Leadership and Management: HRM and the UK Technology Sector Report

This report provides an in-depth analysis of leadership and management within the UK technology sector. Part A introduces the characteristics of the UK technology sector, its significance, and the key issues faced by human resource managers (HRM), such as talent acquisition, compliance, employee morale, and rapid technological changes. It highlights the impact of the COVID-19 pandemic and financial uncertainty on the industry. Part B presents a psychometric test/toolkit survey, including Rokeach Values, Mumford's Learning Approaches, Personal Competence, Belbin’s Team Role, and Emotional Intelligence. It outlines strengths and weaknesses identified through these assessments, providing insights into individual leadership styles and areas for development. Part C is not present in the provided text. The report underscores the crucial role of HRM in addressing these challenges and fostering a productive work environment within the dynamic UK technology landscape.

Leadership and
Management

Contents
Contents...........................................................................................................................................2
PART A...........................................................................................................................................1
INTRODUCTION...........................................................................................................................1
Characteristics of the Britain's Technology sector......................................................................1
Key issues facing human resource managers in the Britain's Technology industry....................3
CONCLUSION................................................................................................................................4
PART B...........................................................................................................................................5
PART C.........................................................................................................................................10
REFERENCES..............................................................................................................................12

PART A
INTRODUCTION
The monetary structure in the United Kingdom is centred on the technology industry, which
additionally advances the banking, medical, and transit sectors by creating towns intelligent
(Abdullah, Hadi and Dana, 2018). England is known as the largest technology environment on
the world thanks to its many technical start-ups. These young IT companies build a strong
organisational framework across the country. The technical sector in the UK is unquestionably
the most prominent and effective sector, and it includes enterprises involved in innovation,
electronics, commerce, and financing. The majority of top-tier businesses use the Great Britain's
revolutionary capabilities, which include AI technology, 5G connection, the networks, and
telecommunications facilities. With its inventiveness and technological prowess, the United
Kingdom ranks third among the world's superpowers in web capabilities. The Britain's
Technology sector has immediate connections to international coding dialects, which raises the
technical proficiency of the country and its citizens. This study's opening section would analyse a
number of significant IT-linked aspects and settings in the United Kingdom. The major issues
and limitations facing the United Kingdom Technology industry lately would be listed in this
research. The impact on the UK IT sector would be discussed, along with a comprehensive
analysis of issues and challenges.
Characteristics of the Britain's Technology sector
According to one analysis report, the United Kingdom Technology industry has given the
country's banking industry roughly EUR 149 billion. Contrary to several businesses, the industry
continues to grow swiftly despite the face of Brexit and COVID-19. 3,100,000 people from
Great Britain were engaged in the IT industry in 2020, based on the Tech Nation's analysis of
technologies in the Great Britain. An evaluation of the United Kingdom technological
environment accounts for one-tenth of the work opportunities in the United Kingdom for
technological professions (Almahry, Sarea and Hamdan, 2018). If the sector develops at a similar
level, the employment potential is predicted to reach 110,000 per month prior to actually perhaps
the conclusion of 2021. Several Technology specialists work outside of this business, in areas
like the finance industry, manufacturing, commerce, and governmental organisations. The IT
industry includes a wide range of specialised positions for it professionals, including records

directors, playing developers, software designers, news producers, internet planners, online
developers, IT consultants, machinery designers, connectivity, coding specialists, Geographical
Information Framework analysts, communication research and analysis, electronic safeguards,
product managers, risk managers, and Computer legal experts.
People working in the technology industry are mostly creating apps or platforms and
addressing concerns related to innovations. Administrators in the information technology
industry also anticipated hiring students for commercial roles including financial and human
resources. The United Kingdom is home to a large number of broadcasting telecommunications
companies, such as the IT firm TalkTalk, BT Bunch, Sky UK, Virgin Media, Nokia, Telefonica
UK, Three, and some others. The participants thought very highly of several locations despite the
fact that the work and money investing sources are still in the planning stages. Nevertheless, it
can be challenging for the group and the Board's human resources to select the right abilities via
internet sessions (Amar, 2017). In a comparable manner, IT authorities improving their thoughts
into the innovative sector that internet capacities enhancement sessions generate is not really
outstanding. The business additionally needs to hire more people to handle daily tasks, as well as
more drivers and transportation workers who have a history of working in the information
technology sector. The pandemic often manifests itself when operations proceed more gradually
and when worker output declines. The bulk of those who operate in the Digital Security
Department do so online.
The financial uncertainty in the United Kingdom has prompted the majority of IT
companies to consider significant spending reductions by reducing connections, costs, and
representation. Owing to epidemic circumstances, the vast proportion of IT companies are
experiencing fiscal difficulties. 76% of organizations discovered that because of the ongoing
decline, they are unable to make the predicted profits, according to a study of 116 developing IT
enterprises. 42% of IT companies plan to lay off personnel because 82% of them say it is
difficult to attract additional clients. The vast bulk of organisations work to implement finance
and administration measures in order to preserve financial sustainability. In any case, the bulk of
businesses have had fiscal failures as a result of the Corona virus, which has also created a fiscal
crisis for the UK industry. Engineers and website strategists pay more focus as a result of the
excellent work that United Kingdom IT companies perform to improve the situation. In any case,

