Human resource management in the AI era

Building an "AI-ized" working environment

In recent events of the Human Resource Management industry in Vietnam, the aspect of business transformation in the AI era is often brought up for discussion.

Attending the Vietnam HR Summit 2025 in September and The Makeover 2025: Sailing Ahead in October, Ms. Van Thi Hong Hanh, HR Director of Home Credit Vietnam, emphasized the need for an AI-driven but human-centered working environment, with personalized HR policies to motivate the team to develop and contribute to the future of the business.

According to Ms. Hanh, this is even more important when Generation Z and Alpha - who are very tech-savvy - are entering the workforce.

Ms. Van Thi Hong Hanh, Human Resources Director of Home Credit Vietnam.

In the context of AI reshaping many industries, including consumer finance, Ms. Hanh said Home Credit is not outside the transformation. But for her, AI is not changing work, but is redefining “the meaning of work”. And the biggest challenge is how to maintain humanity in a nonlinear and technology-dominated world like today.

The skills gap is widening as AI and automation change jobs faster than the workforce can adapt, leaving employees both hopeful and fearful of losing their jobs, she observes.

This forces businesses to change the way they manage their human resources, focusing on building trust, developing capacity and nurturing new skills for their teams. This is not only an operational solution, but also a solid preparation for the future, when people and technology must go hand in hand. At Home Credit, this journey begins with changing leadership thinking, with corporate culture as the foundation. Right from the management level, it is clearly recognized that AI is not a threat but a tool to help eliminate repetitive tasks, so that the human resources team can focus on more strategic and creative work.

Accordingly, Ms. Hanh believes that the Human Resources Director must play the role of an IT Director in human resource management, leading digital transformation of people, ensuring that AI is applied in a humane, transparent and empowering way.

With the orientation of building a working environment driven by AI but with human resources at the center, maintaining "human qualities" and investing in the next generation, Home Credit identifies corporate culture and work meaning as new competitive advantages to retain talent.

Thanks to that, according to a survey in 2025, the company recorded 96% of employees proud to tell people that they work at Home Credit. The eNPS index measuring the satisfaction level of employees across the company reached 80 points. In particular, the employee retention rate has been constantly improving over the years and is among the top among companies in the same consumer finance industry in Vietnam.

Personalize policies for employees

Another big story, according to Ms. Hanh, is multi-generational management. Home Credit currently has more than 45% of employees under 30 years old - bringing new energy, innovative thinking and pioneering spirit, but at the same time requiring the creation of a working environment that can combine the dynamism of young employees with the expertise of experienced employees. This requires businesses to know how to personalize the employee experience, instead of applying the same template to everyone.

“We realize that, within the same organization, it is impossible to apply a one-size-fits-all policy. Each generation has its own expectations and motivations, and our mission is to create conditions for them to develop in their own way,” Ms. Hanh shared.

That is why Home Credit does not apply a uniform policy, but focuses on diversifying experiences to suit the needs of multi-generational employees, including building a development roadmap, flexible working hours, diverse forms and subjects of study, as well as having programs to search for and develop young talents such as Home Racer...

The company designs its own employee benefit programs that are meaningful and practical in terms of mental health, family support, and financial knowledge, such as Home Sport, Home Smart, and Family Insurance.

“In the AI era, what matters most is not what we know today, but how fast we learn to catch up tomorrow. So let’s make sure our organizations nurture curiosity, encourage continuous learning, and drive innovation fast enough to not only adapt, but also lead the journey to create new value for employees,” said Ms. Hanh.

Bao Han

Source: https://doanhnghiepvn.vn/chuyen-doi-so/quan-tri-nhan-su-thoi-ai/20251104093933942