

The opinions at today's workshop have more clearly pointed out the new requirements that workers face: from digital skills, green skills to the ability to adapt to new technology and labor models. Workers are not only the implementers, but also an important factor that creates the competitiveness of businesses and the entire economy. Many good models from businesses show that: investing in people, training and retraining not only creates a stable and civilized working environment but is also the key to retaining talented people. In addition, many grassroots trade unions have promoted their role in connecting training needs between workers and businesses and professional organizations, helping the skills conversion process to take place more effectively" - Ms. Thai Thu Xuong said.

However, the workshop also pointed out the obstacles to note: the gap between training and usage needs; lack of policies to support businesses - especially small and medium enterprises - in retraining workers; confusion of businesses and workers in determining appropriate training roadmaps and methods.

In particular, it is necessary to pay attention to the risk that a part of the workforce - especially unskilled workers, middle-aged workers, female workers in industrial parks - may be left behind if not trained in time. Without a flexible learning model right at the workplace, it is those who have contributed greatly to growth in the past who will suffer the most in the future.

The Vietnam General Confederation of Labor will consider and concretize the results of the workshop into practical actions such as: Strengthening support for grassroots trade unions to promote training of new skills, digital skills, green skills for workers in a suitable manner: Expanding the link between trade unions - enterprises - vocational training institutions; being a policy bridge, ensuring workers have fair and complete access to information on development opportunities in the new economic model.

I believe that investing in workers today is the biggest saving for the future not only for businesses but for society. We cannot talk about green growth or digital transformation if we do not simultaneously change the way of perception, treatment and investment for people" - Ms. Thai Thu Xuong emphasized.

- 16:35: Trade unions act as a bridge to train digital skills and green skills for workers at the grassroots level

Mr. Tran Hong Tuan - Vice Chairman of the Vietnam Banking Trade Union presented a speech with the title: "Trade unions act as a bridge for digital skills and green skills training for employees at the grassroots level", based on practical experiences from the activities of the Vietnam Banking Trade Union.

Mr. Tuan emphasized the importance of digital skills and green skills for workers in the current context.

In the context of the technological revolution taking place like a storm, Vietnam is accelerating national digital transformation, along with the policy of streamlining the apparatus and optimizing resources in all fields. These policies are concretized in many important documents of the Party and the Government, especially Resolution No. 57-NQ/TW dated December 22, 2024 of the Politburo on breakthroughs in the development of science, technology, innovation and national digital transformation, and Decision No. 127/QD-TTg dated January 26, 2021 of the Prime Minister on the National Strategy on research, development and application of Artificial Intelligence (AI) to 2030. Along with that is the increasingly clear trend of sustainable development. In that context, two types of skills are becoming an indispensable "pair" for each employee: digital skills (Digital Skills) and green skills (Green Skills).

The banking industry is a typical example of a strong and pioneering transformation in this process. In terms of digital skills, traditional transactions are gradually being replaced by digital platforms. Currently, most Vietnamese commercial banks (about 95%) have built a specific digital transformation roadmap, and nearly 40% have approved digital strategies integrated into the general business orientation. This is strongly promoted through the Digital Transformation Plan for the banking industry to 2025, with a vision to 2030 (Decision No. 810/QD-NHNN dated May 11, 2021 of the State Bank), with the goal that by 2025, at least 60% of credit institutions with revenue from digital channels will reach over 30% of total revenue.

reality has proven clear efficiency: in 2024, transactions through electronic channels such as Internet Banking, Mobile Banking, QR codes skyrocketed - the number of transactions increased by nearly 60%, transaction value increased by over 30% over the same period. This not only helps streamline the professional process, minimizing manual tasks, but also requires workers to be proficient in digital tools, data thinking and the ability to adapt to new technology to operate the apparatus more effectively. Banks are prioritizing the development of a branchless model, mobile applications and online platforms to optimize customer experience and save costs. At the same time, investing in flexible, integrated and highly secure technology infrastructure, along with building an internal digital culture, is a fundamental factor to ensure the sustainability of the transformation process.

To further promote this work, the State Bank of Vietnam has recently launched two key emulation movements: "The whole country competes in innovation and digital transformation" and the " incubation of digital learning" movement in the entire industry. This is not only a call but also a specific action to promote innovation in thinking, proactively applying modern technology. With that spirit, the banking industry is determined to affirm its pioneering role in creating a modern, transparent and efficient digital financial ecosystem.

In addition, the pressure of sustainable development (ESG) is reshaping business strategies. The banking industry is pioneering the development of "green credit" and "green banking", with a clear orientation from Directive 01/CT-NHNN dated January 7, 2020 of the State Bank on promoting green credit growth and managing social environmental risks in credit granting activities. This requires workers to have in-depth knowledge of the environment, understanding of green financial products and services, and awareness of saving energy and effectively managing resources in all activities. Green skills are not only knowledge but also practical ability to minimize negative impacts on the environment, optimize resource use, and contribute to the sustainable development goals of businesses and communities, towards a circular economy.

It can be said that equipping these two groups of skills is the key for workers to increase productivity, increase income and ensure stable jobs in the future, while contributing to the success of the strategy of streamlining the apparatus and digital transformation nationwide.

