Digital transformation has become a strategic priority for higher education institutions worldwide, reshaping governance practices and organizational management. In Vietnam, public universities have increasingly adopted digital technologies to improve operational efficiency, service quality, and institutional competitiveness. Within this context, human resource management (HRM) has emerged as a critical area of transformation. However, the adoption of digital HRM practices remains uneven and faces multiple organizational and managerial challenges.
This study examines the current status of digital transformation in human resource management at Vietnamese public universities and identifies key barriers affecting its implementation. Drawing upon Digital Transformation Theory, Human Capital Theory, the Resource-Based View (RBV), and the Technology Acceptance Model (TAM), the study employs a qualitative approach based on literature review, policy analysis, and conceptual synthesis.
The findings indicate that public universities have made notable progress in the digitalization of personnel administration, recruitment, performance management, professional development, and workforce data management. These developments have improved administrative efficiency, transparency, and decision-making processes. Nevertheless, significant challenges remain, including infrastructure limitations, financial constraints, digital competency gaps, resistance to change, cybersecurity concerns, and leadership-related issues.
The study contributes to the literature by extending research on digital transformation beyond teaching and learning activities to the domain of human resource management. It also provides policy recommendations to support digital HRM implementation and sustainable higher education development in Vietnam.