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* セキュリティ人材・IT人材不足で取るべき戦略...

# セキュリティ人材・IT人材不足で取るべき戦略

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By [Kaoru Hayashi](https://www.paloaltonetworks.com/blog/author/khayashi/?lang=ja&ts=markdown "Posts by Kaoru Hayashi")  
Aug 13, 2019  
1 minutes  
[Cybersecurity](https://www.paloaltonetworks.com/blog/category/cybersecurity-jp/?lang=ja&ts=markdown)  
[視点](https://www.paloaltonetworks.com/blog/category/%e8%a6%96%e7%82%b9/?lang=ja&ts=markdown)  
[letter from CSO](https://www.paloaltonetworks.com/blog/tag/letter-from-cso/?lang=ja&ts=markdown)

[](https://www.paloaltonetworks.com/blog/wp-content/uploads/2019/08/staffing.png?ts=markdown)  
[![IT security staffing issue](https://www.paloaltonetworks.com/blog/wp-content/uploads/2019/08/staffing-500x400.png)](https://www.paloaltonetworks.com/blog/wp-content/uploads/2019/08/staffing.png?ts=markdown)

## **予測されていたIT人材不足が現実のものに**

昨今、セキュリティを含むIT人材の確保と維持が組織の大きな課題になっています。経済産業省が平成28年に公開した「[IT人材の最新動向と将来推移に関する調査結果](https://www.meti.go.jp/policy/it_policy/jinzai/27FY/ITjinzai_report_summary.pdf)」でも、2020年には次のように大幅な人材不足が予測されています。

* ビッグデータや人工知能を扱う先端IT人材は約4.8万人不足
* 情報セキュリティ人材は約19.3万人不足

実際、ユーザ企業のITやセキュリティの担当者とお会いすると、人材育成と維持については必ずと言っていいほど話題にあがり、これが切実な問題になっていることがわかります。

インターネットを中心としたデジタル技術が急速に発達した過去30年の間、日本は大きな景気の浮き沈みを経験してきました。組織が人材採用そのものを見送った期間も長かったため、世代によってはITやセキュリティに限らない人的資源そのものが少ないこともあります。そのため、技術や組織文化をスムーズに後続世代に継承できず、IT人材が高齢化していくケースも目にします。

さらに今後、デジタルトランスフォーメーション(DX) の波がほぼすべての業種・産業に訪れると予想されますので、人口減少が続く日本で今後の組織を支えるIT人材の争奪戦は一層激しくなると予想されます。

## **経営者の打つべき2つの対策とは?**

それでは経営者は人材の不足に対してどのように対応していけばよいのでしょうか。

第一に、**人材育成・キャリア開発を戦略的に行う**必要があります。これまで IT やセキュリティといえば本業を支える裏方でした。ですが今後は、デジタル技術で収益を拡大するビジネスの立役者になる必要があります。そのためにはこの分野への慎重かつ積極的な投資が必要です。特に IT やセキュリティは進化が速いので、中核人材には「技術に対する目利きができること」、「経営者の意思決定に寄与する適切な情報提供ができること」の両方のスキルが必要となります。つまりITを活用して新たな自社のコアコンピタンスを確立する人材を採用、育成、維持する体制づくり、ルールづくりは、経営課題の一つなのです。

第二に、**技術とプロセス改善による効率化**が必要です。このまま人口減が続けば、企業のIT人材・セキュリティ人材不足の解消は中長期的に見て難しいでしょう。そのため、業務を見直し、人が人にしかできないことに集中して取り組めるよう、それ以外の業務を可能な限り機械化・自動化することで、生産性の高い体制づくりをしていかなければなりません。

特にネットワークインフラやセキュリティ対策は、長期にわたって一貫したポリシーなく「増改築」が繰り返され、無駄に機能が重複していたり、必要な機能が漏れてしまっているケースが少なくありません。自社の保有する技術資産の棚卸と評価は定期的に行う必要があるでしょう。また、技術的には新しいものを導入しているのに運用がヒト依存になって改善や効率化が後回しになっているケースも多く見られます。技術、プロセスの両面から効率化を戦略的に行っていくことで、人材不足問題に根本から対応していく必要があります。

## **まとめ**

将来を正確に予測することは困難ですが、デジタル技術の発展が今後も継続し、ますます社会や生活の中に浸透していくことに疑う余地はありません。しかしながら、人口減と終身雇用の崩壊という大きな転換点をむかえた日本では、このまま手をこまぬいていても高度なIT人材、セキュリティ人材の増加は見込めません。ですから今の経営者には、10年後、20年後を見据えた人材戦略を立て、それを実行に移す力が求められているのです。

*** ** * ** ***

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