The Current State of the Quality of Human Resources at FPT Software Co., Ltd. – Hanoi Branch in the Context of Digital Transformation

Digital transformation has fundamentally reshaped business operations, organizational structures, and workforce competency requirements in technology enterprises. In this context, human resource quality has become a strategic determinant of organizational competitiveness and sustainable development. Although numerous studies have examined digital workforce development and human capital from national and industrial perspectives, limited research has comprehensively evaluated human resource quality within Vietnamese software enterprises by integrating knowledge, skills, attitudes, and digital competencies. This study addresses this research gap by investigating the current state of human resource quality at FPT Software – Hanoi Branch in the context of digital transformation.

The study develops an integrated analytical framework based on the ASK (Attitude–Skills–Knowledge) model while incorporating the Digital Competence Framework (DigComp), Human Capital Theory, and the Balanced Scorecard to provide a comprehensive assessment of workforce quality. A mixed-method research approach was employed, combining qualitative analysis of theoretical and documentary sources with quantitative analysis based on survey data collected from managers and employees at FPT Software – Hanoi Branch. Descriptive statistics, comparative analysis, trend analysis, synthesis, and expert consultation were utilized to evaluate workforce quality and identify competency gaps under digital transformation.

The findings reveal that FPT Software possesses a highly qualified workforce with strong professional knowledge, technical expertise, and digital adaptability. Nevertheless, several challenges remain, including disparities in advanced digital competencies, continuous learning capability, innovation capacity, foreign language proficiency, and readiness to adapt to rapidly evolving technologies such as artificial intelligence, cloud computing, and big data analytics. The study further proposes a comprehensive set of managerial solutions focusing on strategic recruitment, competency-based training, digital capability enhancement, performance evaluation, organizational culture development, and talent retention to improve workforce quality in the digital era.

This research contributes to the existing literature by proposing an integrated framework for evaluating human resource quality in technology enterprises undergoing digital transformation. The findings also provide practical implications for managers and policymakers seeking to strengthen digital workforce capability and enhance organizational competitiveness within Vietnam’s software industry.