Publication: Demographic change: towards a framework to manage IT- personnel in times of scarcity of talent
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2017-04
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2017-06-12
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Abstract
En un entorno en el que el crecimiento demográfico negativo es una realidad en la mayoría de los estados europeos, las organizaciones deben enfrentar necesidades incrementos de la productividad laboral y una menor disponibilidad de empleados competentes. Uno de los sectores en que la situación expuesta es más evidente es el de las Tencnologías de la Información.
Las teconologías de la información son cruciales para casi cualquier organización en cualquier sector y para cualquier persona. En un entorno socioeconómico en continuo cambio las organizaciones y sus departamentos de tecnologías de la información deben asumir los cambios en el mercado y ser capaces de desenvolverse de una forma ágil y con una orientación al cliente sin precedentes. Para las organizaciones, y en particular para sus elementos organizacionales más relacionados con las tecnologías de la información, la productividad de los empleados es un componente clave. De esta forma, la gestión de los recursos humanos, abarcando aspectos como su selección, desarrollo y retención es un aspecto clave para las organizaciones. El reto para las organizaciones es lograr la mejora en el ámbito de los procesos corporativos incluyendo como una parte importante de los mismos la gestión de los recursos humanos. La simbiosis de disciplinas como las tecnologías de la información, la economía, la psicología y la gestión puede lograr el incremento de la lealtad de los empleados. Para los profesionales modernos, los cambios de empleador se consideran dentro de la normalidad hasta encontrar un entorno adecuado que colme sus expectativas y necesidades. Dichas expectativas no se encuentran basadas únicamente en incentivos económicos, por lo que las organizaciones deben anticipar las expectativas y alinear sus estrategias a las expectativas de su fuerza laboral.
La temática de este trabajo ha tenido repercusión en la literatura científica, sin embargo, no existe un estudio que identifique los factores que se presentan y determinan la retención de los trabajadores de las tecnologías de la información en los entornos organizacionales. Este es el objetivo de la presente tesis doctoral.
Para ello, el primer paso que se pretende dar es concretar los aspectos organizacionales que son relevantes para el estudio del fenómeno. A partir de esta identificación, el autor diseña un marco en el que las partes identificadas se encuentran conectadas. El citado marco de trabajo presenta cinco niveles. Estos cinco niveles son: los salarios, la educación y capacidad de fuerza laboral, salud psicológica, salud fisiológica y balance de la vida laboral y profesional. Adicionalmente, el marco de trabajo presenta una aproximación jerárquica. Cada nivel presenta diferentes factores y métricas para definir y medir la situación organizacional ofreciendo oportunidades de derivar medidas para mejorar la situación. El marco de trabajo presenta 22 factores y 44 métricas. Adicionalmente, se ha desarrollado un modelo de implantación para el método propuesto.
Con vistas a refinar el marco de trabajo y su modelo de implantación, se han llevado a cabo pruebas cualitativas y cuantitativas en el seno de un departamento de tecnologías de la in-formación perteneciente a una organización dedicada a los servicios financieros en Alemania. Se formularon y respondieron diversas preguntas de investigación en relación a ámbitos como el cambio demográfico, el estrés y los factores para el rendimiento laboral. Los resultados demuestran que el estrés está determinado por diferentes factores y que la mayoría de ellos deben ser tomados en consideración en la asignación de tareas y en el diseño de los entornos de trabajo. De la misma forma, se presentan diversos factores que incrementan la productividad laboral. Algunos de ellos como la conciliación de la vida laboral y la personal, la cultura organizacional o el salario deben ser tomados en consideración en las estrategias de gestión de recursos humanos en ámbitos organizacionales. Una estrategia de gestión de recursos humanos debe incluir adicionalmente aspectos relativos al reclutamiento, teniendo en cuenta la complentaridad con los factores anteriormente expuestos. Los resultados obtenidos también revelan que no existen evidencias de diferencias de género o de edad en la importancia de los factores de productividad o en los factores de estrés.
