大学質保証フォーラム
パネルディスカッション課題の共有(The University Quality Assurance Forum－Sharing Issues at Panel Discussion)
2020年9月23日
人財統括本部
人事勤労本部山本 夏樹© Hitachi, Ltd. 2020. All rights reserved.

University Quality Assurance Forum－Sharing Issues at Panel Discussion

September 23, 2020
Natsuki Yamamoto
Human Resources Group
Human Capital Division© Hitachi, Ltd. 2020. All rights reserved.

1.新卒採用を取り巻く環境(Environment surrounding new graduate recruitment)◎ デジタル技術の進展( ＡＩ・ロボット・ＩｏＴ等 )→ イノベーションの頻発→ アイデア/ビジネスモデルの短命化→ 低スキル業務の雇用代替

労働力需給の分断リスク

With
仕事と人財のアンマッチ
Corona◎ 少子高齢化の進展→ 労働人口減少→ 超高齢化社会の到来◎ 労働市場の硬直性・閉鎖性◎ 生産性低いとの評価◎ 正規/非正規格差の増大◎ 社会保障の持続可能性低下◎ 多様性人財の活躍困難

日立の人財
マネジメント
見直しの必要性

日本の社会課題◎ グローバルでの高度スキル
人財の獲得競争激化

事業環境の変化日立の経営課題

社員個人の変化◎ グローバルでの事業成長◎ 多様性人財の増加◎ 社会イノベーション事業推進◎ ライフスタイル/家族構成変化⇒ グロｰバル人財の確保・育成⇒ フロント人財の確保・育成⇒ 多様な人財の積極登用◎ サービス/ソリューション事業へのシフト(女性・外国人・経験者・高齢者等)

会社/従業員ニーズの不適合リスク( 少子化・晩婚化・共働き化等 )→ 育児・介護等による「制約」増◎ (世代)価値観の変化( ＷＬＢ重視、強いキャリア意識 )Hitachi is transforming its Talent Management System to adapt to dynamic changes© Hitachi, Ltd. 2020. All rights reserved.
in the global market and to those in Japanese society.

1. Environment surrounding new graduate recruitment◎ Progress in digital technology(e.g., AI, robots, IoT)
→ Frequent innovation→ Shortened life of ideas/ businessmodels→ Employment alternatives for low-skilled
jobs

Risk of discrepancy between
labor supply and demand
Mismatch between work andhuman resources

With
Coronavirus◎ Intensifying global competition toacquire highly skilled human capital

Changes in the business environment

Hitachi's management issues

Necessity of reviewing
Hitachi's human capitalmanagement◎ Global business growth◎ Shift to service/solution businessSocial issues in Japan

Changes in individual employees◎ Higher diversity in human capital⇒ Securing and nurturing global humancapital◎ Promotion of social innovation business⇒ Securing and nurturing front officepersonnel⇒ Active promotion of diverse human capital◎ Declining birthrate and aging population→ Declining working population→ Arrival of a super-aging society◎ Labor market rigidity/closedness◎ Low productivity◎ Increasing disparity between regular and nonregular employees◎ Decreased sustainability of social security◎ Difficulty ensuring the active participation ofdiverse human capital

Risk of discrepancy between
company and employee
needs(e.g., women, non-Japanese, experienced people,
elderly people)◎ Lifestyle/family composition changes(e.g., Low birthrate, late marriage, double-income)→ Increased "restrictions" due to childcare, long-termcare◎ (Generation) changes in values(Emphasis on work-life balance, strong careerawareness)

Hitachi is transforming its Talent Management System to adapt to dynamic changes in the global© Hitachi, Ltd. 2020. All rights reserved.
market and to those in Japanese society.

1.新卒採用を取り巻く環境(Environment surrounding new graduate recruitment)

日本の社会課題

社員個人の変化

事業環境の変化日立の経営課題

日本型雇用システム

職務を限定せずに人に仕事を割当て、 組織の一員としての貢献を期待して、能力に応じて待遇等を決定するしくみ。
◆ 新卒一括採用
職務を限定
しない雇用契約◆ 無限定なタスク付与(配置転換)/働き方◆ 職能資格制度 (ポジションによらない能力での等級)◆ 社内でのキャリア形成 (同一企業内の長期勤続)◆ 企業単位の社会保障制度運用 (年金・健保)

課題の顕在化◆ 定年制
日本の労働法での解雇ルｰル✓多様な人財の活躍✓人材の流動性✓国や場所、時間によらない働き方 等＊ 職務を明確化・限定し、その仕事に人をアサインし、その仕事の内容や遂行状況に応じて待遇等を決定するしくみ。
Hitachi is undertaking a rapid transformation from “Membership-Type Employment”
to “ Job-Focused Employment. ”© Hitachi, Ltd. 2020. All rights reserved.