Mr. Tran Hong Tuan said that through the synchronous implementation and innovation of a series of programs, the Vietnam Banking Trade Union has truly become a solid bridge, creating positive and measurable changes in digital skills training and green skills. The results achieved can be summarized in the following main aspects:

1. Forming a culture of proactive learning, spreading knowledge on a large scale

Through modern e-learning platforms, the Trade Union has broken barriers in space and time, bringing knowledge to more than 100,000 union members and workers. The number of more than 115,000 hours of study recorded not only shows the scale but also shows the change in thinking: from passive learning, waiting for training to proactive learning, self-improvement of capacity. The "Digital education movement" has truly gone into depth, becoming a part of the industry's working culture.

In 2024, e-learning programs such as disseminating the Resolutions of trade union congresses at all levels, training on emulation and reward work, document work... have reached nearly 2,500 trade union officials at all levels.

In particular, the Research and Learning Program on the Resolution of the 13th Congress of the Vietnam General Confederation of Labor and the 7th Congress of the Vietnam General Confederation of Labor with 2 phases, phase 1 for union officials, phase 2 for union members and workers, has attracted nearly 102,000 union members and workers, with a completion rate of 90.3% - 94%. More than 115,000 hours of study were recorded, with a modern design lecture system (2D graphics, vivid sound), with a final assessment test.

In 2025, the online contest "Workers, civil servants, and employees of the banking industry learn about occupational safety and hygiene" continued to promote its effectiveness. With 9,931 participants, the completion rate reached 92.23%, the contest has contributed to raising awareness of safe labor and building a "green - clean - beautiful" working environment.

2. Closely link training with the industry's ESG strategic goals

Aiming at sustainable development, the Vietnam Banking Trade Union organized the 2024 "Green Bank for Green Life" contest - a communication - action initiative with widespread influence, associated with the ESG (environment - society - governance) strategy in the banking industry.

Activities do not stop at professional skills but also aim at sustainable development goals. The contest contributes to transforming ESG awareness from a macro concept into practical, daily actions of each cadre. This contributes to building a "green brand" for banks from within.

The contest brings together 22 teams with 440 contestants from banks and units across the industry, not only contributing to raising awareness of green development, but also encouraging workers to proactively change their behavior, take small actions but bring great accumulated results in environmental protection and building a green banking culture. In particular, the contest also plays an inspiring role, helping to link union activities with the sustainable development goal of the industry, making ESG an endogenous value in office culture.

3. Encourage and realize the creative potential of workers themselves

The contest "Creative Journey - Aspiration to Rise" is not only a playground but has become a true " initiative bank". The classification of more than 150 initiatives according to each professional group shows great potential for application and replication. Solutions such as "ezPolicy - Smart virtual assistant" or "asset inventory quarterly" are proof that employees in all positions, when given opportunities, can become innovators, directly contributing to process optimization, saving billions of dong in costs and improving competitiveness for the unit.

Initiatives focus on:

- Improve professional processes (39%): reduce manual operations, standardize documents.

- Applying digital technology, AI, RPA (30%): processing data, creating chatbots to support customers.

- Green Banking (4%): energy-saving, printing and electricity optimization.

The initiatives after the competition are compiled into management data by industry group, with the potential to be widely deployed and become strategic solutions.

4. Proactively deploy and practice effectively with the practical training program: Applying AI to trade union activities

On May 28, 2025, the Vietnam Bank Trade Union organized a training course on "AI Application - Enhancing Work Efficiency" for union officials in the whole industry, realizing the "digital Citizen learn program" of the State Bank.

With the motto "Learning to do - practical application", the course provides:

- Basic knowledge of AI and how to apply it in trade union communication.

- Practice creating text, images, videos, helping students master digital tools.

- Equip yourself with digital ethics skills, identify risks, thereby building an effective and safe workflow.

The course is an important link in the strategy of modernizing the trade union team, contributing to spreading the spirit of mastering technology, increasing productivity and operational efficiency. The course was attended by nearly 200 union officials at all levels in Hanoi and received a positive response.

5. Proactiveness from the grassroots - practical activities at the unit

At the grassroots level, many trade unions have proactively organized activities associated with digital transformation and green transformation with more than 250 short-term digital skills training classes for cadres and union members; Competitions on Green Banking and a friendly working environment have been widely implemented.

Typically, Agribank, with the contest "Learning about and innovating, digital transformation in the banking and Agribank industry", has created an intellectual playground for employees to present their knowledge, share experiences and propose innovative solutions; A series of training courses on "AI-real-life training for finance - banking" organized at Vietnam Joint Stock Commercial Bank for Investment and Development, Vietnam Joint Stock Commercial Bank for Industry and Trade, ...

The above activities clearly demonstrate the bridging role of the Trade Union in innovation, inspiration and promoting digital transformation capacity, green development from the grassroots to the entire industry. The results achieved come from the strong direction of the Industry Union combined with the response and creativity of the grassroots union and each employee, which is the key to success.

The proactive application of technology by trade unions, actively learning and implementing new methods such as e-learning and AI applications not only helps spread knowledge but also creates an attractive and effective learning method, innovating the way trade unions operate in accordance with the spirit of Resolution No. 57-NQ/TW dated December 22, 2024 of the Politburo and Decision No. 127/QD-TTg dated January 26, 2021 of the Prime Minister on the National Strategy on research, development and application of Artificial Intelligence (AI) until 2030.

