{"id":409,"date":"2026-02-06T04:12:49","date_gmt":"2026-02-06T04:12:49","guid":{"rendered":"https:\/\/staging.netiq.vn\/?p=409"},"modified":"2026-03-30T04:56:20","modified_gmt":"2026-03-30T04:56:20","slug":"information-security-governance-for-a-financial-institution","status":"publish","type":"post","link":"https:\/\/netiq.vn\/en\/insights-news\/information-security-governance-for-a-financial-institution\/","title":{"rendered":"Dr. Dang Pham Thien Duy: \u201cDon\u2019t Add Tools Without Transforming Organizational Capabilities\u201d"},"content":{"rendered":"\n

In an era of intensifying competition for talent, the ability to \u201csee the invisible\u201d has become a strategic advantage for organizations.<\/p>\n\n\n\n

By combining AI with Organizational Network Analysis (ONA), Dr. Dang Pham Thien Duy is unlocking an entirely new layer of data for HR management\u2014revealing key connectors, identifying bottlenecks, and enabling more adaptive organizational design.<\/p>\n\n\n\n

<\/p>\n\n\n\n

What led you to Information Systems and your research in digital transformation and cybersecurity?<\/p>\n\n\n\n

I\u2019m not someone who seeks risk, but neither am I overly risk-averse. I wanted to pursue a field flexible enough to open multiple career paths\u2014one that provides a foundation in programming while still allowing me to move into areas like marketing or management. Information Systems sits at that intersection.<\/p>\n\n\n\n

At the doctoral level, as cybersecurity began to emerge strongly as a global trend, I recognized it as a direction worth pursuing in depth. Since then, my work has centered on cybersecurity and digital transformation.<\/p>\n\n\n\n

In your research journey, which work are you most proud of? And how do you view the role of academia in driving impact for organizations and society?<\/p>\n\n\n\n

I still consider my doctoral dissertation my most significant work. In it, I proposed a new approach to studying cybersecurity through Organizational Network Analysis (ONA)\u2014challenging conventional assumptions rather than accepting outdated perspectives.<\/p>\n\n\n\n

Instead of analyzing individuals in isolation, I focused on how people influence one another within a system. This was an action research project conducted over four years with a large interior design company, and the results demonstrated measurable improvements in both security and operations. To this day, the methodology continues to be applied by my firm in consulting engagements.<\/p>\n\n\n\n

I firmly believe that academic work must create real impact. Publications are important, but they are not the end goal. What matters more is what problems the research solves, how it can be applied, and the tangible value it delivers to organizations and society. When a method helps organizations work more effectively, enhance competitiveness, or disseminate knowledge more broadly, then the research has fulfilled its purpose\u2014not remaining on paper, but becoming part of real-world progress.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n
\u201cThe hardest part is people. If mindsets and ways of working don\u2019t change, technology won\u2019t stick.\u201d \u2014 Dr. Dang Pham Thien Duy<\/code><\/pre>\n\n\n\n
In your view, what is the biggest challenge for Vietnamese businesses in digital transformation?<\/p>\n\n\n\n
More than 95% of businesses in Vietnam are small, micro, or very small enterprises\u2014most of them lacking both capital and human resources. However, that is not the core issue.<\/p>\n\n\n\n
The hardest part is people.<\/p>\n\n\n\n
I have trained AI across many organizations and consistently observe the same pattern: participants perform well in training sessions, but once I leave, they revert to old habits. This highlights a fundamental truth\u2014if mindsets and ways of working do not change, technology cannot take root.<\/p>\n\n\n\n
Another major challenge is the widespread misconception about digital transformation. Many businesses believe that simply purchasing new technologies or software is sufficient. But technology is never the final answer.<\/p>\n\n\n\n
To me, digital transformation is about upgrading organizational capabilities\u2014understanding what needs to improve, how operations must evolve, and how success should be measured. Adding tools without transforming internal capabilities is not digital transformation.<\/p>\n\n\n\n
<\/p>\n\n\n\n
From an HR perspective, which AI applications hold the most promise for Vietnamese businesses?<\/p>\n\n\n\n
AI is already present across most HR functions.<\/p>\n\n\n\n
In recruitment, many organizations use AI to automatically screen CVs and provide initial recommendations. In learning and development, AI can analyze profiles, experience, and career goals to suggest personalized learning paths. In one project, I developed a chatbot that helps employees define their five-year goals and automatically recommends relevant courses, resources, and development steps.<\/p>\n\n\n\n
For engagement and talent retention, Organizational Network Analysis (ONA)\u2014the method I specialize in\u2014offers particularly strong value. It allows organizations to identify key influencers, assess cascading risks when individuals leave, and understand the true level of connectivity across teams.<\/p>\n\n\n\n
Many leaders are surprised when they see network maps: organizations that appear cohesive may actually be fragmented, while the most influential individuals are not always senior managers, but sometimes frontline employees. These insights are powerful in supporting training, internal communication, and succession planning.<\/p>\n\n\n\n
Recently, I advised a manufacturing company seeking to build a personalized total rewards system for thousands of employees. Manually, this would be nearly impossible\u2014but AI can process individual-level data to recommend tailored benefits aligned with each employee\u2019s circumstances and development goals.<\/p>\n\n\n\n
This level of personalization is something traditional HR models struggle to achieve.<\/p>\n\n\n\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
In an era of intensifying competition for talent, the ability to \u201csee the invisible\u201d has become a strategic advantage for organizations.<\/p>\n
By combining AI with Organizational Network Analysis (ONA), Dr. Dang Pham Thien Duy is unlocking an entirely new layer of data for HR management\u2014revealing key connectors, identifying bottlenecks, and enabling more adaptive organizational design.<\/p>\n","protected":false},"author":1,"featured_media":900,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"class_list":["post-409","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-insights-news"],"acf":[],"_links":{"self":[{"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/posts\/409","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/comments?post=409"}],"version-history":[{"count":8,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/posts\/409\/revisions"}],"predecessor-version":[{"id":904,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/posts\/409\/revisions\/904"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/media\/900"}],"wp:attachment":[{"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/media?parent=409"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/categories?post=409"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/netiq.vn\/en\/wp-json\/wp\/v2\/tags?post=409"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}