1. Environment surrounding new graduate recruitment
Social issues in Japan

Changes in individual
employees

Changes in the businessenvironment

Hitachi's management issues

Japanese-style employment
systemA mechanism that assigns jobs to people without limiting their duties, expects them to contribute as
members of the organization, and decides how they are treated according to their abilities◆ New graduate collective
recruitment
Employment contract that
does not limit duties◆ Unlimited task assignment (relocation)/working style◆ Retirement age system◆ Ability-based grade system (grade by ability regardless of position)
Dismissal rules under◆ Career development within the company (long-term service within the same company)
Japanese labor law◆ Social security system operation based on each company (pension/health insurance)

Manifestation ofissues✓ Active participation of diverse human capital✓ Human resources mobility✓ Working style free from the constraints of country, place ortime＊ A mechanism that clarifies and limits duties, assigns people to a job, and determines how they aretreated according to the content and performance of the job.

Hitachi is undertaking a rapid transformation from membership-type employment to job-focused
employment.
© Hitachi, Ltd. 2020. All rights reserved.

2.日立が進める「ジョブ型採用」への移行(Hitachi accelerating its recruitment system to one basedon Job Focused Employment)

将来的な「ジョブ型」採用を睨みつつ、新卒採用は現状は「セグメンテーション型」を中心に対応
メンバーシップ型(一括採用)

日立（現在）

あるべき姿

セグメンテーション型
(職種別)

ジョブ型
(ポジション別)

新卒採用(ポテンシャルを評価)

経験者/社内公募+新卒(実績を評価)今後、新卒採用も経験者、社内公募人財と同じ土俵で厳しいポジションの争奪戦が始まる
For our future transformation to “ Job-Focused Employment”, our new graduate
recruitment will now assign a specific job to each recruit.
© Hitachi, Ltd. 2020. All rights reserved.

2. Hitachi accelerating its recruitment system to one
based on job-focused employment
While looking at job-focused employment in the future, new graduate recruitment is currently centered on segmentation-type
employment

Membership type
(Collective recruitment)

Hitachi (currently)

Ideal situation

Segmentation type
(By job type)Job type(By position)

Hiring of new graduates(Evaluate their potential)

Experienced persons/job posting+new graduates(Evaluate their performance)

In the future, new graduates will have to compete on an equal footing with experienced persons
and in-house personnel for positions in the company.
For our future transformation to job-focused employment, our new graduate recruitment
will now assign a specific job to each recruit.
© Hitachi, Ltd. 2020. All rights reserved.

3. ジョブリスト(研究開発部門)

投影のみ(Job Position in R&D)

・日立製作所は2001年からジョブマッチング採用を導入
・ジョブに必要なスキルや経験を応募要件(クライテリア)にすることで明確化例)AI・デジタル研究の求人内容

クライテリア

求めるスキル等/Requirement
専門・スキル面/major, skill

主な学科(専攻)

能力・知識・経験等

主な業務内容

No

①

②

③

左記以
外

あれば
望ましい

必須

メディア知能処理研究フォーラム内のみで説明
AI、画像・音声認識、言語処理などによる認識、解析、
応用数 計算機科学に関
合成の最先端技術を研究開発し、社会イノベーション事
数理統計に関す
Only shownシステ
in the forum
学 する基礎知識，ソ
1 業を創生・牽引、安心安全な社会の実現に貢献します。 情報
数学る知識
ム
電気 フトウェア開発のメディア（画像、音声、言語、センサ信号など）全般に対
物理 経験(規模不問)
する認識、解析、活用技術の研究開発

データサイエンス研究
データから深いコンピュータサイエンスに基づく
AI/Analytics で新たな価値を創出するデータサイエンス
2の研究開発を行います。金融、産業、都市、公共、エネ
ルギー、交通、ヘルスケアなどの分野でAI/Analyticsを社会実装し、社会イノベーションに貢献します。

情報

必要な言
語(日本語
以外)

英語
（TOEIC6
50点以上
が望まし
い）

英語
コン 統計
（TOEIC6
数学・ ピュー Statisti 統計解析の知識 情報科学および50点以上
物理 タサイcs とプログラミング 電気工学の知識
が望まし
エンス
実装
い）

As for new graduate researchers, we will focus on matching the skills/experiences© Hitachi, Ltd. 2020. All rights reserved.
of applicants to the requirements of each jobs.

