Due to an unsatisfying demographic development in most European states, companies have to solve a trade-off between a needed increasement of productivity on the other hand and fewer highly skilled employees on the other hand. In this paper, authors propose factors for different layers of a framework to manage scarce resources in IT-departments. These layers aim for different relevant dimensions of employee satisfaction like wages, psychological development of employees and work life balance. Authors present a structured literature review to screen relevant publications on the topic. This paper offers white range of different factors regarding the management of labour shortage and highly skilled employees in companies which can be used to build a holistic model or framework to solve the challenges of the upcoming demographic change in Europe. Although the topic is quite popular in scientific literature, there is not a study devoted to identify these factors in organizational contexts. This paper is aimed to bridge this gap.

The skill shortage is becoming an ever-increasing challenge for Information Technology (IT) departments. To allocate the resources in the best possible way is even more important. The challenge is to improve the company not only on the side of the organizational and process level, but to develop new strategies and approaches in human resource management. Only a symbiosis of these disciplines will enable relevant and indispensable employees to promote loyalty to the company. A frequent change of the work place, for a well-trained professional, is so long associated with normality until they find the best environment for their needs and expectations. These expectations are no longer just on a financial level. This work will analyse the previous work on these topics and demonstrate first conclusions regarding a way forward.

The skill shortage is becoming an ever-increasing challenge for IT departments. Allocation of resources in the best possible way is even more important. The challenge is to improve the enterprise not only on the side of the organizational and process level, but to develop new strategies and approaches in human resource management. Only a symbiosis of the disciplines economics, psychology and information technology will enable relevant and indispensable employees and promote loyalty to the company. A frequent change of the work place, for a well-trained professional, is so long associated with normality until they find the best environment for fulfilling their needs and expectations. These expectations are no longer just on a financial level. This paper will analyse the previous work on these topics and demonstrate first conclusions regarding a way forward.

This article describes how because of the ongoing demographic development in most European countries, especially IT-companies, need to find a way to retain or gain productivity with the same or less amount of employees. Therefore, the allocation of available resources in the best possible way is even more important. The challenge for companies is to improve the enterprise not only on the side of the organizational and process level, but to develop new strategies and approaches in human resource management. In this article, the authors propose metrics of a framework to manage scarce resources in IT-departments. These layers aim for different relevant determinants of employee productivity and satisfaction like employee wages, education of employees, psychological development of employees, workplace environment and work life balance. Also, relevant metrics to explore and use untapped labour potential in organizations are included. The use of these metrics provides a valuable insight into the organizational performance, its culture, and future. A company can measure the actual status, recognize potential threats, and derive measures to retain productivity in the upcoming years.

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