Technology is changing faster than traditional training can keep up. Zentrova shares how it builds a continuously learning workforce, from skills pathways to a culture of knowledge sharing.
Vietnam's technology market faces a paradox: the number of engineering graduates rises every year, yet companies still struggle to find people with the right skills in cloud, data, AI and security. The shelf life of a technology skill is now only three to five years, forcing both individuals and organisations to rethink how they learn.
Where are the gaps?
- Foundational skills such as system design, security thinking and working with data often receive too little attention in formal education.
- Emerging skills such as AI model operations, platform engineering and cloud cost management change almost every quarter.
- Soft skills such as communicating with international clients, working remotely and problem solving remain a weak spot for many young engineers.
How Zentrova builds its teams
Clear skills pathways
Every role at Zentrova has a five-level competency framework linked to certifications and real project experience. Engineers know exactly what they need to learn to reach the next level, and team leads have a fair basis for assigning work and assessing performance.
Learning on the job
Around 70% of learning happens within projects through role rotation, mentoring and code reviews. Another 20% comes from internal communities of practice, which now number more than 30. The remaining 10% is structured courses and international certifications.
A knowledge-sharing culture
Every week, Zentrova hosts Tech Talks presented by its own engineers. Every project closes with a lessons-learned review stored on the internal knowledge portal, so future teams avoid repeating old mistakes.
We are not looking for people who know everything. We look for people who love to learn, and we create an environment where they can learn faster than anywhere else.
Advice for organisations
For organisations going through digital transformation, investing in the skills of existing staff is often more effective than simply hiring new people. Start by assessing the digital capabilities of each department, identify the skills that matter most for your three-year strategy, then design a programme that blends online learning, real projects and mentoring.
Through Zentrova Academy, we train more than 1,500 learners every year, including client staff involved in digital transformation programmes. After all, technology only creates real value when people have the capability to master it.