Projection only

3. Job position in R&D
・ Hitachi introduced job matching recruitment in 2001
・ The skills and experience required for the job are clarified by making them application requirements (criteria)
Required skills
求めるスキル等/Requirement
Major, skills
専門・スキル面/major,
skill

E.g., AI/digital research job offer

Mainsubject (study major)
主な学科(専攻)

Ability, knowledge,
experience, etc.
能力・知識・経験等

主な業務内容primary
job function

No

①

②

③

左記以
Other
than
外
the left

Required
必須

あれば
Desirable
望ましい

Applied mathematics
Electricity Physics

Knowledge of
information scienceand electrical
情報科学およびengineering

以外)

English英語(desirable（TOEIC6
TOEIC
50点以上
score: 650
or higher)が望ましい）

English

Statistics

Computer science(TOEIC英語
650 points
コン 統計（TOEIC6
Knowledge ofor higher
数学・ ピュー Statisti 統計解析の知識
statistical analysis
is
50点以上
物理 タサイcs とプログラミング
電気工学の知識 desirable)and programmingが望ましimplementation
エンス
実装
い）
Mathematics Physics

Information

情報

Mathematics

Data science research

データサイエンス研究
To conduct R&D on data science that creates new value with AI andデータから深いコンピュータサイエンスに基づく
analytics based on deep computer science from data. AI and analytics
AI/Analytics
are socially implemented
で新たな価値を創出するデータサイエンス
in fields such as finance, industry, cities,
2 public, energy, transportation, and healthcare to contribute to socialの研究開発を行います。金融、産業、都市、公共、エネ
innovation.
ルギー、交通、ヘルスケアなどの分野でAI/Analyticsを社会実装し、社会イノベーションに貢献します。

SystemInformation

Media intelligence processing research
メディア知能処理研究
To conduct R&D on cutting-edge technologies for recognition, analysis,
フォーラム内のみで説明 Basic knowledge
AI、画像・音声認識、言語処理などによる認識、解析、
about computerand synthesis by AI, image/speech recognition, and language
応用数 計算機科学に関Knowledge of
合成の最先端技術を研究開発し、社会イノベーション事
数理統計に関すin the forum
science andprocessing to create and lead Social Innovation Business and Only shownシステ
学 する基礎知識，ソmathematicalexperience in
1 業を創生・牽引、安心安全な社会の実現に貢献します。
情報
数学
る知識
contribute to the realize of a safe and secure society
statisticsム
電気 フトウェア開発のsoftware development
R&D on media (images, voice, languages, sensor signals) recognition,
メディア（画像、音声、言語、センサ信号など）全般に対(regardless of scale)
物理 経験(規模不問)
analysis,
andutilization
technologies.
する認識、解析、活用技術の研究開発

Requiredlanguage
必要な言(otherthan
語(日本語Japanese)

Criteria

As for new graduate researchers, we will focus on matching the skills/experiences© Hitachi, Ltd. 2020. All rights reserved.
of applicants to the requirements of each jobs.

4.日立のジョブ型採用(研究開発部門)

投影のみ(Job-focused recruitment in R&D)
・従来より、技術系採用は「ジョブ型採用」を実施。
・2020年より、研究開発部門で「Superジョブ型採用」を導入。
・学会発表等の研究実績に基づき、即戦力と評価し個別処遇 をオファー。(用)(１)選考フロー
応募区分

主な募集分野

選考

内定

書類選考/
技術・人物面談
研究開発（AI・デジタル）(トップカンファレンスでのフォーラム内のみで説明
発表＋スキルの確認）
Only shown in the forum
書類選考/
ジョブ型採用技術・人物面談
研究開発（エネルギー、機械、Super
ジョブ型採用Superジョブ型採用

学校推薦/
自由応募
技術系職種

エレクトロニクス、システム等）(2)Superジョブ型採用者の事例
No.

ジョブ型採用(研究実績＋スキルの
確認)

特記事項

1

・トップカンファレンスはじめ国際学会3件、国内学会4件の採択・発表

2

・論文誌3本、トップカンファレンスはじめ国際学会4件、国内学会11件の採択・発表

In Hitachi R&D has begun integrating “Job-focused recruitment” into its departments.
Additionally, they have introduced “advanced job-focused recruitment”, in whichapplicants who excel at more advance criteria will be offered increases
in Allsalary© Hitachi, Ltd. 2020.
rights reserved.

Projection only

4. Job-focused recruitment in R&D・ Conventionally, job-focused recruitment has been implemented for technical personnel.
・ Advanced job-focused recruitment was introduced in the R&D department in 2020.
・ Based on research achievements such as presentations at academic conferences, we evaluate new graduates as industry-readypersonnel and offer individual contracts.