In order for the Trade Union to continue to promote its role as a bridge and leader in the new context, the Vietnam Banking Trade Union proposed to focus on the following key solutions:

1.Building an "Learning and Innovation ecosystem" for the whole industry: Instead of individual activities, it is necessary to develop and implement a comprehensive digital transformation project for Trade Union activities.
Accordingly, building an integrated digital platform, operating continuously with the following functions:

- Diverse E-learning Library: Regularly update courses on new technology, banking operations, green skills (green finance, circular economy, ESG reporting) from leading experts.

- Open initiative bank: Where all union members can post, comment, comment and develop ideas. The best ideas will be sponsored by the Trade Union, connected with the professional department to implement the pilot.

- Expert forum: Organize regular seminars and seminars with domestic and foreign experts to help workers update global trends.

2. Promoting the mechanism of "Training associated with career path":

The Trade Union will proactively negotiate and propose to employers to:

- Integrating digital skills and green skills into performance assessment criteria (KPIs) and competency frameworks for each job position. Completing courses or having a certificate of digital/green skills will be a plus point in considering salary increases and promotions.

- Building a "Crediting skills" mechanism": Workers accumulate "credits" after each training course. When they have enough credits, they can be recognized with a new level of skills, opening up clearer career development opportunities.

3. Establish a network of strategic partners in training:

The Trade Union acts as a focal point, expanding cooperation with: - Universities and Research institutes: To develop training programs with widely recognized certificates.

- Technology and FinTech companies: To organize hands-on workshops, helping workers access and apply the latest technology.
- International organizations (ILO, IFC, UNDP): To access international standards on green skills, sustainable labor and implement pilot projects in Vietnam.

4. Strengthening propaganda and social criticism

Propaganda and social criticism work needs to be promoted, innovated and more substantial. Trade unions need to proactively promote in a creative, easy-to-understand, easy-to-remember, and easy-to-implement manner, helping workers clearly understand the content of digital transformation, green transformation, and more importantly, see their role and benefits in that process. Instead of only receiving one-sided information, workers need to be encouraged to reflect, criticize, give comments, and express opinions on policies and implementation models that are still inadequate and not practical.

Through dialogue channels, surveys, seminars, union group activities, etc., unions can record the voice of the grassroots, thereby advising with professionals to adjust policies, improve processes, ensure that digital transformation, green transformation is not only a slogan from top to bottom, but becomes a driving force from bottom, close to working conditions and access of union members.

Doing a good job of propaganda and social criticism is also a way for the Trade Union to promote its leading role, spread values, and arouse creativity, thereby becoming a core force in transforming thinking, innovating actions, and building a team of flexible employees in the banking industry.

5. Strengthening the role of policy monitoring and consultation

- Build a set of indicators to measure investment efficiency in people: coordinate with experts to build a set of tools to help businesses assess the impact of training programs on business performance, thereby encouraging businesses to boldly invest more.
- Advising the State Bank and relevant agencies: proposing incentive policies for credit institutions with high and effective investment rates in job training, especially in the field of digital transformation and green credit.
- Regularly organize surveys of the whole industry on the skills needs of workers and requirements from businesses, thereby publishing valuable reports, orienting the training work of the whole industry.

- 16:35: Associate Professor, Dr. Pham Xuan Khanh - Principal of Hanoi High School for the Gifted: Students experience digital technology right in the learning process

Sharing the topic "New generation vocational skills and practical human resource problems for businesses in the digital transformation era", Mr. Pham Xuan Khanh said: In the digital transformation period, Hanoi College of High Technology is implementing in-depth training in automation, information technology, artificial intelligence, semiconductor technology, digital technology, high-tech agriculture, biotechnology, new materials, mechanical engineering - automation, environmental technology - carbon emission reduction.... The programs of these majors are updated closely with practice, including basic knowledge and specific skills (r boarding programming, AI application, automatic control, ...). The goal is to help students not only grasp theory but also solve practical problems at the enterprise right when they are still in school.

In addition to digital technology, the school continues to maintain and improve the quality of training in key traditional industries such as mechanical engineering, automotive technology, electrical - electronics, welding - cutting metal, mold... These industries, although "identified", are still the "backbone" of domestic industrial production. The school focuses especially on developing mechanical engineering - automation and automotive technology industries to provide a team of highly skilled engineers for businesses. In fact, many traditional majors at the school currently have a 100% employment rate thanks to practical application.

To meet the trend of modern training, the school promotes the application of digital technology in all activities. The school has built an integrated training management software system (ESSOFT), built an LMS platform for online learning and learning outcome management software. All textbooks and lectures are digitized, supporting multimedia learning materials. The classrooms are equipped with digital classrooms with high-confficiency computers, IoT equipment, virtual practice systems (VR) for automation, Elevator Engineering, etc. Aiming to perfect the model of "digital school, smart school", the school aims to build a Digital Technology Center with the ability to simulate equipment, automation lines, design - program - test on industrial software platforms (such as CAD/CAM/PLC...). This will be a new generation training space, where students can experience digital technology right in the learning process, helping to increase practicality and the ability to " get to work right after graduation". Teaching work also combines "parameter tradition" with a focus on experience, promoting students' self-study. These initiatives help improve training efficiency, save operating costs but still ensure practical knowledge and skills.

