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Study Group on Future Digital Human Resource Development Policy (2nd Meeting)

Last Updated:

Outline

For an overview of the Study Group, please see Study Group on Future Digital Human Resource Development Policies .

Event Information

Date:
Tuesday, October 20, 2026 from 10:30 a.m. to 12:00 p.m.
Location:
Holding online

Proceedings

  • 1. Opening
  • 2. Proceedings
    • (1) Hearings with ministries and agencies related to the development of digital human resources
      • Ministry of Education, Culture, Sports, Science and Technology
      • Ministry of Health, Labor and Welfare
      • Ministry of Economy, Trade and Industry Information-Technology Promotion Agency
    • (2) Free Discussion
  • 3) Closing

Data

Summary of the proceedings

At the beginning, Minister for Digital Transformation FURUKAWA made the following remarks.

  • In light of the rapid progress in AI, it is necessary to promote AI, Digital cybersecurity in an integrated manner in the future. In addition to securing sufficient personnel to implement AI and digital technologies, I would like to address, from a medium - to long-term perspective, the training and utilization of personnel who will lead social and industrial reforms. In this study group, I would like you to discuss the image of required personnel and how to train them.

Subsequently, the Secretariat provided explanations based on Documents 1 and 2.
With regard to Item (1), the Cabinet Office and each Ministry explained based on documents.
The main comments on Item (2) were as follows:

1. Image of digital human resources required in the future

  • Rather than "digital human resources," shouldn't we consider them as "AI human resources" that will be necessary for the country in the future?
  • AI Governance Human resources are different from those who simply have high or low skills. It is necessary to consider the compatibility of the workplace, solutions, and laws and regulations. It is necessary to consider the image of human resources by incorporating these differences into the structure.
  • In the document, both conventional machine-learning-centered AI and the utilization of AI agents to expand human labor and productivity are treated with the same term "AI." To clarify the discussion, it is necessary to distinguish between the two. In the field of software development, while the need for personnel who have studied elementary digital technology is shrinking, there is a demand for personnel who can generate more output than before by utilizing AI agents, improve the productivity of the entire project, and solve problems.
  • It is necessary to appropriately classify and analyze "cases where there is a real shortage" and "cases where there is no shortage when reviewed again," instead of lumping them all together as "there is a shortage of human resources." Of course, there are areas and challenges where there is a shortage, but there are also areas where there is not necessarily a shortage, so we should calmly proceed with discussions after sorting out both cases. From the perspective of transformation as well, we should consider what kind of human resources are needed in situations such as creating a new function after reducing unnecessary work.

2. Required skill sets and human resource development

  • With regard to public vocational training, I would like to confirm how the Government of Japan views the possibility that some of the occupations and jobs currently targeted for development, such as programming and Web design, may disappear due to the progress of AI.
  • As the required skills change rapidly, there is a need for a mechanism to observe the impact of AI by job type and re-organize the plan into an agile one.
  • Due to the AI, there is a possibility that the conventional way to become full-fledged after gaining experience in an entry job will be lost. Therefore, measures should be taken to secure places where people can gain experience.
  • It is necessary to carry out training and rearing considering the connection with the practice which can be used from today and tomorrow.
  • In developing human resources, it is also necessary to address the issue of the standards and skills of those who teach.
  • In order to ensure that the learning content at universities, etc. matches the needs of enterprises, I would like to confirm how cooperation with enterprises, etc. is planned.
  • It is important to consider re-skilling as "plus skilling," in which IT and digital knowledge is added to previous experience, rather than resetting the things learned and work experience to zero. Therefore, it is necessary to look at whether the human resources who have actually been trained are employed.
  • Based on the fact that the use of AI will make it possible for a small number of people to take on tasks that used to be taken on by many people, it is necessary to review the way work is carried out, the way instructions are given, and the scope of work that can be handled by one person. Also in the education of students and in recurrent education, it is necessary to study learning opportunities to develop a field of vision that overlooks the entire work and management ability, assuming that work that used to be done by 10 or 20 people will be done by one person.
  • The education for students should also be revised, not just teaching data science know-how and tools, but also learning from the perspective of reducing unnecessary things from what we have now.
  • When implementing AI technology in society, it is also important to respond to ELSI (Ethical, Legal, Social Issues). It is necessary to consider how to incorporate ethical issues into human resources development programs.

3. Visualization of skills and creation of opportunities for performance

  • Regarding the visualization of skills, it is necessary to visualize not only what skills are available, the type and level of human resources, but also what they can do.
  • In collecting information on digital human resources, it is necessary to consider it as a hybrid of not only the concept of attributionism, such as the attributes and skills of that person, but also the concept of structuralism, which captures relationships such as "who trusts a person?"

4. Review of the "2.3 million target" and approach to the next target

  • As for the successor to the 2.3 million target, the assumption of increasing the specific layer of "digital talent" needs to be reconsidered from the perspective of how to develop people who can ask questions and judge the appropriateness of AI answers.
  • Assuming that AI will enter all kinds of jobs, it is necessary to broaden the scope to what people will take on, where they will gain experience, and how they will connect with society, and to consider this across ministries and agencies.
  • It is important to create a plan by calculating backwards from the To-Be, which is the ideal state, and not by judging only from the As-Is based on the current needs of companies.
  • Strengthening support for women to acquire AI and digital skills is a measure that directly leads to the improvement of local economies. It can also be a basic policy that supports women's economic independence and participation in society. Therefore, I would like you to position it as an important issue in the next government goal.
  • In anticipation of the widespread use of physical AI and vertical AI, the image of required personnel will change as technology evolves. For example, personnel who implement AI in the field will be required.

At the closing of the meeting, the chairman instructed that the questions raised by the members of the Study Group should be sent to each ministry and that the secretariat should compile the answers.