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Kochi Prefecture Less than 20% of companies have a clear solution to the nationwide shortage of IT human resources! 40% of IT personnel have no resistance to moving their work base. Securing human resources in rural a

Kochi Prefecture
– Fact-finding survey on IT human resources – Less than 20% of companies have a clear solution to the nationwide shortage of IT human resources! 40% of IT personnel have no resistance to moving their work base. Securing human resources in rural areas is also one of the solutions
Companies’ “re-skilling” support is important for attractive ways of working in rural areas!? Approximately 70% of local IT personnel found that they were “attracted to companies that have a good learning environment”

Kochi Prefecture (head office: Kochi City, Kochi Prefecture, governor: Shoji Hamada) is a management layer (company manager / executive) and IT technology-related jobs (hereinafter: IT human resources * 1) nationwide. We conducted an Internet survey on 400 male and female employees to conduct a fact-finding survey on IT human resources. Due to the diversification of work styles due to the impact of the new coronavirus, telework and workation have become popular, and work places are also being reviewed, such as the relocation of companies to local areas and the establishment of local bases (satellite offices). increase. Kochi Prefecture is working to attract IT and
content-related companies as part of its industrial promotion measures under the declining population. The purpose is to investigate what kind of difference occurs between the area and the region.
(When posting the results and analysis of this survey, please specify “Kochi Prefecture research”.)
[Table 3: https://prtimes.jp/data/corp/85498/table/3_1_4b866bfb2e8e7c9b07406a9ea9d9b3bc.jpg ]
[Table 4: https://prtimes.jp/data/corp/85498/table/3_2_20adb2d90176042b530aaa814c885e87.jpg ]
[Reality of shortage of IT human resources] Less than 20% of companies have a clear solution to the nationwide shortage of IT human resources ・More than 70% of managers feel that “securing and training human resources” is an issue.
When managers were asked, “What do you think your company’s challenges are in securing and training human resources?”, 72.5% answered “securing human resources” (57.5% 15.0% who think it is somewhat an issue), and 73.0% who answered “development of human resources” (54.5% who think it is an issue, 18.5% who think it is an issue) “feel it as an issue.”
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・71.1% of managers feel that there is a shortage of IT personnel. By region, 71.9% were in the five major metropolitan areas*2 and 70.4% were in rural areas, revealing a nationwide shortage of IT personnel.  Furthermore, when asked if they felt that the shortage of IT personnel was an issue, 71.7% (39.5% who agreed, 31.6% who somewhat agreed) answered that they “felt an issue.” Looking at the breakdown by region, 71.9% in the five major metropolitan areas (43.7% agree, 28.2% somewhat agree) and 70.4% in rural areas (35.8% agree, 34.6% somewhat agree). The missing facts became clear.
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・It was found that less than 20% of companies are working with a clear solution to the problem of shortage of IT human resources.
We asked the managers who answered “I have a problem with a shortage of IT human resources” in the previous question, “Is your company making efforts to solve the problem of a shortage of IT human resources?” Only 17.6% of business owners responded that they were working with a clear solution in mind.
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[Reasons for shortage of IT human resources] There is a large gap in the proportion of companies that cite “competition with other companies” as a reason, and by region
・The most common reason why managers feel that there is a shortage of IT human resources is “cannot find excellent human resources (60.2%)”. On the other hand, it was found that there was relatively little competition in rural areas and they were able to acquire human resources.
When managers were asked why the lack of IT personnel is an issue, 60.2% of them answered that they could not find excellent personnel (personnel at the level required by their company) as the most common reason. . In addition, 27.5% in the five major metropolitan areas and 14.0% in rural areas, with a difference of 13.5 points, indicates that there is relatively little competition in rural areas and it is possible to acquire human resources. It turns out.
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・The mindset and abilities that managers look for in IT human resources are “a high level of ambition” and “communication and execution skills.”
Next, when we asked all managers about the “mindset required of IT personnel”, 1st place was “high desire to improve (61.5%)”, 2nd place was “positive thinking (49.5%)”, and 3rd place was “flexibility.” (47.0%)” was raised. In addition, when asked about “the ability most necessary for IT human resources to be active in the workplace”, overall, 1st “communication ability (29.5%)”, 2nd “executive ability (26.5%)”, 3 While “logical thinking ability (13.5%)” ranked first, by region, “communication ability (33.0%)” ranked first in the five major metropolitan areas, and “executive ability (29.0%)” ranked first in rural areas.
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・It is clear that more than 60% of managers feel a gap between what they expected when they hired IT human resources (mid-career hires) and their actual performance.
When asked, “Have you ever felt a gap between what you expected when you hired IT personnel and the actual performance?”, 53.7% of new graduates and 61.1% of mid-career hires said, I have something,” he replied.
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[Actual status of corporate follow-up system] Less than half of companies are able to support employees who are highly motivated to learn!?
・While nearly 90% of business owners answered that they would like to support their employees, only 40% of companies overall (36.0% in the five major metropolitan areas and 45.0% in rural areas) actually provide support.
When asked, “Do you want to support employees who are highly motivated to learn?”, 88.0% of managers (39.5% agree, 48.5% somewhat agree) answered, I understand that
On the other hand, when asked if they are providing support for employee learning assistance, 40.5% of managers answered that they are. By region, 36.0% were in the five major metropolitan areas and 45.0% were in rural areas, showing a slightly higher proportion of support being provided in rural areas.
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[Skill up situation of IT human resources] 1 in 3 people are self-studying, and rural areas are spending more time
・It is clear that one in three IT personnel (34.5%) is self-studying. When we asked IT personnel “Do you study IT skills outside the workplace?”, 34.5% answered “Yes.” The learning tools used are 1st “books (65.2%)”, 2nd “online external training [free] (27.5%)”, and 3rd “self-learning community [study sessions, etc.] (26.1%). ” was the result.
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・The time spent on learning is “average 4.2 hours/week” in the five major metropolitan areas, and “average 4.6 hours/week” in rural areas. When asked about “average study hours per week”, the five major metropolitan areas answered “average 4.2 hours” and rural areas “average 4.6 hours”, indicating that students spent more time studying in rural areas.
[Attractive ways of working in rural areas] About 40% have no resistance to relocating! The key is support for corporate
“re-skilling”
・64.0% of the IT personnel in the five major metropolitan areas and 73.0% of the local areas responded that they were “attracted to companies that have systems in place for learning.”
When asked if they would like to actively learn IT skills without corporate support, 54.0% of the five major metropolitan areas (17.0% agree, 37.0% somewhat agree) and 56.0% of the rural areas (agree 18.0%, 38.0% who somewhat agree) answered that they would like to study. In addition, when asked whether they feel attracted to companies that have subsidies for learning IT skills, 64.0% of the five major metropolitan areas (26.0% feel it, 38.0% feel it somewhat), 25.0%, and 48.0% who felt somewhat) answered that they felt
“attractive”, and both of them were higher in rural areas.
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・40% of IT personnel answered that they have no hesitation in relocating their work base.
When asked, “Do you have any resistance to moving your work base?”, 40.5% of the total answered “No resistance (10.5% with no resistance, 30.0% with little resistance).”
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https://kochi-digital-college.jp/)
■ Attracting human resources to the Tokyo metropolitan area, etc. Approximately 40% of IT personnel answered that they “have no hesitation in relocating their work base”, and even in rural areas, opportunities to secure excellent human resources are expanding due to U/I turn employment.
 In Kochi Prefecture, we are working on creating a community (“IT of the Kochi Family ~Work from KOCHI~”) where people from Kochi Prefecture who live in the Tokyo metropolitan area and people involved in IT and content who are interested in Kochi Prefecture gather. By holding employment and career change fairs targeting these human resources, we are trying to match human resources in urban areas with companies in the prefecture.
(Kochi family’s IT ~Work from KOCHI~: https://kicnetwork.kochi.jp/)