In the coming time, Mr. Pham Xuan Khanh said that the school will continue to improve the practical capacity of students and promote digital transformation in all training activities. Accordingly, the school sets a goal: to enroll over 4,000 college students each year, increasing the training scale to 10,00012,000 students. The school will open many new majors in line with market and technology trends, such as: Artificial Intelligence, Elevator Engineering, Renewable Energy, Industrial Logistics, Semiconductor chip Design, ... to increase the total number of majors trained to over 50 majors....

- 16:35: Human resources for digital transformation are lacking in both quantity and quality

According to Mr. Pham Vu Quoc Binh, Deputy Director - Department of Vocational Education and Continuing Education - Ministry of Education and Training, human resources for digital transformation are lacking in both quantity and quality.

Currently, the country has more than 240 universities, 390 colleges, 427 secondary schools, 1,058 vocational education centers, 618 continuing education centers and 10,469 community learning centers, but by the second quarter of 2025, the rate of trained workers with degrees and certificates will be 29.1%.

In terms of high-tech human resources, Vietnam currently has about 500,000 workers in the IT sector, but the actual demand will reach 2 million people by 2030. In particular, there is a shortage of human resources in areas such as artificial intelligence, big data analysis, cybersecurity and the Internet of Things.

Regarding the allocation by industry, digital skills workers are mainly concentrated in big cities and in the service sector, while agriculture and manufacturing industry are two pillars of the economy that have not been fully digitized. This creates an imbalance in development and limits the ability to make the most of the potential of digital transformation.

Vietnam has committed to achieving the goal of carbon neutrality by 2050 and is promoting green economic development. However, human resources for green growth are still very limited compared to actual requirements. In terms of scale, the workforce in green economic sectors currently accounts for only about 3-5% of the total workforce, mainly concentrated in organic agriculture and renewable energy.

In terms of quality, there is currently a shortage of highly specialized human resources in designing, operating and maintaining green technology systems.

In terms of awareness, many workers do not have enough understanding of the importance of green growth and are not equipped with the necessary skills to switch to green jobs.

Mr. Pham Vu Quoc Binh proposed a number of solutions and recommendations.

First, continue to promote and further raise awareness of retraining and fostering to improve the skills of workers; consider training and improving the quality of human resources as one of the prerequisites for implementing the cause of industrialization and modernization of the country, meeting the requirements of digital transformation and green growth.

Second, increase investment in resources to organize retraining, foster and improve skills for workers to help stabilize jobs, change jobs/cations; prioritize training for workers in particularly difficult areas, ethnic minority areas, border areas, islands, remote areas and vulnerable groups...

Third, promoting propaganda to workers about studying and practicing to improve their skills is an advantage to ensure jobs, change jobs/carrests, increase income and quality of life, and promote careers.

Fourth, organize the review and assessment of human resource needs in terms of scale, qualifications, fields of expertise/skills, especially skills to serve digital transformation and green growth to develop plans and organize human resource training to promptly meet the needs of the labor market and development requirements.

Fifth, implement vocational training according to the vocational training needs of workers, meeting the needs of employers and market requirements. Link training with the orientation of socio-economic development, industrialization - modernization.

Sixth, develop vocational training for workers in an open, diverse, flexible, efficient, accessible and fair direction; diversify training methods and qualifications, strongly apply science and information technology in management, operation and training organization.

Seventh, regularly update training programs, integrate digital skills education for students in general education, vocational education, and higher education programs. Special emphasis is placed on the skills of using artificial intelligence in education and training...

Eighth, widely implement the "Digital education movement" to popularize basic knowledge about digital transformation and digital skills for people with the spirit of revolution, the whole people, comprehensiveness, no one is left behind in the digital transformation process.

Ninth, build mechanisms and policies to increase the attraction of businesses to participate in the process of retraining and improving the skills of workers.

- 16:10: Master Nguyen Phong Anh - AI training expert - Project to improve artificial intelligence capacity to create META - VNU: Re-training is the survival of businesses

Master Nguyen Phong Anh shared that AI is currently developing too quickly, leading to huge pressure on businesses and workers, which is that many workers need to be trained.

Currently, there is a shortage of workers for high-tech work, but there is a surplus of low-level workers. This can lead to the clock tower: above is a person receiving a very high salary; below is a person without technology, without training.

"Therefore, training is the survival of businesses; we must find ways to self-train.

Proposal to turn businesses into learning machines. If you don't study, there will be no profit. Learning speed determines the profits of businesses" - said an AI training expert.

Mr. Nguyen Phong Anh expressed his wish that businesses should give workers space to experiment with new ideas because the speed of change is currently too fast, so that workers can use the latest technology, creating a cycle of continuous improvement and sharing in businesses.

Along with that, it is hoped that there will be cooperation between businesses and workers; in addition, there will be support from the Government, the State, and training institutions in the training process.

