AI Governance for HR in Vietnam 2026: A Practical Policy Checklist for Employers

AI Governance for HR in Vietnam 2026: A Practical Policy Checklist for Employers

This article is written in English for readers in Vietnam. Vietnamese and Japanese translations are available on our website. 

As Vietnam accelerates its digital transformation, artificial intelligence is rapidly moving from experimentation to daily use in human resources. From CV screening and interview scheduling to workforce analytics and employee engagement tools, AI is becoming deeply embedded in HR operations across Vietnam.

However, as adoption increases, so do concerns around fairness, data privacy, compliance, and decision accountability.

In 2026, Vietnamese companies can no longer afford to treat AI in HR as a “black box.” Employers are increasingly expected to put governance frameworks in place to ensure AI tools are used responsibly, transparently, and in line with both local regulations and global best practices.

This article provides a practical AI governance checklist for HR leaders in Vietnam, helping organisations adopt AI with confidence while protecting employees, candidates, and the employer brand.

Why AI Governance Matters More Than Ever in Vietnam

Vietnam’s AI market is growing at double-digit rates, driven by rapid digitalisation, foreign investment, and strong government support for technology adoption.

According to industry estimates:

• Vietnam’s AI market is projected to grow at over 20% annually through 2030

• More than 60% of medium to large enterprises in Vietnam are already using AI in at least one HR or talent-related process

• HR functions are among the top three areas where AI adoption is accelerating, alongside finance and customer service

At the same time, HR leaders are facing new risks:

• Unintended bias in candidate screening

• Lack of transparency in AI-driven decisions

• Data privacy exposure under Vietnam’s Personal Data Protection Decree

• Reputational damage if AI decisions are perceived as unfair or discriminatory

AI governance is no longer about slowing innovation. It is about enabling safe, ethical, and scalable adoption.

What Is AI Governance in HR?

AI governance refers to the policies, processes, and controls that guide how AI systems are selected, implemented, monitored, and reviewed.

In HR, this includes:

• How AI tools make hiring or promotion recommendations

• What data is used to train algorithms

• Who is accountable for AI-driven decisions

• How employees and candidates are informed

• How risks are identified and mitigated

Without governance, AI decisions can become difficult to explain, defend, or correct.

A Practical AI Governance Checklist for Vietnam HR Teams (2026)

1. Clearly Define Where AI Is Used in HR

Start by mapping all HR processes where AI is involved, such as:

• CV screening and ranking

• Chatbots for candidate communication

• Interview scheduling and assessments

• Performance analytics

• Attrition and workforce planning models

Clarity is critical. Many companies underestimate how many tools already contain AI components.

2. Assign Clear Accountability

AI does not replace human responsibility.

Vietnam employers should clearly define:

• Who approves AI tools for HR use

• Who oversees ongoing performance and risks

• Who makes final hiring or promotion decisions

Best practice is to ensure humans remain accountable, especially for high-impact decisions such as hiring, termination, or promotion.

3. Evaluate Bias and Fairness Risks

AI systems learn from historical data. If past hiring data contains bias, AI can unintentionally reinforce it.

HR teams should:

• Ask vendors how bias is tested and mitigated

• Regularly audit AI outputs for patterns that disadvantage certain groups

• Avoid using AI as the sole decision-maker

Research shows that over 50% of AI hiring tools globally require periodic bias recalibration to remain fair over time.

4. Ensure Data Privacy and Security Compliance

Vietnam’s data protection framework continues to evolve, with stricter expectations around personal data usage.

HR leaders should confirm:

• Where candidate and employee data is stored

• Whether data is processed locally or overseas

• How long data is retained

• Who has access to sensitive information

Failure to manage data properly can expose companies to legal, financial, and reputational risks.

5. Demand Transparency from AI Vendors

Employers should not accept vague explanations such as “the algorithm decided.”

Key questions to ask vendors:

• What inputs influence AI recommendations?

• Can decisions be explained in plain language?

• Can outputs be reviewed or overridden by humans?

• How often is the model updated?

Transparency is essential for trust, both internally and externally.

6. Communicate Clearly with Candidates and Employees

Transparency builds confidence.

Best practice includes:

• Informing candidates when AI is used in screening or assessments

• Explaining how AI supports, rather than replaces, human judgment

• Providing channels for feedback or clarification

Studies show that candidates are significantly more accepting of AI when they understand how it is used.

7. Review and Update AI Policies Regularly

AI tools evolve quickly. Governance frameworks must evolve too.

HR teams should:

• Review AI policies at least annually

• Reassess risks when new tools are introduced

• Align governance with changes in regulations and business strategy

AI governance should be treated as a living framework, not a one-time exercise.

Why Strong AI Governance Strengthens Employer Brand

Vietnamese professionals are becoming more informed and selective.

Surveys across APAC show that:

• Candidates value fairness and transparency in hiring decisions

• Employers perceived as ethical and people-centric attract higher-quality talent

• Poorly managed AI can damage trust, even if intentions are good

Strong AI governance sends a clear signal that a company values responsibility, accountability, and long-term sustainability.

Frequently Asked Questions (FAQ)

1. Is AI in HR regulated in Vietnam?

While Vietnam does not yet have AI-specific HR laws, data protection and labour regulations apply. Employers remain responsible for decisions made with AI support.

2. Can AI fully replace recruiters or HR professionals?

No. AI is best used as a support tool. Human judgment remains essential, especially for hiring, performance, and employee relations.

3. Do small and mid-sized companies need AI governance?

Yes. Even basic AI tools can introduce risks. Governance should be scaled, not skipped.

4. How often should AI tools be reviewed?

At least once a year, or whenever there are significant changes in data, scope, or business use.

5. Will AI governance slow down hiring?

On the contrary. Clear governance improves confidence, reduces errors, and supports sustainable hiring outcomes.

✅ Final Author Credit

• By Valerie Ong (Regional Marketing Manager)

• Published by Reeracoen Vietnam — a leading recruitment agency in APAC.

🔗 Related Articles 

• Vietnam Hiring Outlook 2026: Skills in Demand

• How AI Is Reshaping Recruitment in Vietnam

📚 References

• Vietnam Ministry of Information and Communications, AI Development Reports

• Vietnam Personal Data Protection Decree

• World Economic Forum, AI Governance and Future of Work

• OECD AI Policy Observatory

• Reeracoen Vietnam hiring and market observations

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