最近写真撮ってない・・・。
けっこうストレスだったりする。そもそも「消費しない性格」は金があるときも無いときも変わらず、恐らく「物欲」という人間の欲求の本質的な部分を占める欲が無いんだろう。これはこれで良くもあり悪くもある。いや、むしろ「悪」だろう。
また、「お姉ちゃん遊び」もしない。これもある意味「悪」だと思っている。世の中のお金持ち（定義が難しいが）は「色好き」の人が多い。仕事のモチベーションもそこにあったりする。コンプレックスの裏返しという説もある。
私も嫌いじゃないが何かのモチベーションになるほどそこに意欲があるわけでもない。
ただ、そんな私だが「写真を撮る」ということがストレス解消の一つである。「下手の横好き」と言われても好きなんだから仕方ない。
そういう点では「最近写真撮ってない」というのは欲求不満状態だと言える。
原因は何か？
稼働するカメラを持っていないからだ。道具に拘るつもりはないがやはり満足できるレベルの写真を撮るためには相応の機材が必要なことも事実。
カメラが欲しいので頑張りたいところだ。
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先日、某携帯関連ビジネスの会社の役員と飲みに行った。「役員」と書くと横柄だが「お友達」なのでこちらは意外と気軽である。ただ、そうは言っても忙しい人なのでお誘いするのもタイミングが難しい。
だって、彼にとって私と過ごすことで生産性があるとは思えないし、保証もできない。
結果的には快くお時間を「強奪」させて頂いたわけだが有り難くもあり申し訳なくもある。
なんかどうでもいいことを考えすぎてしまう悪いクセだ。気を遣い過ぎるのだろうか。
サービス精神旺盛というか、ただ気が小さいだけなのか、私のような人間とお付き合い頂く以上は「何か得て貰う」ということを常に考えてしまう。相手にとってはどうでもいいことかも知れないがこちらの「スタンス」はこんな感じである。
どんな相手でも言葉を交わす以上「お得感」を感じて貰わないと次に繋がらない。
当然ビジネスにおいても同じスタンス。
信用は付き合いの中からしか生まれない、とある大富豪に教わった言葉だ。
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件の友人と話していて、最近の携帯電話のトレンドが少し見えてきた。
やはり世の中はかなりの早さでスマホに移行しているということ。各社ガラケーよりもスマホの値段を下げているというから驚きだ。いや、確かに放っておけば日本国民総iPhone化するかも知れないリスクを考えるとガラケーどうこう言うよりもまずは顧客を自分のところに留めておくことが先決だろう。
これに加えて一般企業、特にドットコムビジネス（死語？）系は「スマホ対応」をさっさと終わらせないとビジネスチャンスと言うよりも継続性に陰りが出るかも。これに連動して今年後半から来年半ばくらいまではホームページの制作会社には「スマホ特需」が訪れることだろう。
私ですらスマホを手にして以来、もっぱらネットサーフィンはスマホでしかしなくなったので、スマホ対応していない企業のサイトなどは見なくなった。
大手でもスマホ対応しきれていない会社はまだまだ多いのです。
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時折面接行くと毎回イライラさせられるのだが、サラリーマンの質が下がっているということ。敢えて自分を棚に上げて言わせて貰うんだが、課題を把握していないサラリーマンの多いこと、そもそも自社の状態を把握していない奴の多いこと。
確かに組織内の役割分担があるだろうから一概に切り捨てられないが、あくまで外部の人間と接する人材にはその辺を理解している人材をフロントに立たせてもらいたい。人を採用するにも具体的な課題があるのとないのでは集める人材の質が変わる。
例外を上げるなら「兵隊募集」なのであればそんな必要はない。
個人的には不景気だとは思っていない。不景気というよりは「非効率」があるだけで、なかなかうまく事業が進んでいないと感じている経営者の皆さんは自分のところの社員の問題意識を再確認することをお勧めする。
意外と些細なことに気付かず損している会社は多いと思う。
安易に増員しても既得権を持つ既存社員が間違っていると単に固定費が増えるだけ。
お金なんて使わなくても改善の余地なんていくらでもあると思います。
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ちょっと前、某氏から電話をもらった。
「某社で携帯電話向けのゲームのプログラマ探しているんだけど心当たり無い？」
こうした相談は年に1、2件ある。なぜ私？とも思わなくもないのだが「技術系人材」に関してはいつの時代も非効率が発生している。ただ、常時案件が回っているなら別だが突発的に必要な場合などは多少割高でも外部（派遣やバイト）を活用した方が良いと思う。確かに自社内に抱え込むメリットは「スピード」という点で理解しているし最大のメリットだと思うのだが、増員するほどの余力のある会社の方が少ないだろう。むしろ「欲しい人材」と「都合の良い人材」の境目が曖昧なことが多い。
具体例で言うとDeNAやGreeは人材調達に関してはかなり金使っている。転職が決まった人には「支度金」まで出している。当然彼らが「欲しい人材」というのはコスト度外視でも欲しいわけで要求スペックはハイレベル（※個人的にこの上記二社は好きになれないのですが、彼らの求人表というのは他社に比べて超具体的なスペックが記載されており、彼らの課題認識レベルがよく分かります）
一方、安くて、若くて、技術力があって・・・・、というのが中小の求める「都合の良い人材」で「欲しい人材」とは異なる。こんなこと言っていたらいつまでたっても人なんて集まらない。
大手がコストかけて人集めている間に中小との差はどんどん開いているというわけで、苦境に陥っている中小規模の会社はますます苦境に追いやられるという構図が見える。当然頑張っているところもあるので全部がそうだと言わないが、頑張っているところなんて1割にも満たないだろう。
資金力があるからないからという議論ではなく、金で解決する問題というのは解決方法が「金」なのであって、大手が金で解決しているのはそれ以外に解決方法が無いくらいに今までいろいろ知恵使った結果であって、中小の会社というのはまだそこまで知恵を使っていないと思う。
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分かる人には分かって貰えるのだが、技術系人材確保の優先順位はサーバーサイドのプログラマを優先。PCやら携帯電話やらインターフェイスのプログラマはどうにでもなる、大袈裟に言えば三ヶ月サイクルで技術が変わる前提でその時にできる人材を外部にアサインしても遅くはない。ただ、サーバーサイドに関してはプログラム言語も通信でやりとりするプロトコルもさほど劇的に変わらないし、開発期間中もサーバー側の開発スピードが全体かなり影響する。また、扱う情報も秘密性があるし、テスト段階での修正作業も社内の人材ならスピーディーに行える。
私自身これに関してはけっこう苦い経験をした。
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今日、世間はお休みなんだな。
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