AI reshapes human resources management, prompting realignment of skills and organizational structure

AI is no longer limited to a supporting role; it is gradually shaping corporate human resources strategies. As adoption accelerates, enterprises are restructuring workforces and establishing new governance standards for how talent is developed, coordinated, and managed.

AI’s impact on HR strategy and workforce design

Ms. Tran Thi Nguyet Oanh, HR Management Director at HSBC Vietnam, said AI has changed the nature of work, the demand for talent, and how departments coordinate. She noted that the pace of change in the AI landscape is rapid, raising a key question for business leaders: whether HR strategy can keep up with accelerating AI development.

In her view, the advantage in the AI era is not simply spending the most on new tools, but preparing the workforce. Leadership needs to identify AI’s impact early and help employees use it correctly toward the right goals. AI value, she added, depends on broad adoption across the organization rather than limiting use to a small group of specialists.

From task automation to new skills and governance

The article says AI is changing how work is organized and how teams collaborate. It handles tasks ranging from drafting and summarizing to deeper data analysis, which can broaden role scopes and blur traditional boundaries between functions. For example, operations staff are expected to understand data and automation, while technologists need stronger knowledge of business operations and customer interactions.

PwC’s Global AI Jobs Barometer 2025 is cited to indicate that AI-related skills are changing faster than other jobs by about 65%. At the same time, as AI automates repetitive tasks, the human role becomes more prominent in ethics, empathy, and accountability—especially in finance, where trust is central. Customers, the article notes, need not only speed but also fairness and safety, which AI cannot fully replace.

Global and Vietnam adoption indicators

Forecasts cited in the article suggest AI could contribute up to 7% of global GDP over the next decade, spreading across sectors including traditional industries such as agriculture and mining. It also states that about 88% of organizations globally are applying AI in at least one business function.

For Vietnam, the article says the country is ranked 38th globally in AI usage. It also reports that the rate of AI adoption by Vietnamese firms is rising rapidly, with 2025 growth at 39% year-on-year.

HSBC Vietnam: productivity and AI governance

HSBC experts forecast that the traditional pyramid model will shift toward a flatter, cluster-based operating structure. In this model, demand for intermediary coordinating roles is expected to fall, requiring companies to enable employees to transition to maximize value.

Within HSBC Vietnam, the article highlights the Productivity Suite as evidence of AI’s impact on productivity. It reports that the system processes more than 35,000 questions daily and saves over 3,000 hours of global staff time through drafting and translation.

The appointment of a Chief AI Officer in March is described as a signal that AI is being treated as a strategic capability rather than merely a tool.

Industry shift and examples of implementation

The article says the shift in HR governance under AI is spreading beyond finance into heavy industries and construction. It describes a combination of strategic vision and modern execution tools as creating new standards for attracting and retaining talent.

In Vietnam, it cites Coteccons as an example of large domestic firms adopting AI-enabled HR systems. Coteccons reportedly decided to partner with Workday to deploy an AI-integrated human capital management platform.

It also notes that younger employees prioritize rapid development, immediate feedback, and seamless digital experiences, which increases the need for integrated operating platforms. For construction, the article says moving from manual administrative governance to AI-based centralized data systems can improve employee experience and support real-time leadership decisions, helping firms remain competitive in the talent race.

Workday’s perspective: people-centered transformation

From the supplier perspective, Workday emphasizes that Vietnamese firms treat digital transformation as a people-centered initiative. Equipping AI capabilities, it says, can help set new governance standards toward a transparent, flexible, and more efficient working environment.