■ Relocation location support
When an IT/contents-related company establishes a base in Kochi Prefecture, the subsidy period is 3 years (36 months) and the maximum subsidy amount is 250 million yen, with the requirement of hiring 3 full-time employees within 1 year from the start of operations. We have prepared a location support system for
[Image 12d85498-3-81c28b3000365ccf6111-18.jpg&s3=85498-3-fd1585b2eb923045613bfbe466a9d60e-1920x1080.jpg
(Note 1) Expenses required for acquisition of depreciable assets such as office renovation work
(Note 2) Office rent, monthly software usage fees such as Saas, expenses required for human resource training, expenses required for recruiting human resources, etc.
In addition, accommodation and transportation expenses for short-term stays in Kochi Prefecture, and operating expenses for starting a small share office within the prefecture on the premise of moving to an office building within two years and expanding employment (two-stage location). We have a system in place to support
[Image 13d85498-3-6cb06e60aac9e88bb805-19.jpg&s3=85498-3-3160d768dab7a06084560708aa70d54c-1914x908.jpg

(Note 1) Expenses required for acquisition of depreciable assets such as office renovation work
(Note 2) Office rent, monthly software usage fees such as Saas, expenses required for human resource training, expenses required for recruiting human resources, etc.
HP to support the expansion of IT and content-related companies If you would like to know more about Kochi Prefecture’s efforts, or if you are a business considering expanding into Kochi Prefecture, please check the website.
HP name: Kochi Prefecture – IT/content related company expansion support URL: https://kochi-itc-ritti.jp/

Details about this release:
https://prtimes.jp/main/html/rd/p/000000003.000085498.html



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