(１) Selection flow
Application
classification

Recruitment field

Screening

Advanced job-focused recruitment
Schoolrecommendation/free application
Technical
profession

Document screening,interview on skills andpersonality

Advanced job-focusedrecruitment

Document screening,interview on skills andpersonality

Job-focused recruitment

R&D (AI/digital) フォーラム内のみで説明(Confirmation of presentations at
top conferences + skills)
Only shown in the forum
Job-focused recruitment
R&D (energy, machinery, electronics, systems,
etc.)

Unofficial offer(Confirmation of researchachievements + skills)(2) Cases of new graduates employed through advanced job-focused recruitment
No.

Note

1

・ The new graduate's papers have been accepted and presented at three top/international conferences and four domestic conferences

2・ The new graduate’s papers have been published in three journals and presented at four top/international conferences and 11 domestic conferences

At Hitachi, R&D has begun integrating job-focused recruitment into its departments.
Additionally, they have introduced advanced job-focused recruitment in whichapplicants who excel at more advance criteria will be offered increases
in Allsalary.
© Hitachi, Ltd. 2020.
rights reserved.

5.Superジョブ型採用の採用基準

投影のみ(Employment criteria at Advanced Job-focused in Recruitment)

経験者扱い新卒についてはガイドラインに従い処遇を設定
FMリスト

基準

備考

AI/Dフィールド
(ハイクラス)以下の①~②の基準を満たし、かつ③を満たす①デジタル技術活用を含んだ研究成果がインパクトファクタ20以上の査読付き学会または査読付き学会論文誌で3件以上採択(主著)②インパクトファクタ20以上の国際会議でベストペーパーを受賞(もしくはそれと同等の表彰を受けている)③面談の結果、能力定義書と照らし決裁権限者が認めた者
フォーラム内のみで説明

740~
930万

Only shown in the forum
以下の①~③いずれかを満たし、かつ④を満たす①学位保持者②デジタル技術活用を含んだ研究成果が査読付き学会または査読付き学会論文誌で3件以上採択(主著)③査読付OSSの開発者側またはユーザ側コミュニティで発表した実績④面談の結果、能力定義書と照らし決裁権限者が認めた者

580~
700万

S6の基準に満たないがSP以上と評価し、能力定義書と照らし決裁権限者
が認めた者
例)「査読付き学会採択数が1or2件」等でS6基準を満さないが、採択先学会がインパクトファクタ20以上等顕著な業績が認められる者

500~
540万

AI/Dフィールド

In Hitachi R&D “Advanced Job-focused Recruitment”, Offers are based on
an applicant’s achievement. Achievement is decided by the number of publishedmaterial in a research field at top conference.
© Hitachi, Ltd. 2020. All rights reserved.

Projection
only

5. Employment criteria in advanced job-focusedrecruitment

Contracts for new graduates regarded as experienced persons are set according to the guidelines

FM list
AI/D field(High class)

Criteria

SalaryNew graduates who meet the following (1) or (2), and (3)(1) Three or more research papers, including those on the utilization of digital technology, have been accepted at
peer-reviewed conferences with an impact factor of 20 or more or by peer-reviewed journals (main work)(2) Winners of the Best Paper Award (or an equivalent award) at an international conference with an impact factorof 20 or more
(3) Those recognized by an authorized person as experienced persons based on an interview and their ability
definition documents

7.4 to 9.3 million

フォーラム内のみで説明
Only shown in the forum

AI/D field

New graduates who meet any of the following (1) to (3), and (4)(1) Degree holder(2) Three or more research papers, including those on the utilization of digital technology, have been accepted at
peer-reviewed conferences or by peer-reviewed academic journals (main work)(3) Those who have made a presentation at an open source software developer or user community eventwith peer review(4) Those recognized by an authorized person as experienced persons based on an interview and their ability
definition documents

5.8 to 7 million

Those who do not meet the S6 standard but are evaluated as SP or higher and recognized by an authorized
person based on the ability definition document
e.g., An applicant who does not meet the S6 criteria because of a shortfall in the number of papers accepted at
peer-reviewed conferences (1 or 2) but who is recognized as having achievements such as a paper accepted at aconference with an impact factor of 20 or more.

5 to 5.4 million

At Hitachi, R&D advanced job-focused recruitment offers are based on an
applicant’s achievements. Achievements are judged on the number of publishedmaterials in a research field at top conferences.
© Hitachi, Ltd. 2020. All rights reserved.