Due to an unsatisfying demographic development in most European states, companies have to solve a trade-off between a needed increase of productivity on the one hand and fewer highly skilled employees on the other hand. One of the first sectors that will be influenced by this development is the Information Technology-industry (IT). Information technology is crucial for every company in every industry and for the people itself. In a permanently changing business environment, companies and especially their IT-departments must adapt to changes in the market and be more agile and customer oriented than ever before. To succeed in the IT sector, the productivity of employees is the key comonent. Therefore, the allocation and retention of these scarce 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. Only a symbiosis of the disciplines information technology, economics, psychology and management will enable relevant and indispensable employees to promote loyalty to the company. For a well-trained professional, frequent change of the employer, is as long associated with normality until the employees find the most suitable environment for fulfilling their needs and expectations. These expectations are no longer just based on financial incentives, consequently companies need to anticipate these expectations and align their strategies to them. Although the topic is quite popular in scientific literature, there is not a study devoted to identify these factors in organizational contexts. This Thesis is aimed to bridge this gap. The first step to achieve this goal is creating transparency over all parts of an organisation that are relevant to this topic. The author created a method that connects these relevant parts in one holistic framework. The framework consists of five layers. These layers are baseline wages, education and employee pool, psychological healthiness, physiological healthiness and work live balance. Also, the framework follows a hierarchical approach. Every layer has distinct factors and metrics to define and measure the status of the company and offers opportunities to derive measures to improve this situation. In total the framework consist of 22 factors and 44 metrics. Besides the framework, the author developed an implementation model for the proposed method. To refine the developed framework and implementation model, qualitative and quantitative tests were conductedn the IT-department of a financial service company in Germany. X Several research questions regarding demographic change, psychological stress and factors for employee performance were analysed and answered. The results show, that stress is influenced by several different stressors and the most of them need to be considered by companies when they allocate work or design workspaces. On the other side, there are several factors that promote employee productivity. Some of them, like work-life balance, company culture or salary are more important and should be a relevant part of every human resource management (HRM) strategy. A HRM strategy should involve proper measures for the recruiting and the development of employees because they complement each other and should be considered with the same importance. The results also show, that there is no evidence suggesting an age or gender related difference of the importance or the impact of productivity factors or psychological stressors.
Due to an unsatisfying demographic development in most European states, companies have to solve a trade-off between a needed increase of productivity on the one hand and fewer highly skilled employees on the other hand. One of the first sectors that will be influenced by this development is the Information Technology-industry (IT). Information technology is crucial for every company in every industry and for the people itself. In a permanently changing business environment, companies and especially their IT-departments must adapt to changes in the market and be more agile and customer oriented than ever before. To succeed in the IT sector, the productivity of employees is the key comonent. Therefore, the allocation and retention of these scarce 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. Only a symbiosis of the disciplines information technology, economics, psychology and management will enable relevant and indispensable employees to promote loyalty to the company. For a well-trained professional, frequent change of the employer, is as long associated with normality until the employees find the most suitable environment for fulfilling their needs and expectations. These expectations are no longer just based on financial incentives, consequently companies need to anticipate these expectations and align their strategies to them. Although the topic is quite popular in scientific literature, there is not a study devoted to identify these factors in organizational contexts. This Thesis is aimed to bridge this gap. The first step to achieve this goal is creating transparency over all parts of an organisation that are relevant to this topic. The author created a method that connects these relevant parts in one holistic framework. The framework consists of five layers. These layers are baseline wages, education and employee pool, psychological healthiness, physiological healthiness and work live balance. Also, the framework follows a hierarchical approach. Every layer has distinct factors and metrics to define and measure the status of the company and offers opportunities to derive measures to improve this situation. In total the framework consist of 22 factors and 44 metrics. Besides the framework, the author developed an implementation model for the proposed method. To refine the developed framework and implementation model, qualitative and quantitative tests were conductedn the IT-department of a financial service company in Germany. X Several research questions regarding demographic change, psychological stress and factors for employee performance were analysed and answered. The results show, that stress is influenced by several different stressors and the most of them need to be considered by companies when they allocate work or design workspaces. On the other side, there are several factors that promote employee productivity. Some of them, like work-life balance, company culture or salary are more important and should be a relevant part of every human resource management (HRM) strategy. A HRM strategy should involve proper measures for the recruiting and the development of employees because they complement each other and should be considered with the same importance. The results also show, that there is no evidence suggesting an age or gender related difference of the importance or the impact of productivity factors or psychological stressors.
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Keywords
IT-personnel, Information and technology governance, Human resources management, Tecnología de la información, Capital humano, Calificacion profesional, Productividad del trabajo, Gestión de personal