the department of human resources is unable to determine the best ability to operate virtually in
order to ameliorate the situation.
Key issues facing human resource managers in the Britain's Technology industry
The most crucial section in every company business firm is the human resources section.
This division is exclusively in charge of hiring and carefully vetting all firm employees, and it
has immediate influence over the productivity and results of any business in any industry. The
only division in charge of the single most crucial component of every corporate organization—
the recruiting and evaluation of applicants the human resource division. The work is of highest
significance in a business since employee performance immediately affects overall firm
production (Anning-Dorson, 2016). The HRM in the information technology industry also
carries the honourable duty of hiring and educating people in a way that ensures their
technological abilities are appropriately acknowledged and honed to the fullest degree in
preparation for appropriate usage by the company. The following is a summary of the division's
main issues:
 Institutions which depend on data safety, cloud services, artificial intelligence, efficiency
managerial staff and assessment remedies, and digital company alternatives must
generate a goods or provider at a rapid speed while also attempting to preserve a bigger
workforce without the necessary facilities. The HRM is entirely in charge of hiring
competent employees, which might be the most difficult task of all because failing to
recognise the correct applicant could result in significant costs for the business.
 For a technological firm which recently became bigger, managing to fulfil standards for
conformity spanning various regions or territories may be difficult. The reality that the
revised agreements include all required company licences for the technology sector could
likewise prove to be a problem. Additionally, there can be a minimal requirement for HR
personnel.
 Human resources departments are typically in charge of maintaining employee morale,
enthusiasm, and cooperation throughout times of change. They should keep improving
their abilities so that they are better equipped to meet the business's shifting needs. It is
quite challenging to solve this issue, and much will rely on the kind of business change
your organisation undergoes (Birasnav and Bienstock, 2019).

 Technology organisations frequently experience high volatility, and they now face more
competitive competitions than ever. The opportunities for technological professionals are
expanding quickly as businesses throughout all sectors look to engage them to
digitization their policies and procedures. Since COVID-19 has raised the demand for
skilled specialists, most Technology organisations must have the ability to quickly hire
new staff. To be successful, modern firms need a streamlined, distant training
program that is a huge HRM issue because it allows them to handle a variety of practical
tasks in their everyday workday.
 Several technological businesses are run by micro business owners who have trouble
managing their own earnings. The HR administrator is typically expected to handle all
areas, including knowing what kinds of medical coverage to offer and how high
thresholds work. A rapidly growing technological firm's smaller human resources staff
may feel the pressure of evaluating corporate perks material and ACA conformity (Block,
2003).
CONCLUSION
The technical sector in the UK is unquestionably the most prominent and effective sector,
and it includes enterprises involved in innovation, electronics, commerce, and financing. The
majority of top-tier businesses employ the Great Britain's technological innovations, which
include AI software, 5G connection, the internet, and telecommunications facilities. With its
inventiveness and technological prowess, the United Kingdom ranks third among the world's
superpowers in web capabilities. HRM is among the most crucial areas for IT businesses. The
most crucial section in every business firm is the human resources section. This division is in
charge of hiring and carefully choosing the corporation's employees, and it has immediate
influence over the productivity and results of any business in any industry. The HRM in the
information technology industry also carries the honourable duty of hiring and educating people
in a way which ensures their technological abilities are appropriately acknowledged and
sharpened to the greatest potential in preparation for appropriate usage by the company. It is
entirely in charge of hiring qualified personnel, which could be difficult because an error in
identifying the correct applicant might result in significant damages for the business.