6.採用した人財の課題(研究開発部門)(Issues for new graduates after they join the company)① 基礎学力の把握(入社後に基礎技術試験を実施)
4月

5月

6月

7月

8月

10月

11月

1月

12月

2月

結果

4月入社～７月 基礎技術試験を実施
・共通：数学・専門:３科目から選択(機械、電気電子、情報)

9月

正解率
≧50%
（目安）

【合格点未到達者】※ 結果レポート送付

８月～11月

12月

２月

結果

再試験

自己学習

・情報(デジタル)科目では合格率100%を期待しているが1割は不合格(再試験)・入社時点で期待する基礎学力を満たしていないものがいる［合格率］17年:96%→18年:83%→19年:89%②配属後の職場意見(デジタル分野)

大学で情報系を専攻していても、Pythonを使ったり大規模なプログラミング経験がないため、研究開発だけでなく、外注先へ業務指示ができないなど、採用要件を満たしておらず研究に支障がでている③新人教育(デジタル分野)

入社時に最低限習得しておくべきITリテラシーの修得が不足しているものに対し、「16講座(35時間)のデジタル教育」を実施し、フォローアップ教育をしている。
On the other hand, some new graduate researchers who do not meet Hitachi’sStandard technical requirements will have to undergo extra training programs
to boost their technical skills.
© Hitachi, Ltd. 2020. All rights reserved.

6. Issues for new graduates after they join the company(1) Understanding basic academic ability (Basic Technical Exam is given after their employment)
April

May

June

July

AugustApril: Joining the company
July: Basic Technical Exam

September

OctoberNovember

DecemberJanuary

February

Results

Those who have not reached the passing score
・Common subject: mathematics
Accuracy rate
・ Selective specialized subject:
August - November≧50%
mechanics, electrics and electronics, or information) （approximately）
Self study* A result report is sent

December
RetestFebruary
Results

・ In information (digital) subjects, the company expects the pass rate of 100%,
but 10% of new graduates fail (require re-examination).
・ Some of them do not meet the basic academic ability that the company expects at the time of their employment.
[Pass rate] 2017: 96% → 2018: 83% → 2019: 89%(2) Opinions from workplaces after assignment (digital field)

Some new graduates do not meet the recruitment requirements, which can hinder their research; even if they have majored in
information at university, they do not have experience in Python or extensive programming, so they fail not only to fully conduct
research and development but also to give business instructions to subcontractors.
(3) New employee education (digital field)

The company provides follow-up education with offering 16 courses (35 hours) of digital education for those who do not haveenough IT literacy at the time of joining the company.

On the other hand, some new graduate researchers who do not meet Hitachi’s
standard technical requirements will have to undergo extra training programs
to boost their technical skills.
© Hitachi, Ltd. 2020. All rights reserved.

7.採用・インターンシップに関する 産学協議会議論(Discussions on recruitment and internship at
industry-academic committee meetings)

２０１９．１～ 「採用と大学教育の未来に関する産学協議会」設置
座長： 中西宏明日本経団連会長
山口宏樹就職問題懇談会座長
２０２０．３ 中間取りまとめ （１０のアクションプラン）
２０２０．４～ 「採用インターンシップ分科会」にて具体的検討（委員４３名）
分科会長： 山本夏樹（日立製作所人事勤労本部長）
土屋恵一郎（日本私立大学団体連合会）【今後の議論内容(例)】大学院修士・博士を対象とするジョブ型採用につながる
インターンシップの試行的実施
産学にて定期的に採用・インターンシップの変革について具体的議論が実施されつつある状況
Currently business and academia are discussing transforming the recruitment/ internship system in Japan.

© Hitachi, Ltd. 2020. All rights reserved.

7. Discussions on recruitment and internships at industryacademia committee meetings

January 2019: The Industry-Academia Council on the Future of Recruitment and University Education
was established
Chairs: Hiroaki Nakanishi, Chairman of the Japan Business Federation
Hiroki Yamaguchi, Chairman of the Employment Advisory Panel
March 2020: Interim report (10 action plans)
April 2020: Concrete consideration at the Recruitment Internship Subcommittee (43 members)
Chairs of the Subcommittee: Natsuki Yamamoto(General Manager, Human Capital Division, Hitachi)
Keiichiro Tsuchiya（Federation of Japanese Private Colleges and Universities
Associations）【Future discussion (example)】
Trial implementation of internships leading to job-focused recruitment for master's anddoctoral students
Concrete discussions regarding recruitment and internship reforms are held
regularly in business and academia
Currently business and academia are discussing transforming the recruitment
and internship system in Japan.

© Hitachi, Ltd. 2020. All rights reserved.

