Survey Report on Recruitment Challenges in Health, Medical, and Welfare Facilities and Factors that Cause Low Retention Rate in Aomori Prefecture (Career Development Center Needs Survey Results Report II)

〔目的〕 ニーズ調査の結果から，学生キャリア開発科の活動に関連する内容を報告する。採用に関する課題や県内定着率が低い理由等の検討によって，今後の活動への示唆を得る。〔方法〕 1 ．調査期間：令和3 年2 月3 日～26日 2 ．調査対象者：青森県内の保健医療福祉施設で，本学の事業に参加したことのある1,399施設 3 ．調査方法：郵送による自記式無記名アンケート調査 4 ．調査内容：独自に作成したキャリア開発の課題に関する質問紙 5 ．分析方法：量的データは単純集計後，属性とのクロス集計を行い，有意差の検定はχ 二乗検定，Fisher の正確確率検定，質的なデータは質的帰納的方法を用いた。6 ．倫理的配慮：公立大学法人青森県立保健大学が実施するアンケートに関する規程に基づいた。〔結果〕 回収371（26.5％）であった。採用の課題は，「中途採用者の指導・管理」が最も多く次いで「新入職者のメンタルサポート」であった。職員数100人未満の施設では「新人教育」を課題としていた施設が有意に多かった。県内定着率が低い要因として≪職場に関する要因≫≪新卒者に関する要因≫≪地域に関する要因≫≪教育機関に関する要因≫の4 つのカテゴリーが得られた。〔結論〕 1 ．小規模施設の「新人教育」を支援する研修内容や体制づくりが必要である。2 ．雇用者と学生の認識の乖離を無くすために直接意見交換する機会が重要である。3 ．県，職場の魅力や情報を発信するための支援が必要である。
［Objective］This study aims to report on the activities of the Department of Student Career Development, based on the results of a needs survey to obtain suggestions for future activities based on an examination of challenges related to recruitment and reasons for the low retention rate in the prefecture.［Method］1. Survey period: February 3-26, 2021 2. Survey subjects: 1,399 health, medical, and welfare facilities in Aomori prefecture that have participated in the university’s projects. 3. Survey method: Self-administered, anonymous questionnaire survey by mail 4. Survey content: An independently created questionnaire on the challenges in career development 5. Analysis method: For quantitative data, after a simple tabulation, cross-tabulation with attributes was conducted; for significant differences, the chi-square test and Fisher’s exact test were conducted; and for qualitative data, the qualitative inductive method was used. 6. Ethical considerations: Based on regulations concerning questionnaires by the Aomori University of Health and Welfare.［Results］Out of the participating facilities, 371 responses were collected（ 26.5％）. The most common issue among challenges in recruitment was “guidance and management of mid-career hires” followed by “mental support for new hires.” Among facilities with fewer than 100 staff, there were significantly more facilities that had “education of new employees” as an issue. As for the low retention rate, the four categories of “factors related to the workplace,” “factors related to new graduates,” “factors related to the region,” and “factors related to educational institutions” were obtained.［Conclusions］1. It is necessary to create training content and systems to support the education of new employees at small-scale facilities. 2. It is important to have opportunities to directly exchange opinions to eliminate the gap between students’ and employers’ perceptions. 3. There is a need to support the dissemination of information about the prefecture, workplaces, and its attractiveness.