PART B
Psychometric Test/Toolkit Strengths Weaknesses
Survey of Rokeach Qualities By completing this specific
personality assessment, I
discovered that I had a great
degree of societal awareness
and participation. I've
additionally come to realise
that I'm incredibly kind and
sincere with others. I have
such a distinct character and
am very skilled at what I do.
Additionally, I can really
inspire individuals by
motivating people (Calatrava
Castagnetti and Coti Zelati,
2018).
I've identified a number of
flaws, including excessive
friendliness and introversion.
Occasionally I find myself in
awkward circumstances
because I try to be more
upfront and courteous with
others. However, because I am
a shy, I find it difficult to
communicate my thoughts and
strategies with individuals in
order to improve corporate
efficiency.
Mumford's and Honey's
Learning Approaches
By using this learning
assessment, I was able to
determine that I possess a
theoretician way of learning,
which means that I grasp
things easier when they are
explained precisely and taken
into account in courses,
demonstrations, and theorised.
I acquire acute judgments as a
consequence, and I am
capable of considering any
circumstance. My reasoning
abilities have grown stronger
I've realised that my complete
reliance on ideas creates a
deficit in my analytical
thought. I am thus unable to
find a unique or innovative
solution to any situation. As a
theoretician, I also have
trouble accepting instability,
unpredictability, and
ambiguity that could
negatively impact both my
profession and my colleagues.

as a result that has helped me
become a stronger and quicker
decision-maker.
Personal Competence I scored highly on a
personalized skills assessment,
demonstrating that I am
cooperative, self-taught, and
critical. My collaborative
attitude demonstrates that I
have a great deal of sympathy
for helping others.
This demonstrates my
courage, drive, and ability to
effectively tackle any
problems on my own.
By taking this assessment, I
realised that I have poor
conversational language
abilities, which makes it
difficult for me to be honest
with individuals and help them
with their problems.
Additionally, as a strategic
manager, an absence of
communications could prevent
me from sharing my creative
thoughts (Dalglish and
Frederick, 2002).
Belbin’s Team Role I've proven myself capable of
serving as the Belbin team's
pragmatic mentor in this area.
I'm a great organiser. My
method of regulation helps to
maintain decorum in the
workplace. I have the ability
to transform my ideas into
worthwhile and ethical
behaviour. I am very thorough
and strict in my job. I am a
skilled group manager and
analyst. I am capable of
managing a group, preparing
meticulously, researching
I've identified a number of
duties as my weakest points as
the Belbin Team Role concept
depicts nine group levels.
Group roles like operators,
facilitator, and explorer
expose my weaknesses. I don't
have any fresh, creative ideas.
I could consequently be
unbending and unpredictable
in my capacity for adjustment
to directly and indirectly
developments that could cause
issues for any employee in the
organisation.

creatively, and working with
others.
Emotional Intelligence I think that because I have a
great degree of interpersonal
awareness, one amongst my
strengths emotionally
understands. That signifies I
genuinely care regarding other
people. Using this
organizational information, I
can improve my decision-
making abilities. I am very
worker-oriented, thus I am
aware of the needs and issues
of workers (de Kluiver, 2012).
Yet, as I have poor
interpersonal communications
and engagement abilities,
managing relationships is
among my key areas for
improvement. It also shows
how poorly I communicate
fresh, original, and unique
thoughts for the purpose of
effectively implementing
imaginative management and
fostering originality at
business.
Five-factor personality test With the help of this Big Five
personality assessment, I have
discovered that I am very
polite and hardworking. I don't
get easily distracted, and while
I'm not hasty, I look for ways
to expedite certain areas of the
job. I am able to understand
what each individual needs. I
am extremely sensitive and
could see things from many
perspectives when they are
emotive.
My biggest weakness is my
extroverts. Due to my poor
synchronization and inability
to form links, I worry that this
may have a negative impact
on my ability to do my work.
It further highlights my
inability to show my
individuality and creativity.
My level of neuroticism is
also low, which suggests that
my actions have no
unfavourable effects.
Consequently, it can
discourage me and lower my
belief.

Cultural Intelligence I found that I have a strong
cultural factor after taking the
exam below. This assessment
shows that my knowledge and
proficiency are strong points.
To match their requests, I
could quickly comprehend the
cultures and wants of
individuals. Consequently, I
am capable of motivating
others and sustain a pleasant
atmosphere in my role as a
human resources manager.
However, I learned from this
assessment that I would need
to grow and acquire
knowledge from diverse
ethnicities, which would leave
me with a lack of intercultural
comprehension. My lack of
intercultural sensitivity may
harm the diverse work
environment which affects co-
workers.
According to the aforementioned overview of psychological assessments and my
strengths and shortcomings, I have a chance to be hired as a human resources manager in the
United Kingdom Technology industry. It is clear from the above strength and weakness chart
that I am quite capable of dealing with any scenario by making wise decisions. I am similarly
adept at leading a group of workers who work together to give them a decent working
environment. I am competent of solving problems logically and could perhaps contribute to the
formulation of policies. I treat people with the utmost respect and sincerity. I have a distinct
character and am very skilled at what I do. Additionally, I may inspire people and encourage
them in different ways. I am a very strict and systematic person when performing my duties as an
HR supervisor. I am a skilled group manager and analyst. I am capable of managing a group,
preparing meticulously, researching creatively, and working with others. Additionally, I have a
high level of empathy and am competent to comprehend the wants, demands, and workplace-
related problems of workers (Demircioglu and Chowdhury, 2021). I think that because I have a
great degree of interpersonal awareness, one of my strengths is I am emotionally intelligent. That
signifies I genuinely care regarding other people. Using this institutional information, I can
improve my decision-making abilities. My excellent self-management and self-consciousness
findings demonstrate that I am aware of my emotions, abilities, and production. As a skilled
researcher, I can also translate original concepts into activities to preserve the working