Appendix

日本における「ジョブ型インターンシップ」の動向(Trends in Japan's Job-based Internships)【政府主導】ジョブ型研究インターンシップ(2022年より導入予定)(※)

文科省主導で産学連携による「ジョブ型インターンシップ」スキームを検討【日立製作所】ジョブ型インターンシップパイロット試行(2020年10月より導入)【学生の質認定】
・政府の動向も踏まえつつ、技術系博士学生を対象としたジョブ型インターンシップを試行。
・「学生」、「大学」、「企業」3つの視点で知見を蓄積し、ジョブ型インターンシップのあり方を検討していく。(今後、政府にも提言)
Starting in October Hitachi will introduce a “Job-Focused Internship” in alignment with
the Japanese government’s own initiatives for promoting their “Job-Focused Internship※出典:文部科学省高等教育局「ジョブ型研究インターンシップ」(令和2年5月)
for Researcher”.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

Trends in Japan’s job-based internships(Government-led) Job-focused research internships (scheduled to be introduced in 2022) (*)
May 2020

Job-focused research internships(Proposal and future procedures)
Higher Education Bureau,
Ministry of Education, Culture, Sports, Science and Technology

Doctoral course
A long-term paid internship in the doctoral program with job-focused recruitment in mind. An elective system for students
wishing to participate (elective compulsory subjects). A one-year internship period is set during the three years of thedoctoral program, and one or more long-term internships (e.g., approx. two months or more) are held during that the period.
It is also possible to introduce a similar internship program for students after the doctoral dissertation examination andpostdocs.
In this initiative, the following are considered in order to expand the opportunities for doctoral students through high-quality
internships for excellent students.
• Long-term paid internships are possible even while students are hired as a Research Fellow (DC)• Organizing a Student&Company Gathering (tentative name) sponsored by a matching support organizationNote) Student&Company Gathering: An event for students and companies that are planning to hold a job-focused research internship. It will be held at each university
location. Students will introduce their own research contents and companies will provide descriptions of jobs, facilitating matching between students and internshipdestinations.

•

Consideration of a job-focused internship scheme
through industry-academia collaboration led by MEXT

Research incentives for students planning to do job-focused research internships

Visual representation

D1
April

D2
April

July

OctoberInternship period

ExampleAdmission

Internship

January

D3
April

April

Completion(Note: The above is an example for reference purposes. This is for long-term internships during D2. The period can also be set during D1 or D3)(Hitachi) Job-focused internship pilot trial (to be introduced in October 2020)【学生の質認定】・ Job-focused internship trial for technical doctoral students, considering the government’s policy
making activities
・ Accumulation of knowledge from the perspectives of students, universities, and companies, andexamination of ideal job-focused internships (planning to propose to the government in the future)
Starting in October, Hitachi will introduce a job-focused internship in alignment with
the Japanese government’s own initiatives for promoting their job-focused internships※出典:文部科学省高等教育局「ジョブ型研究インターンシップ」(令和2年5月)
for researchers.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

学生の質保証に向けたアクションプラン(提案)(Action plan for student quality assurance)

学び(input)と実践(output)を明確にしたJOB型インターンシップスキームの検討
JOB型インターンシップ(1～3ケ月程度)
企業(Output)

大学(Input)
社会貢献、キャリア実現に必要な知識・スキル習得の場所(Off-JT機能）

学生(人財)

知識、スキルを使って社会貢献、キャリアを実現する場所(OJT機能）スキルクレジット(質保証書)発行【学生の質認定】【大学】インターンシップ実施を卒業要件(単位認定)とする【企業】インターン期間中の成果をグレーディング(学生へのJobオファー有り)【大学&企業】学生にスキルクレジット(例：リーダシップ[A]、課題発見・解決力[B]など)を発行
大学
ブランディング・優秀者応募
即戦力人財の育成

企業
社会貢献(価値)
人財獲得

学生
キャリア志向(ﾏｲﾝﾄﾞﾁｭｰﾆﾝｸﾞ)
知識・スキル習得、実践

中長期的に世界における日本の教育、人財、ビジネスの国際競争力が向上
We suggest credit-certified & job-focused internships, which enables students togain experiences / skills in a variety of business fields.
We aim to increase Japan’s ability to compete on the world stage.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

Action plan for student quality assurance
Consideration of a job-focused internship scheme clarifying learning (input) and practice (output)

Job-focused internship (1 - 3 months)
Company (Output)

University (Input)
A place to acquire knowledge and skills
necessary for social contribution and careerbuilding(Off-the-job training function)

Students(human capital)

A place to contribute to society and careerbuilding using the knowledge and skills(On-the-job training function)

Issuance of skill credits (quality assurance)(University) Inclusion of an internship into graduation requirements (credit recognition)(Company) Grading of the results during the internship (this may lead to job offers to students)(University & company) Providing skill credits (e.g., leadership [A], problem finding/solving ability [B], etc.) tostudents

University

Student

Company

Branding, applications of excellent
students, and training of industry-readyhuman capital

Career-oriented (mind tuning),
knowledge/skill acquisition, and practiceSocial contribution (value) andacquisition of human capital