- 15:50: Associate Professor, Dr. Nguyen Lan Huong, Former Director of the Institute of Labor Science and Social Affairs: Human resource development - a prerequisite for digital economy and green growth

According to Associate Professor, Dr. Nguyen Lan Huong, human resources are not only the ones who carry out work but also the ones who propose ideas, apply technology, and create new values for businesses. A team of high-quality human resources helps businesses adapt quickly to the market, innovate products and overcome challenges. In a globalized environment, human resources are a sustainable competitive advantage over capital or technology. Planning, training and retaining talent is a long-term strategy to help businesses develop stably.

Human resources are human resources including intelligence, skills, and physical strength contributing to economic growth and social progress. Human resource development helps increase income, improve quality of life and boost productivity. Human resources are not only a skill but also carry spiritual value, national identity - an important factor in sustainable development. A society with quality human resources will create a positive impact on education, healthcare, technology and the environment.

Regarding costs related to the development and use of human resources, according to Associate Professor, Dr. Nguyen Lan Huong, including:

1. Initial recruitment and training costs: Enterprises must spend the budget to apply for recruitment, interviews, and probation. Training new personnel to get acquainted with processes, tools, and corporate culture.

2. Costs for salary, bonus and benefits: This is a regular expenditure, directly affecting corporate cash flow; Insurance policies, health care, leave, advanced training... are all counted as operating costs.

3. Opportunity costs due to unoptimized productivity: Human resources that are not upgraded in a timely manner can easily lead to low work efficiency. Employees who lack motivation, are stressed or quit will cause operational disruptions and replacement costs.

4. Cost of legal compliance and labor obligations: Enterprises must comply with regulations on working hours, contracts, insurance, and labor safety; Inspections, checks, and complaints handling if they occur also cause additional costs.

5. Costs related to human resource risks: Human errors, violations of ethical regulations, confidentiality, and internal conflicts can all cause financial losses. Costs for conflict prevention and handling, corporate culture training, etc.

According to the former Director of the Institute of Labor Science and Social Affairs, businesses need to shift from the mindset of "costs" to "investing" in human resources. This is a challenging, strategic and vital step in the context of the digital economy and green growth. If businesses dare to change, they will reap sustainability, competitiveness, and long-term attachment to human resources. This is an opportunity to improve business competitiveness, retain talent - long-term connections, build humane and sustainable brands. At the same time, quickly adapt to socio-economic fluctuations and optimize intellectual resources in the organization

Regarding the role of connecting businesses - Trade Unions - Training Facilities - Experts - Communities, according to Associate Professor, Dr. Nguyen Lan Huong: In the context of transforming the growth model towards a digital economy and green growth, investing in human resources cannot be the sole responsibility of businesses or trade union organizations.The government needs to play the role of "head architect" - building a legal foundation, strategic orientation and connecting the national human resource ecosystem.
Promote education - training reform, promulgate professional standards, skill frameworks and promote lifelong learning.This is a necessary step to prepare the workforce for new industries, new technologies, and new requirements for adaptability.

Establish financial mechanisms such as Human Resources Development Fund, tax exemptions for businesses to invest in training, or preferential loans for vocational learners. fiscal policy needs to be accompanied by policies to encourage culture of innovation, learning and sharing knowledge in society.

The government needs to take on a connecting role: between enterprises - trade unions - training institutions - experts - the community. It is necessary to develop a national human resource data platform to serve labor planning, retraining, and ensure sustainable livelihoods for workers.

The government must be the "guidance" for the development vision: placing workers not only as resources for implementation, but as a center of creativity and development momentum, the policy must be put into practice with a strong spirit of action.

Associate Professor, Dr. Nguyen Lan Huong, Former Director of the Institute of Labor Science and Social Affairs, emphasized the role of trade unions in supporting the change of thinking for businesses.

First is the consultation on human resource strategy: The Trade Union supports businesses in developing training plans and converting skills in accordance with development orientations.

The second is to strengthen internal cohesion: Propose policies to create motivation, retain talent, build a progressive corporate culture. The trade union promotes a flexible working model, a fair and sustainable environment, helping businesses adapt faster.

The trade union is also a bridge with the state to reflect difficulties and recommend policies to support businesses and workers in the transition process.

At the same time, it helps spread social awareness of the value of endogenous human resource development - thereby promoting the change of thinking from coping to proactive.

Associate Professor, Dr. Nguyen Lan Huong affirmed that human resources are no longer a cost that needs to be controlled, but a source of value that needs to be invested. That is how businesses survive - and rise - in the digital age and green growth.

- 15:35: serious shortage of high-quality human resources

Ms. Vi Thi Hong Minh, Deputy Director of the Department of Employment Affairs - VCCI, said that in the context of the global situation entering the "dual transformation" stage - both digital transformation and greening the economy, human resources have become a key factor determining the competitiveness of each country and enterprise.

Vietnam aims to have a digital economy account for 30% of GDP by 2030 and aim for net zero emissions by 2050. To achieve this goal, not only requires investment in technology but more importantly, preparing and developing human resources to meet the requirements of "digitalization" and "greening" is a priority task in the present and the future.

