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Published: 10 August 2023



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  • エンドユーザー・テクノロジのリリース・サイクルがより短くなり、またデジタル・ワークプレースに対する期待も高まっているため、I&Oリーダーは、これまでのアプローチを変更せざるを得なくなっている。

  • より良いデジタル・ワークプレース・サービス (DWS) を提供するために、自身のITチームをどのように組織すべきかという方針を確立しているI&Oリーダーはまだ限られている。

  • テクニカル・スキルに基づく従来のIT人員配置モデルは、デジタル・ワークプレースの進化に必要な職務と役割との相性が悪い。そのため、DWSに従事する従業員にとって、キャリア開発の方向性が不明瞭になっている。

  • IT部門/ビジネス部門/ベンダーそれぞれの主要なステークホルダーの間で、効果的なコミュニケーションやコラボレーションが行われていないために、デジタル・ワークプレースに関する施策から最大の効果が得られていない。



  • 組織にとって重要なDWSの円滑な提供に必要な文化面・組織面・プロセス面の変革を促すために、統合的なDWS組織を設置する。

  • 新しい職務と役割を定義することでDWSの人員配置モデル/戦略を刷新し、各役割にどのような人材を割り当てるかを明確に示す

  • DWS組織およびIT部門の他チーム、ビジネス部門、テクノロジ・ベンダーとの間の役割分担と相互関係を文書化することで、各ステークホルダーの責任を定義する。

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Hironori Hayashi

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