Metrics for the Management of IT Personnel: A Systematic Literature Review

Metrics for the Management of IT Personnel: A Systematic Literature Review

Olaf Radant (BearingPoint, Germany) and Vladimir Stantchev (SRH Hochschule-Berlin, Berlin, Germany)
DOI: 10.4018/IJHCITP.2018040103

Abstract

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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1. Introduction

The skill shortage is becoming an ever-increasing challenge for every industry and even more for IT departments, given that IT is personnel-intense. Therefore, the allocation of these scarce resources in the best possible way is even more important. The challenge for organizations is to increase 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 the disciplines information technology, economics and psychology will enable relevant and indispensable employees to promote loyalty to the company. For a well-trained professional, frequent change of the work place, is as long associated with normality until they find the most suitable environment for fulfilling their needs and expectations. These are no longer just based on aspects as financial incentives (Institute for opinion survey Allensbach, 2014). Consequently, companies need to anticipate these expectations and align their strategies to them. To achieve that, these expectations need to be quantified on an organizational level.

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