According to the Labor Market Newsletter for the first quarter of 2025, the whole country has 51.9 million unemployed people out of a total of 52.9 million people participating in the labor force, the rate of trained workers with degrees and certificates accounts for 28.8%, lacking both quantity and technical expertise, especially high-quality human resources...

Ms. Vi Thi Hong Minh pointed out the challenges of human resources in digital - green transformation.

serious shortage of high-quality human resources: Vietnam's demand for information technology and digital industry human resources is about 150,000 engineers/year, but is currently only 40-50%. The human resource demand of the semiconductor industry alone is 5,000-10,000 engineers/year, but the capacity to meet the demand is less than 20%. By 2030, the whole country needs 2.5 million human resources to serve digital transformation. It is forecasted that by 2030, 2.5 million personnel will be needed to serve digital transformation, not to mention the human resource needs for renewable energy, circular economy and green production sectors.

Skills gap between training and actual needs: The rate of trained workers with degrees and certificates accounts for 28.8%, many of whom lack soft skills such as foreign languages, communication, problem solving and digital thinking...

Unemployment risk due to automation and new technology: Labor-intensive industries such as textiles, footwear, electronics assembly... employ millions of workers facing the risk of 70% of jobs being replaced by robots and AI in the next 10 years.

VCCI representative quoted the Ministry of Science and Technology as saying: The information technology and communications industry (ICT) in the world is one of the three industries with the fastest human resource reduction in the past 5 years at 23%. From the end of 2022 to now, about 380,000 workers have lost their jobs, accounting for 1.9% of global human resources.

Enterprises, especially SMEs, lack resources to implement "dual transformation": Many small and medium enterprises do not know where to start, lack data, solutions and specialized personnel to both transform digitally and meet green standards.

Ms. Vi Thi Hong Minh made some recommendations as follows:

For the State: Complete the legal framework and policies to encourage training of digital - green human resources; strongly invest in vocational education, STEM and industries serving the green economy; build a national database on skills supply and demand.

For businesses: Proactively build a long-term human resource strategy, combine internal training and cooperate with educational institutions; actively participate right from the design and development stage of training programs, especially in vocational education and on-site training programs. Invest in technology to support learning and skills assessment. Combine business goals with ESG standards and human resource strategies.

For training institutions: Update teaching programs associated with business practical requirements; expand international cooperation, continue to promote the implementation of combined training and internship models at enterprises; innovate training programs in an open, flexible direction, associated with practice and market demand. Increase the practice period, cooperate closely with businesses to organize according to the dual training model. Develop a team of high-quality lecturers, especially in the fields of technology, engineering, and innovation; increase the application of digital technology in teaching, build an online learning platform, and a digital university model. Promote the development of digital human resources through digital skills training, innovative thinking and the ability to adapt to new technology...

- 15:20: National human resource development strategy in the digital transformation and green growth era

At the workshop, Mr. Nguyen Khanh Long - Deputy Director of the Department of Employment (Ministry of Home Affairs) said that in the past 5 years, the world order has witnessed many changes when the trend of multilateralism and industrialization was tested by nationalism and protectionism. The conflict between Russia and Ukraine has not shown any signs of cooling down, while geopolitical hotspots such as the Taiwan Strait, East Sea, and the Middle East (Israel - Palestine, Iran - US) continue to escalate. These events have had a strong impact on the strategic calculations of businesses and countries, in which Vietnam as an alternative manufacturing center in the ASEAN region has also been strongly affected.

At the same time, tariff confrontations between the US - China, the US - EU, China - EU continue to increase, not only affecting trade in goods but also redirecting the supply chain, while setting new barriers to traceability, green labor, carbon traceability, etc.

For example, new EU regulations on the CBAM (Carbon Border Adjustment Mechanism) mechanism force businesses in the supply chain to be transparent on CO2 emissions throughout the entire product life cycle. EVFTAs, CPTPPs, and EU supply chain appraisal laws also strengthen standards on labor, safety, occupational hygiene, and environmental protection responsibility. Thus, not only the cost of logistics and materials has increased, but the risk of losing orders due to lack of transparency in traceability and human resources not meeting international requirements is also very high.

In a general report at the 113th International Labor Conference (June 2025), ILO Director General Gilbert F. Houngbo emphasized: Economic, geopolitical and protectionist fluctuations are posing many challenges to sustainable employment, especially in developing countries.

Vietnam needs to adapt quickly to these movements, not only to protect the supply chain, but also to take advantage of investment shift opportunities, creating stable jobs for the domestic workforce, said Mr. Long.

At the 113th International Labor Conference (June 2025), ILO Director General Gilbert F. Houngbo emphasized that: "Green transformation does not mean unemployment. On the contrary, this is a great opportunity to create new industries, green, sustainable and inclusive jobs".

According to the ILO - IRENA - UNEP Joint Report, if designed correctly, green transformation can create 25 million new jobs globally by 2030, while minimizing the risk of job loss due to the impact of temperature stress, natural disasters, supply chain restructuring...

Green growth also requires a new human resource structure: workers with green skills, understanding environmental regulations, efficiency in using resources and renewable energy. In many countries ( OECD) (Organisation for Economic Co-operation and Development), "green skills for the future" programs have been integrated into general education, employment services and vocational ecosystem planning.