atmosphere. When I was in charge of a significant commercial initiative, my high degree of self-
management, self-knowledge, and institutional consciousness definitely helped me be a
competent manager. I am capable of handling any difficulties, including those involving worker
turnover and participation, etc. My collaborative personality demonstrates that I am quite
sensitive when helping people. The self-appurtenant demonstrates my courage, drive, and ability
to effectively tackle any problems on my own. My reasoning skills allowed me to consider
critically, to look beyond the box, to gain information, or to assess crucial data. All of those
abilities help the business by identifying the wants and requirements of its personnel and
pointing people in the proper developmental directions.
But examining the flaws helped me realise that I'm not quite prepared to take on a human
management position in the United Kingdom Technology industry. My limitations include an
absence of multicultural understanding, poor creative thought, difficulties building connections,
poor communication abilities, etc. I've missed the chance to engage in meaningful discussions
and share my inventive and unique thoughts with others as a consequence. I won't be able to
succeed in the United Kingdom Technology industry sans the right networking. Group roles like
operators, facilitator, and explorer expose my weaknesses. I am aware that my inability to think
of fresh, innovative ideas keeps me from approaching difficult situations methodically. I might
consequently be unbending and unpredictable in my capacity for adjustment to direct and
indirect adjustments that could cause issues for any employee in the organisation. Absence of
flexibility and creative thought would prevent me from developing my prospective goals and
objectives and from demonstrating my invention that would have an impact on company success.
Additionally, my low cultural awareness could cause issues for clients and my colleagues that
have diverse ethnic origins. My lack of intercultural sensitivity may harm the diverse work
environment which affects co-workers. To develop a diverse workplace atmosphere, intercultural
knowledge is essential. My biggest weakness is my extroverts. Due to my poor synchronization
and inability to form links, I worry that this may have a negative impact on my ability to do my
work. It additionally highlights my inability to show my individuality and creativity. My level of
neuroticism is also minimal, which suggests that my actions have no unfavourable effects. Thus,
it can weaken me and lower my trust. Consequently, I believe that in order to strengthen my
connection and spread my creative ideas for a more seamless entry into my preferred field, I
have to focus on both intercultural understanding and interpersonal abilities.

PART C
 I've identified a handful of areas wherein I'm deficient, as I mentioned previously.
Teamwork tasks like investigator, finisher, and leader are some of my weaknesses. I've
come to the realisation that I lack fresh, unique thoughts, which renders it difficult for me
to approach difficult issues methodically (Felix, Aparicio and Urbano, 2018). As a
consequence, I might be inflexible and inconsistent with any assimilation and accepting
of innovation that occurs both internally and externally that could make matters more
difficult for everybody in the company. This is something that might seriously jeopardise
my ability to manage or work for any particular company, as well as pose a serious risk to
my professional future. I want to do this through developing my imagination and
inventive abilities, therefore whenever I come across an unexpected circumstance in my
career, I'm going to attempt to explore and attempt out some fresh concepts. Additionally,
in addition to improve my adaptability in each setting, I would need to practise
interacting with a broad range of individuals in a range of settings.
 My absence of intercultural knowledge is yet another serious flaw in my personality that
this evaluation has helped me to recognise and realise I need to work on. The diverse
working environment could be harmed by my insufficient intercultural awareness, which
could demotivate others. My ability to advance professionally in organisations with
varied working environments may be hampered by an absence of intercultural
understanding and compassion. Focusing on intercultural knowledge is crucial if you
want to create a diverse workplace. Understanding different cultures would improve my
ability to interact with individuals from different origins and therefore would enable me
to communicate with them more quickly than ever previously. By studying more
regarding many cultures and ethnicities and connecting with a large number of
individuals in the hopes of greater understanding them and their cultures, I therefore
intend to increase my cultural awareness and eliminate all of my national prejudices.
 I've come to the realisation that I struggle with analytical thought because I am so
dependent on concepts, as I previously indicated. I am incapable to address any topic in a
unique or new way as a consequence. Being a theoretician also comes with the challenge
of accepting constant transition, instability, and uncertainty, all of that could negatively
affect my career and my colleagues. Several shortcomings have been noted, including