Published: 03 July 2024
日本企業で長引くIT関連人材の不足は、昨今話題のAI/D&Aに限らず基幹系システムにおいても例外ではなく、今後は量的にも質的にもさらなる不足が見込まれる。そうした状況において日本企業のCIOは、人材不足への対処策の傾向や人材市場の状況を知り、自社の状況に合わせた戦略や計画を実行しなければならない。
日本企業は、少子高齢化や人口減少などによる人材不足だけでなく、人件費や採用難易度の上昇、企業と従業員とのエンゲージメントの変容、リスキリングや制度改革といった変化への対応を余儀なくされている。
人材不足は量的な問題だけでなく、質的な問題でもあり、あらゆる能力の不足が指摘されている。この状況は旧来の基幹系システムの維持といった領域でさえ、例外ではない。
日本企業の多くが、働き方の自由度を高め、休日や給与の制度改革を進めている一方で、企業側の都合によるジョブ・ローテーションや転勤については制度を維持しており、今後の採用に悪影響を及ぼす可能性がある。
日本企業のグローバル化が進んでいるとされるが、人材に関しては多様性に乏しく、外国籍のIT専門人材の活用は進んでいない。
人材補充計画に取り入れるために、IT計画を整理し、どのような能力を備えた人材がいつまでに何人必要になるかを明らかにする。
人材のスキルを評価・把握するための仕組みを取り入れ、配置転換、リスキリング、採用に有効活用する。
IT専門の人材市場における自社のブランド力を向上させるために、自社の魅力を自己評価し、人材市場で認知されるよう情報発信を強化する。
日本人のための、日本人による人事制度や採用活動ではなく、外国籍人材の活用を含めたグローバル化を推進する。
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