The rise of flexible work arrangements (FWAs) has fundamentally challenged traditional human resource management (HRM) models, which were originally designed for stable employment patterns in centralized workspaces. This paper outlines strategic directions for reorienting HRM practices to effectively support flexibility while maintaining organizational engagement, equity, and performance. Four key dimensions are considered: 1) developing and sustaining organizational culture in a distributed work environment; 2) designing mechanisms to assess fairness and digital infrastructure in access to FWAs; 3) personalizing flexible work policies based on job characteristics and individual needs; and 4) revising recruitment and performance evaluation standards to accommodate the realities of flexible work. Drawing on interdisciplinary research and practice-based evidence, the paper highlights the importance of digital infrastructure, transparent governance, empathetic leadership, and adaptive performance metrics in enabling inclusive and resilient agile work systems. Building on these dimensions, the paper also explores the specific challenges and policy implications for Vietnam’s evolving labor market, offering strategic recommendations to support sustainable HRM transformation in the context of digitalization and workforce flexibility.
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