Demographic Change

Abstract

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.

Factors for the Management of Scarce Human Resources and Highly Skilled Employees in IT-Departments

“…In addition human resources management is a very complex domain on its own and a SLR conducted in March 2014 has shown that the the problem of skill shortage in companies can only be solved if further scientific areas, e.g. psychology, sociology or organization theory are considered as well (Radant, 2014;Radant, Colomo-Palacios, & Stantchev, 2014). This paper shows that the research community currently does not provide satisfactory answers for the problem of scarcity of talent and skill shortage in IT-departments.…”

“…Colomo-Palacios, Casado-Lumbreras, Soto-Acosta, Misra, & García-Peñalvo, 2012). Thus, in a perspective of demographic change skilled software practitioners will continue to be hard to find due to decreasing birth rate (Radant, 2014). While systematic resource governance approaches (Stantchev, Petruch, & Tamm, 2013) and project portfolio management paradigms Stantchev, Franke, & Discher, 2009) can provide higher utilization of available human resources, this provides only a limited amelioration of the resource problem in the field.…”