In Vietnam, the National Green Growth Strategy was approved by the Prime Minister in Decision No. 1658/QD-TTg dated October 1, 2021, the renewable energy ecosystem, organic agriculture, and low-carbon logistics are opening a new career direction. However, recent reports from ADB and ILO show that Vietnam is facing a serious risk of shortage of green skills-trained workers, especially in small and medium-sized enterprises. This requires us to urgently invest in retraining and specialized training according to green transformation needs and inclusive employment policies.

Regarding the strategic importance of human resources, Mr. Nguyen Khanh Long said that in the context of the world changing strongly under the impact of digital transformation and commitments on green growth, human resources are identified as a key factor determining the adaptability and sustainable development of each country for the following reasons:

Regarding the pressure from digital transformation, according to Mr. Long, digital transformation is reshaping the entire labor market and the professional skills of workers. According to the International Labor Organization (ILO), more than 1 billion workers globally will be at risk of "re-working" if they are not supported with additional digital skills. Notably, many fields such as banking, logistics, automated manufacturing, healthcare, education, customer service have applied artificial intelligence (AI), robots and big data integration systems, leading to large-scale human resource reduction. In Vietnam, many industries such as finance - banking, logistics, healthcare, education, services... have been applying high technology, leading to new requirements for labor skills. If they are not retrained, a large number of workers will be left behind.

At the 113th International Labor Conference, ILO emphasized the risk of increasing inequality in digital transformation. Workers in the informal sector, elderly workers, women, and poor youth are facing the risk of being left on the sidelines during the automation process if they are not equipped with digital skills. A clear reality is the rate of penetration of digital labor (platform work) to every corner of the economy. Outstanding applications such as technology vehicles, delivery, cleaning, content design, online freelancer... However, the digital economy also poses many legal challenges when many workers are not protected in terms of contracts, insurance, minimum wage or negotiation rights.

Therefore, digital transformation needs to be recognized not only as the nature of the 4.0 Industrial Revolution, but also as a challenge to social security, with traditional contract models and with efforts to build a workforce with digital skills. In that context, the national strategy for human resource development must consider digital transformation as an axis connecting with vocational training, sustainable jobs and social security.

Regarding the commitment to green growth and new job trends, the representative of the Department of Employment said that in the context of climate change and international requirements for carbon neutrality, green conversion has become an inevitable path for all economies. This is not only an environmental commitment but has become a factor to maintain national and business competitiveness.

First, human resources are the driving force of sustainable growth: Traditional economic growth based on resource exploitation and cheap labor is gradually coming to term. Meanwhile, sustainable development models increasingly require the contribution of a highly qualified workforce capable of accessing new technology, innovating and complying with green development standards. According to the National Assembly Standing Committee's Supervisory Report No. 1385/BC-DGS dated August 6, 2025, by 2024, Vietnam will have about 38 million workers who have not been trained from primary school or higher; the rate of trained workers with degrees and certificates in Vietnam will only reach about 28.3%, much lower than the average of countries in the ASEAN region. This poses an urgent need to improve the quality of human resources.

Second, the center of digital transformation: Digital transformation is only successful when there is a synchronous transformation in the skills of the workforce.According to the World Economic Forum (WEF), up to 44% of current workers' skills will become outdated within the next 5 years if they are not retrained or upgraded.In Decision No. 749 dated June 3, 2020 on the National Digital Transformation Program to 2025, with a vision to 2030, digital human resource development was identified as one of the three important pillars in the National Digital Transformation Strategy to 2030.However, only about 35% of Vietnamese workers self-assess enough digital skills to meet future work requirements ( Microsoft and LinkedIn, 2024).This is a big gap that needs to be filled through the education system, vocational training and lifelong skills development policies.
Third, human resources are the foundation of green growth: Currently, green jobs account for about 3.6% of total employment, but more than 40% of jobs are likely to change if they are properly trained (World Bank, ILO).This is a large area to link employment policies with environmental goals.The trend of recruiting "Green human resources" - the core of green jobs, contributing to green growth is increasing in the world...The International Labor Organization (ILO) estimates that by 2030, the global sustainable energy transition can create 25 million jobs, the Asia-Pacific region alone can create 14.2 million green jobs if these countries invest heavily in environmental issues.

In Vietnam, although it is only in the early stages of green transformation and green economy, experts say that the green employment trend is being noticed by many businesses in recruitment. The report "Searching for meaning at work" by the world's leading human resources solution provider Manpower Group in 2024 said that up to 85% of Vietnamese workers are interested in the reputation of a company for social responsibility when deciding to take a job. Data from the World Bank shows that Vietnam currently has 39 green industries, accounting for 3.6% of total employment. In the near future, up to 88 occupations are predicted to have the potential to become green jobs, accounting for 41% of the total number of jobs in the market.

