Table 1Transition record

compensation analysttooccupational analyst

A compensation analyst already meets 19% of what the occupational analyst role asks for. The move turns on 12 required skills not yet in the profile.

From compensation analyst

19%

Overlap1

To occupational analyst

5 Skills carried over

12 Required, not held

78.1 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 78.1

This move: 78.1 of 100 · career change

1 Share of the occupational analyst role’s weighted skill requirement already met by the compensation analyst profile. Required skills count in full, supplementary skills at 0.35. Directional: the figure for the reverse move differs. 2 Combines what is missing with how specialised it is, so a gap of general skills scores easier than the same number of narrow ones.

Table 2

Table 2 · What you already bring

Of the 5 skills that carry over, these are the ones fewest other occupations ask for. A occupational analyst role needs them, and most people applying for one will not have them already. This is the part of a compensation analyst background worth leading with.

Skill the target role also needs Area

already held carry out job analysis information skills
already held human resources department processes business, administration and law
already held human resource management business, administration and law
already held employment law business, administration and law
already held company policies business, administration and law

All 5 carried skills, including the 4 the occupational analyst role treats as required.

Table 3

Table 3 · What you would need to learn

The 31 missing skills fall into 5 areas of the ESCO skill hierarchy, numbered below in the order worth working in: the areas carrying the most required skills come first, and inside each one the required skills sit above the supplementary ones.

Skill to acquire Tier

01 communication, collaboration and creativity 6 required, 8 supplementary

required, not held design job analysis tools required
required, not held write job descriptions required
required, not held advise on efficiency improvements required
required, not held advise on personnel management required
required, not held present reports required
required, not held write work-related reports required

optional, not held interview people optional
optional, not held create training materials optional
optional, not held liaise with government officials optional
optional, not held liaise with industry experts optional
optional, not held liaise with managers optional
optional, not held liaise with union officials optional
optional, not held support managers optional
optional, not held train employees optional

02 business, administration and law 3 required, 2 supplementary

required, not held job market offers required
required, not held labour legislation required
required, not held market analysis required

optional, not held management consulting optional
optional, not held organisational structure optional

03 information skills 2 required, 3 supplementary

required, not held develop occupational classification systems required
required, not held report analysis results required

optional, not held document interviews optional
optional, not held gather feedback from employees optional
optional, not held manage tests optional

04 working with computers 1 required

required, not held digital data processing required

05 management skills 6 supplementary

optional, not held develop training programmes optional
optional, not held hire human resources optional
optional, not held profile people optional
optional, not held administer appointments optional
optional, not held identify necessary human resources optional
optional, not held maintain professional administration optional

Table 4

Table 4 · Where to start

The 3 entries a occupational analyst role is least likely to hire without. The ordering is computed from the skill data, not from what pays.

Each entry opens a course search for that skill. Career Overlap earns nothing from these links.

Appendix

Appendix · The rest of the record

All 5 skills that carry over

Skill Type

already held carry out job analysis skill
already held company policies knowledge
already held employment law knowledge
already held human resource management knowledge
already held human resources department processes knowledge

19 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held develop training programmes optional
optional, not held hire human resources optional
optional, not held interview people optional
optional, not held management consulting optional
optional, not held profile people optional
optional, not held administer appointments optional
optional, not held create training materials optional
optional, not held document interviews optional
optional, not held gather feedback from employees optional
optional, not held identify necessary human resources optional
optional, not held liaise with government officials optional
optional, not held liaise with industry experts optional
optional, not held liaise with managers optional
optional, not held liaise with union officials optional
optional, not held maintain professional administration optional
optional, not held manage tests optional
optional, not held organisational structure optional
optional, not held support managers optional
optional, not held train employees optional

24 held skills the occupational analyst role does not ask for

Skill Type

not needed by the target role actuarial science knowledge
not needed by the target role analyse financial performance of a company skill
not needed by the target role analyse unemployment rates skill
not needed by the target role business analysis knowledge
not needed by the target role business loans knowledge
not needed by the target role business processes knowledge
not needed by the target role business valuation techniques knowledge
not needed by the target role calculate compensation payments skill
not needed by the target role calculate dividends skill
not needed by the target role calculate employee benefits skill
not needed by the target role control financial resources skill
not needed by the target role corporate social responsibility knowledge
not needed by the target role determine salaries skill
not needed by the target role develop employee retention programs skill
not needed by the target role estimate profitability skill
not needed by the target role financial analysis knowledge
not needed by the target role financial capability knowledge
not needed by the target role financial forecasting knowledge
not needed by the target role labour market knowledge
not needed by the target role manage payroll reports skill
not needed by the target role manage staff skill
not needed by the target role personnel management knowledge
not needed by the target role promote equal pay skill
not needed by the target role provide cost benefit analysis reports skill

5 gaps that are knowledge rather than practice

Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.

Skill to acquire Tier

required, not held job market offers required
required, not held labour legislation required
required, not held market analysis required
optional, not held management consulting optional
optional, not held organisational structure optional

Index

Other moves recorded from compensation analyst

Full index of moves from compensation analyst

Note

How this record was compiled

Both occupations are taken from ESCO, which lists the skills and knowledge each occupation is expected to have and marks every one required or optional. Nothing here is a prediction about hiring, and nothing here knows that a particular employer wants a particular certificate. Treat Table 3 as a starting point for your own research rather than a syllabus. The full method states what these figures can and cannot tell you.