AI for Human Resources Management & Workforce Intelligence

PART 1: CONTEXT & CHALLENGES

1. Current Situation

Many enterprises in Vietnam are facing workforce shortages and shifts, especially in rapidly changing industries (technology, finance, services).

HR data is scattered across multiple systems (HRIS, payroll, internal surveys, performance evaluations), but is rarely analyzed in depth to support decision-making.

Workforce planning mainly relies on experience and manual spreadsheets, lacking AI tools to support analysis and forecasting.

2. Issues to Address

Enterprises lack the ability to forecast future workforce demand and compare it with current capacity, leading to difficulties in recruitment, training, and talent retention.

Current analytical tools only provide descriptive reports, not supporting proactive decision-making.

There is no integrated system to help HR and leadership have a “panoramic view” of the workforce: from attrition risks, capability gaps, to HR cost allocation.

3. Urgency

In the context of rapidly changing economy and labor market, the ability to forecast and respond quickly is a critical competitive advantage.

Building a Workforce Intelligence Platform will help enterprises not only optimize resources, but also enhance employee experience and business performance.

PART 2: OBJECTIVES & SOLUTION REQUIREMENTS

4. Core Objectives of the Solution

Stating the most important objectives that the solution needs to achieve

• Develop an AI platform to support enterprises in proactive strategic workforce planning.
• Identify gaps between current workforce and needs for the next 2–5 years, then provide action recommendations.
• Predict attrition risks, skill shortages, and suggest appropriate recruitment/training strategies.
• Integrate existing HR data to create a visual “Talent Heat Map” for managers.

5. Key Results to Achieve

Please share the desired output results. E.g.: Business effectiveness, operational efficiency, scalability and integration,…

• Enterprises can monitor and forecast workforce supply-demand by department/skill/job position.
• Reduce annual workforce planning time by 20–30% compared to manual methods.
• System provides early warnings about HR risks (e.g., departments at risk of critical workforce shortage in the next 6–12 months).
• Solution can integrate with existing HRIS/ERP systems (SAP, Oracle, Workday, or domestic HRIS).
• Visual reports, easy to use for leadership and HR departments.

PART 3: DIRECTION & SUPPORTING RESOURCES

6. Technology Direction

Does the enterprise have any specific direction?

• Encourage the use of AI/ML to forecast and analyze workforce trends.
• Can combine RAG (Retrieval Augmented Generation) to leverage labor policy and industry data.
• Solution should be developed as a SaaS/B2B platform, scalable for multiple countries and languages.
• Use MCP (Model Context Protocol) model to connect enterprise systems.

7. Supporting Resources from the Enterprise (if possible)

What resources can the enterprise provide to potential startups that the enterprise wishes to collaborate with?

• Talentnet can provide anonymized HR data (aggregated, anonymized) for startups to test models.
• Provide expert mentorship in HR (HR consulting, compensation & benefits, labor law).
• Support pilot testing opportunities with clients in Talentnet’s network.
• Connect with corporations and large enterprises with actual Workforce Intelligence needs.

We sincerely thank you for your cooperation! This detailed information will be a solid foundation for creating breakthrough AI solutions.

1. Startups must submit Solutions in PDF file format

2. The Solution needs to clearly demonstrate the following elements:

• Introduction about the Enterprise
• Proposed Technology suitable for the customer
• Case studies of successful Solution implementations
• Estimated implementation timeline