Improvement of international competitiveness in Japanese education, human capital and business in the medium to long term

We suggest credit-certified and job-focused internships, which enable students togain experiences and skills in a variety of business fields.
We aim to increase Japan’s ability to compete on the world stage.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

学生の質保証に向けたアクションプラン(提案)(Action plan for student quality assurance)【短期戦略】Job型インターンシップ試行【ケース】日立製作所(研究開発部門)
・「Job型採用」を見据え「Job型インターンシップ」をパイロット試行。(2020月10月公募予定）
・博士課程(理系)の学生を直接雇用(アルバイト契約)して3ヵ月程度の期間トライアルで受入。
・雇用期間中の成果を評価し、採用レベルと評価した学生には卒業後の入社をオファー。
【中長期戦略】産学連合体の構築
・大学、企業が連携し、ジョブ型インターンによる認証制度をスキーム化
その他検討事項
・Job型インターンスキームは「ハードの整備」、学生のキャリア教育として「ソフトの整備」が必要。
→将来の進路を決める高校のカリキュラムに企業参画によるキャリア教育を入れる等
・理系について、企業は学生が保有する専門性に期待しており、Job型インターンとの親和性は高い。
一方、事務系については保有する専門性を確認することが難しいため、工夫が必要。
To realize credit-certified & job-focused internships, career education for students
are needed Internships for students with background in humanities are morechallenging to design due to the difficulty of evaluating their skills.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

Action plan for student quality assurance(Short-term strategy) Job-focused internship trial(Case) Hitachi (R&D department)
・ Job-focused internship pilot trial in anticipation of job-focused recruitment (scheduled to accept applications in October 2020)
・ Doctoral students (science) are directly employed (part-time contract) for a trial period of about 3 months.
・ Students whose performance in their part-time employment is evaluated and if they reach the hiring level, they will be offered a job.

(Medium- to long-term strategy) Formation of an industry-academia alliance・ Formulation of a certification system through job-focused internships in collaboration between universities andcompanies

Other considerations
・ A job-focused internship scheme requires hard infrastructure while soft infrastructure is needed for student career education.
→ Introducing career education, with corporate participation, to a high school curriculum that impacts students’ future
・ Companies expects the expertise of science students, and job-focused internships will work well for them. On the other hand,
it is difficult to check skills of students who are expected to do business/administrative work, so some ingenuity is required.

To realize credit-certified and job-focused internships, career education for students
is needed. Internships for students with a background in humanities are morechallenging to design due to the difficulty of evaluating their skills.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

日立の事務系採用選考プロセス(Hitachi's Selection Process for Business/Administrative employees)

今年度より、事務系も職種別採用がスタートし、「ジョブ型採用」を加速(１)募集区分
応募区分

主な募集職種

配属

対象

職種別コース

営業、資材調達、経理財務、人事総務、
システムエンジニア(ＳＥ)、法務

内々定と同時に応募した職種に配属が決定

オープンコース

営業、資材調達、経理財務、人事総務、
システムエンジニア(ＳＥ)、法務、広報、企画など

内々定後に面談を通じて希望をヒアリングし、配属を決定

文理
不問(２)選考フロー１ｓｔ
キャリアデザイン
シート(※)

エントリーシート
WEBテスト

２ｎｄ

３ｒｄ

Ｌａｓｔ

集団面接

個人面接

個人面接

※中長期のキャリアプランについて記載(３)人財要件
Aspiration(成長意欲)

Agility(機敏性)Collaboration &Influence(コラボレーションと影響力)

Strategic Insight(戦略的洞察力）

Starting this year Hitachi introduced a recruitment system that was based on
Professions for students with backgrounds in the humanities. This has allowed Hitachi
to transition Into “Job-Focused Recruitment”© Hitachi, Ltd. 2020. All rights reserved.

Appendix

Hitachi’s selection process for business/administrative employees
From this fiscal year, recruitment by job type has started for business/administrative employees, accelerating job-focused recruitment.

(１) Recruitment classification
Application
classification

Main recruitment jobs

Assignment

TargetJob-specific
track

Sales, material procurement, accounting and finance,
human resources and general affairs, system engineer(SE), legal affairs

Assigned to the job category for which they
applied the same time as the early unofficial
job offer

Open track

Sales, material procurement, accounting and finance,
human resources and general affairs, system engineer(SE), legal affairs, public relations, planning, etc.

