Approximately 2% of digital human resources are leaders–according to NTT Data Institute of Management Consulting

NTT Data Institute of Management Consulting announced the results of investigating the orientation of leaders in digital transformation (DX) human resources. Only about 2% of DX personnel are leaders, and about half of the leaders are considering changing jobs within a year. The company regards human resources who work under the top of the organization that promotes DX (CDO = Chief Digital Officer) as “digital human resources”, human resources who excel in digital technology as “digital engineers”, and leads digital engineers. Human resources who promote DX are defined as “digital leaders.” We conducted an awareness survey of registered monitors of NTT Com Online Marketing Solutions in their 20s and 40s, and considered the image of digital leaders and the points for companies to secure digital leaders.

Definition of digital human resources (Source: NTT Data Institute of Management Consulting) According to it, the respondents were aware of about 9% of digital human resources, about 6% of digital engineers, and about 2% of digital leaders. The volume of digital leaders increases as they get older than digital engineers, and “DX promotion requires driving power and business knowledge, so some social experience is required,” the company said. The percentage of men and the rate of marriage are rather high, and it is said that there are many in the metropolitan area, and the attribute of a typical digital leader is considered to be “married men in their late 30s living in the metropolitan area”.

Percentage of digital human resources (Source: NTT Data Institute of Management Consulting) About 85% of digital leaders have changed jobs, about 1.4 times that of digital engineers and about 1.6 times that of the general public. About 83% of digital leaders are still willing to change jobs, and about 46% are thinking about changing jobs within a year. This ratio is about twice that of digital engineers and about seven times that of the general public, and it is said that the mobility of digital leaders to change jobs is extremely high. Reasons for changing jobs for digital leaders include “getting higher rewards,” “working in an environment where you can learn to improve your skills,” “working with highly capable and stimulating human resources,” and “challenge in fields of interest.” Digital leaders are characterized by a teamwork type that emphasizes people and grows with teams and organizations, and a career orientation that deepens their skills and themes.

Awareness of Digital Human Resources (Source: NTT Data Institute of Management Consulting) Based on these, the company said, “In order for companies to secure digital leaders, in addition to being assigned to teams and projects where excellent human resources are gathered, their intellectual curiosity It is important to continue to give missions that stimulate the heart. ” At the time of hiring, it should be appealed that it is an excellent and diverse human resources group, advanced, and important DX project. Even after hiring, it is important to understand the motives and work situation of digital leaders and set assignments that can tackle more challenging issues and goals based on them, and CDO is the intellectual curiosity of digital leaders. The point is whether or not you can continue to stimulate your heart.