Fourth, national competitive advantage: In the post-resurce era and knowledge economy, human resources have become the most important endogenous factor driving growth.Without quality human resources, all policies, all technologies and all capital sources cannot be fully effective.In particular, in the context of increasingly fierce global competition, any country that owns a workforce capable of innovation, mastery of technology and rapid adaptation will have the advantage.Vietnam, with a young population and a high rate of working-age people, has great potential if there is a systematic and breakthrough human resource development strategy.
The National Green Growth Strategy for the period 2021-2030, with a vision to 2050 (Decision No. 1658/QD-TTg dated October 1, 2021) and the National Action Plan (Decision No. 882/QD-TTg dated July 22, 2022) both identify human resource development as one of the key task groups.In particular, emphasizing the development of green skills, raising awareness and state management capacity of green growth at all levels.The implementation of these contents requires inter-sectoral, inter-level coordination and synchronous investment from the central to local levels.

In order to ensure both the quantity and quality of national human resources in the digital transformation and green growth era, Mr. Nguyen Khanh Long said that it is necessary to synchronously deploy a number of the following strategic solutions:

It is necessary to issue a National Strategy on human resource development associated with digital transformation and green growth, in which it is necessary to clearly define the goals, vision and unified orientation from the central to local levels on human resource development to meet the two main trends of digital transformation and green growth.

Incorporate human resource development goals and solutions into the National Master Plan, Green Growth Strategy, and Employment Policy Plan, clearly identify priority industries by 2030, such as: information technology, artificial intelligence, renewable energy, high-tech agriculture, low-carbon logistics, smart manufacturing, sustainable tourism.

Classify skills needs according to industry groups, includinghard skills and soft skills such as: digital thinking, data management, green technology management skills, environmental risk management.

Promote retraining and upgrading skills for the workforce, focusing on digital skills, from basic IT skills, data mining, AI use, to automation system operations and green skills: understanding environmental standards, clean production processes, energy efficiency, waste management.
To effectively implement this content, it is necessary to establish a national training program on digital - green skills with a specific roadmap for each industry; promote tripartite cooperation between the State - Enterprises - Training institutions to ensure the program is close to practical needs; encourage businesses to participate in on-the- job training and grant nationwide recognized skills certificates.

For workers, especially vulnerable groups, there should be financial support policies and other policies so that workers can participate in retraining without interruption in income.

Build and operate a national database on digital human resources and green human resources, applying Big Data, AI technology, and forecast analysis tools to ensure accuracy and updating with the goal of collecting, updating, and analyzing data on the quantity, quality, distribution, and skills of the workforce; forecasting career fluctuations, new job trends, and the risk of job loss due to the impact of technology or environmental requirements.

The results of effective database operation will help the Government plan human resource development policies close to reality and in a timely manner; provide information for businesses in recruitment and long-term human resource planning; support individuals in career orientation and appropriate training options.

Develop a specific local human resource strategy according to the principle that each locality is based on comparative advantages, natural - economic - social conditions and development planning to build its own human resource strategy.

For example: Rural areas, plains: developing human resources for high-tech agriculture, agricultural processing, circular economy.

Coastal areas: training green marine economic human resources, sustainable aquaculture, offshore wind energy.

Urban and industrial areas: focus human resources on smart manufacturing, digital technology, low-carbon logistics.

Tourism sector: developing human resources for eco-tourism, community tourism, and environmental conservation.

- 15:10: Ms. Phan Thu Thuy - Deputy Editor-in-Chief of Lao Dong Newspaper delivered the opening speech at the workshop

According to Ms. Thuy, the global economy is entering a period of profound transformation. All countries are promoting dual transformation - both digital transformation to improve productivity, efficiency, and green growth for sustainable development and adaptation to climate change. Vietnam is also actively integrating into that trend, considering this an inevitable path to improve competitiveness and comprehensively develop the socio-economy.

This process requires a shift from breadth to depth growth, from resource exploitation to value creation, from linear consumption to a circular economy. Regardless of the perspective, people and human resources are always the center - deciding the speed and quality of all transformations.

These orientations have been clearly affirmed in Resolution No. 57-NQ/TW dated December 22, 2024 of the Politburo on breakthroughs in the development of science, technology, innovation and national digital transformation, and Resolution No. 68-NQ/TW dated May 4, 2025 of the Politburo on private economic development.

As a press agency of the Vietnam General Confederation of Labor, Lao Dong Newspaper always identifies its mission as the voice of workers, for workers. Not only reflecting and informing in a timely manner, we also proactively create forums to connect the State - Enterprises - Workers, inspire initiatives, introduce effective models, spread inspirational stories, and honestly reflect difficulties and shortcomings from practice. Therefore, today, under the direction of the General Confederation, in coordination with the Vietnam Federation of Commerce and Industry, Lao Dong Newspaper organized the Workshop "Developing human resources - prerequisites for digital economy and green growth". The workshop is an opportunity for policy makers, employers, trade unions, businesses and experts to discuss, share experiences, and propose feasible solutions to narrow the gap between policies and actions.

We hope that the results of today's workshop will not stop at the disciplined pages, but will continue to be widely monitored, reflected and disseminated by Lao Dong Newspaper, contributing to promoting the development of human resources - the foundation of a digital economy, green and sustainable economy" - Ms. Phan Thu Thuy said.

- 15:00: Ms. Thai Thu Xuong - Permanent Vice President of the Vietnam General Confederation of Labor; Mr. Hoang Quang Phong - Vice President of VCCI; Ms. Phan Thu Thuy - Deputy Editor-in-Chief of Lao Dong Newspaper - chaired the workshop.

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