Assigned to a job after asking about theindividual’s desired job during an interview
after the early unofficial job offerStudents
both in thehumanities
andsciences(２) Selection flow
1st
Submission of entry sheet
WEB test

Career design sheet (*)(３) Human capital requirements
Aspiration

2nd

3rd

Last

Group interview

Individual interview

Individual interview*Describes medium- to long-term career plans

AgilityStrategic insight

Collaboration & influence

Starting this year, Hitachi introduced a recruitment system that was based on
professions for students with backgrounds in the humanities. This has allowed Hitachi
to transition Into job-focused recruitment.
© Hitachi, Ltd. 2020. All rights reserved.

Appendix

日立の事務系採用の課題認識(Recognition of Issues in Hitachi's business/Administrative Recruitment)

採用担当者の現状認識
・学生のコンピテンシー(リーダーシップ・問題解決能力等)の見極めに課題感がある。
学生時代の経験・エピソード等を面談で確認するが、面談者の主観に依存(定性評価)
・特に事務系は配属を定めないポテンシャル採用が主であるが、限られた期間で3,000名以上を選考するため、見極めにかかる負担は大きい
学生の質保証に対する課題
・大学での成績や単位だけでは、企業が期待するコンピテンシーを見極める基準としては足りず、学生が主体的に課題設定し、学んだことや行動したことをクレジットできていない。
・今後、大学も、コロナ禍の影響によるリモート環境下では、F2Fでの指導ができないことから、学生一人ひとりについて人財を見極めることは難しくなってくる。
The recruitment of students with a background in humanities does not have a clear
criteria.
It is a very time-consuming process to evaluate the potential capabilities ofsuch students(competency , leadership etc.)© Hitachi, Ltd. 2020. All rights reserved.

Appendix

Recognition of issues in Hitachi’s business/administrative
recruitment
Recruiters’ awareness of the current situation
・ There is a sense of challenge in determining student competencies (leadership, problem-solving ability, etc.).
Interviewers inquire about students’ experience at university, but the evaluation is subjective to interviewers(qualitative evaluation).
・ Recruitment for administrative positions is mainly conducted by selecting students with potential ability, without
assigning to specific departments. However, the burden of identifying student’s potential ability is heavy since therecruiters have to select more than 3,000 people in a limited period of time.

Challenges to student quality assurance
・ Grades and credits acquired at university do not provide sufficient resources for determining the competencies
expected by companies. Grades and credits do not show what students have learned or how they have acted on theirown.
・ Universities will not be able to provide face-to-face education online due to the effects of COVID-19, which will
make it difficult to identify the competencies of each student in the future.

The recruitment of students with a background in humanities does not have a clear
criteria.
It is a very time-consuming process to evaluate the potential capabilities of such
students (competency, leadership etc.)© Hitachi, Ltd. 2020. All rights reserved.

Appendix

日立の採用応募区分(Categories of Hitachi's Employment Applications)
応募区分

自由応募

Ｂｕｓｉｎｅｓｓ
Ｍａｎａｇｅｍｅｎｔ
（ＢＭ系）
事務系職種

主な募集職種

職種別
コース

オープン
コース

Ｒｅｓｅａｒｃｈ ＆
Ｄｅｖｅｌｏｐｍｅｎｔ（Ｒ＆Ｄ系）
技術系職種

対象

営業、資材調達、経理財務、システムエンジニア(ＳＥ)、
人事総務、法務
営業、資材調達、経理財務、システムエンジニア(ＳＥ)、
人事総務、法務、広報、企画など

応募方法

文理
不問
日立の
採用ＨＰから
プレエントリー受付中

研究開発、設計開発、生産技術、
品質保証、 知的財産マネジメント、
システムエンジニア(ＳＥ)など
理系
研究開発、設計開発、生産技術、
品質保証、知的財産マネジメント、
システムエンジニア(ＳＥ)など

学校推薦
技術系職種

Recruitment in Hitachi is based on future professions(such as researchers,
engineers ,Etc.)© Hitachi, Ltd. 2020. All rights reserved.

AppendixCategories of Hitachi’s employment applications
TargetJob-specific
track

Sales, material procurement, accounting andfinance, system engineer (SE), humanresources and general affairs, legal affairs.

Open track

Sales, material procurement, accounting andfinance, system engineer (SE), humanresources and general affairs, legal affairs,
public relations, planning, etc.

Administrative positions

Research &Development(R&D type)Technical positions

With University recommendation
Technical positions

R&D, design development, production
technology, quality assurance, intellectual
property management, system engineer (SE),etc.

R&D, design development, production
technology, quality assurance, intellectual
property management, system engineer (SE),etc.

Application
methodPre-entries areopen on Hitachi’s
recruitment website
Students in the sciences only

Without University recommendation

Business
Management(BM type)

Main recruitment jobs

Students both in the Humanities
and sciences

Application classification

Recruitment in Hitachi is based on future professions (researchers, engineers, etc.)© Hitachi, Ltd. 2020. All rights reserved.