Looking for Master thesis inspiration reflecting the above mentioned title - I wish to conduct a empirical study in collaboration with an international bank's IT department. However looking for some potential RQ problems and relevance areas.
I would recommend the following article to read:
- John W. Lounsburya, Robert P. Steel, Lucy W. Gibson and Adam W. Drost (2008) Personality traits and career satisfaction of human resource professionals, Human Resource Development International, Vol. 11, No. 4, pp. , 351–366
The ability to marry technical saaviness with strategic orientation. To be able to know what IT support will be required to achieve real business objectives; translate IT lingo into real business language for other parts of the business.
Perhaps my comments will be considered "against the grain" with your research. The problem with your approach is that HRM is not really about being efficient first. HRM seeks to support the strategic goals of firms and those goals are achieved if and only if they are effective.
Human Resource Professionals (HRPs) often lack the expertise to do "the right job" which is the term used to measure effectiveness. Focusing on efficiency is about doing "the job right" -- which ONLY adds value if the job being performed is actually the correct job to do.
Here are the numbers that matter:
1) Only 13% of employees worldwide are fully engaged at work.
2) 71% of all employees are actively looking for a better job.
3) Only 27% of HRPs have adequate academic training in HRM.
Why focus on being efficient when it is abysmally clear that HRPs don't "get it" with regard to their obligation to help their organizations create cultures that earn employee trust?
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