Fact-finding survey of “personnel issues” (personnel efforts) More than 90% of personnel answered that the y would like to work on the theme “human resource development and organizational development” in the future

Learning Agency Co., Ltd.
[Fact-finding survey of “personnel issues” (personnel efforts)] More than 90% of personnel answered that they would like to work on the theme “human resource development and organizational development” in the future
For companies with 301 or more employees, “differences in training awareness depending on the department” and for companies with 300 or fewer employees, “lack of manpower and time for promotion members” is an issue

Learning Agency Co., Ltd. (former Tohmatsu Innovation Co., Ltd., Head Office Chiyoda-ku, Tokyo, President Daisuke Masaki) and Learning Innovation Research Institute, which conducts surveys and research on creating the future of people and organizations, will start from October 26, 2022. During the period of November 30, we conducted a “personnel department questionnaire” for employees of the company’s personnel department, so we will publish the survey results. [Image 1

background
Starting with the Ito Report for Human Resources released by the Ministry of Economy, Trade and Industry in 2020, we will consider the abilities of “people” not as “resources” but as “capital” and invest to make the most of them. ] increased attention. Behind this is the growing interest in ESG investment, which is required for companies to continue to grow permanently, the diversification of working people’s values ​​and career orientation, and the rapid acceleration of work styles due to the impact of the corona disaster. One of the reasons is that the company faced a situation that forced it to change, such as change. From the annual securities report in 2023, it will be obligatory to disclose some information about human capital, and there is no doubt that “human capital” will be emphasized more and more as a management issue. Therefore, at our company, we focus on the issues that human resources face, and ask the person in charge of personnel affairs and human resources at the company what kind of issues they feel and what kind of initiatives they want to take in the future A fact-finding survey was conducted on 277 people.
Summary of survey results
・ Regardless of the theme that the HR department wants to work on and the number of employees, 90% of HR respondents answered “human resource development/organizational development”
・Over 60% of HR respondents answered “lack of manpower and time for promotion members” as an issue in promoting human resource development and organizational development. At companies with 301 or more employees, “differences in awareness of training depending on department” is a further issue
・More than half of the companies feel that they have a problem with the “development of personnel requirements and training system.” More than 60% of companies with 301 or more employees feel that “creating a career development system” is an issue
・While more than 95% of companies are implementing OJT, the issue is “inconsistency in methods and accuracy” by OJT personnel. Companies with less than 300 employees may not have OJT systems in place ・More than 80% of companies are not working on reskilling. In addition to “digital literacy” and “DX knowledge”, companies with more than 301 employees are seeking reskills in “general business skills”
・Themes that the HR department is interested in, “recruitment”, “prevention of turnover”, “building an education and training system” for 300 or more people, “prevention of turnover”, “improvement of employee engagement”, and “career development” for 301 or more people. To
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Findings details
1. Regardless of the theme that the HR department wants to work on and the number of employees, 90% of HR respondents answered “human resource development/organizational development”
In this survey, we conducted a fact-finding survey of 277 people in charge of personnel affairs and personnel affairs at companies, such as issues faced by personnel departments and what they would like to work on in the future. The results were analyzed separately for companies with 300 or fewer employees (hereinafter referred to as “300 or less”) and companies with 301 or more employees (hereinafter referred to as “301 or more”). To do.
First, I asked about themes (issues) that the Human Resources Department would like to work on. As a result, more than 90% of HR respondents answered “Human resource development/organizational development”. Next is “recruitment”, with 67% of those with 300 or less and 58.9% of those with 301 or more, around 60%. Regarding “Improvement of linkage with management”, although the ranking is not high, 40% of the 301 or more employees answered that they would like to work on it, which is a difference of nearly 20 points from the 300 or less employees. (Figure 1)
[Image 3

2. More than 60% of HR respondents answered, “Insufficient manpower and time for promotion members.” At companies with 301 or more employees, “differences in awareness of training depending on department” is a further issue
We found that more than 90% of HR considers “human resource
development and organizational development” as a theme (issue) that they would like to work on in the future. Uka
Among those with 300 or less employees, 63.7% responded that they were short of manpower and time to promote human resource development and organizational development. 62.1% answered that there is no time to receive training, and 56.6% answered that there is a difference in awareness of training depending on the department.
Among those with 301 or more employees, the highest percentage was 67.4% for “differences in training awareness depending on the department.” Next, 64.2% said, “There is a shortage of manpower and time for members promoting human resource development and
organizational development.” followed by 56.8%.
Furthermore, regardless of the number of employees, it was also revealed that more than half of HR personnel feel that “lack of knowledge of members who promote human resource development and organizational development” is an issue. (Figure 2)
[Image 4

3. More than half of the companies feel that they have a problem with “development of human resource requirements and training system.” More than 60% of companies with 301 or more employees feel that “creating a career development system” is an issue
As for the challenges in promoting human resource development and organizational development, there were shortages of manpower, lack of time, lack of knowledge, and differences in awareness among
departments.
Among those with 300 or fewer employees, the highest response was “development of human resource requirements and training system (50.5%),” followed by “creation of a mechanism for career development (50.0%).” These items are even higher for 301 or more employees, with “creating a mechanism for career development (65.3%)” increasing by 15.3 points and “developing human resource requirements and training systems (56.8%)” increasing by 6.3 points.
On the other hand, “Improving employee satisfaction” and “Creating an environment where employees can learn on their own initiative” were about 9 points higher for those with 300 or less than those with 301 or more, indicating that more than 40% of respondents felt that there were issues. . (Fig.3)
[Image 5

4. While more than 95% of companies are implementing OJT, the issue is “inconsistency in methods and accuracy” by OJT personnel. Companies with less than 300 employees may not have OJT systems in place Next, let’s look at OJT, which is one of the training environments. Regarding the presence or absence of OJT, regardless of the number of employees, more than 95% of the companies were conducting OJT. OJT has a high implementation rate, but when asked about issues in
implementation, 68.1% of those in charge of OJT have variations in OJT methods and accuracy, which is the highest rate for 300 or fewer people and 77.9% for 301 or more people. have become. The overall sense of issues was higher among those under 300, followed by “OJT personnel only provide operational guidance and there is no system for mental care (43.4%)”, “OJT personnel are left to the task, There is no follow-up or support within the company (35.2%),” and “I don’t know the overall picture and goals of OJT, so it’s haphazard (34.6%).” It can be seen that companies with less than 300 employees do not have OJT systems in place. (Fig.4)
[Image 6

5. More than 80% of companies are not working on reskilling. In addition to “digital literacy” and “DX knowledge”, companies with more than 301 employees are seeking reskills in “general business skills” Next, we asked how many companies have actually started working on “reskilling”, which is currently attracting attention, and whether they are working on it.
As a result, 12.6% of companies with 300 or fewer employees and 17.9% of those with 301 or more employees are working on reskilling. It turns out that there is still a lot of work to be done. (Fig.5) [Image 7

So, what kind of themes are companies that are working on actually working on reskilling?
“Digital literacy in general (52.2%)” was the highest for 300 or less people, followed by “Knowledge about DX (47.8%)”, and for 301 or more people it was reversed, “Knowledge about DX (58.8%)”, followed by “Digital literacy in general.” (47.1%)”. Companies with more than 301 employees were also promoting reskilling of “general-purpose business skills” and “project management”, and it was seen that they were being implemented not only in DX but also in a wide range of fields. (Fig.6) [Image 8

On the other hand, what kind of skills do companies that have not yet implemented reskilling want their employees to acquire? Among those with 300 or fewer employees, 43.4% chose “project management,” which is 13.9 points higher than with 301 or more employees. For 301 or more people, “Knowledge about DX” and “General digital literacy” were 50.0%, which was about 20 points higher than 300 people or less. In addition, “general business skills (29.5%)” and “OA skills (20.5%)” were more than 10 points higher than those of 300 or less. (Fig.7) [Image 9

6. The themes of interest to the HR department are “recruitment”, “prevention of turnover”, and “construction of education and training system” for 300 or less people, and “prevention of turnover”, “enhancement of employee engagement”, and “career development” for 301 or more people.
Finally, let’s take a look at what topics HR departments are interested in right now.
Among those with less than 300 employees, “Recruitment” was the highest percentage at 64.3%, followed by “Prevention of turnover” at 61.0%, and “Education and training system construction and operation” at 57.1%.
Among 301 or more employees, “Preventing turnover” was the highest percentage at 62.1%, followed by “Improving employee engagement” at 61.1% and “Career development” at 56.8%.
It can be inferred that companies with 301 or more employees are interested in themes that are close to the realization of human capital management. (Fig.8)
[Image 10

summary
In this survey, while human capital management is attracting attention, we conducted a fact-finding survey of personnel department employees, such as what kind of issues the personnel department has and what they would like to work on in the future. rice field. As a result of the survey, the theme that the Human Resources Department would like to work on the most is “Human Resource Development/Organizational Development,” and more than 90% of the personnel responded. On the other hand, I also learned that there are various issues in promoting “human resource development and
organizational development.” In particular, “lack of manpower and time for promotion members” and “lack of time for on-site employees (receiving training)” were raised as issues, and in companies with 301 or more employees, “differences in awareness of training by
department” is an even bigger issue. It was. In addition, it is also clear that more than 50% feel that “lack of knowledge of personnel department members” is an issue. Although we would like to promote human resource development and organizational development, various realities have been highlighted, such as the lack of leeway for both HR and the field, and the difference in awareness.
In addition, the second most common theme that the HR department would like to work on was “recruitment,” which was answered by about 60% of HR departments. “Recruitment” and “prevention of job turnover” ranked high even among the themes that the Human Resources Department is interested in. In addition to the decline in the working-age population, the early turnover of young employees has become a problem in recent years. You can see that increasing the retention rate is an important theme for the survival of the company.
In addition, we have not been able to develop human resource requirements and education systems as a training environment, and we have not been able to create a mechanism for career development. The actual situation, such as not progressing, became clear.
In the era of human capital management, the human resources department will play an increasingly important role. As the labor shortage continues, there is a strong need to have the ability to plan human resource strategies and personnel strategies from a long-term perspective in line with the company’s medium- to long-term plans so that it will not be an ad hoc measure. To that end, it is a good idea to have a deep understanding of the company’s vision, clarify the personnel requirements that the company is looking for, and then systematically formulate and implement educational policies and training measures. At the same time, in order to continuously improve these activities, it is even more necessary to appropriately collect information both inside and outside the company.
《You can also check from here》
HP: https://www.learningagency.co.jp/topics/20230111
PDF: https://www.learningagency.co.jp/download/all/news_20230111.pdf Survey outline
[Table 3: https://prtimes.jp/data/corp/5749/table/112_1_905109af6c9cfd8a1a9b451f08c3448d.jpg ]
*When citing this survey, please specify [Learning Agency “Personnel Issues” Fact-Finding Survey (Personnel Efforts)]
* Any questions judged to be errors or blanks during reading are excluded from the analysis as missing data.
*Numbers such as composition ratios are rounded off to the second decimal place, so the total may not add up to 100%.
[Table 4: https://prtimes.jp/data/corp/5749/table/112_2_747b6d79418ef7da8f8056fb71f76199.jpg ]

Details about this release:
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