Table 1Transition record

corporate training managertopublic employment service manager

A corporate training manager already meets 56% of what the public employment service manager role asks for. The move turns on 6 required skills not yet in the profile.

From corporate training manager

56%

Overlap1

To public employment service manager

15 Skills carried over

6 Required, not held

46.1 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 46.1

This move: 46.1 of 100 · moderate

1 Share of the public employment service manager role’s weighted skill requirement already met by the corporate training manager 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 15 skills that carry over, these are the ones fewest other occupations ask for. A public employment service manager role needs them, and most people applying for one will not have them already. This is the part of a corporate training manager background worth leading with.

Skill the target role also needs Area

already held promote gender equality in business contexts assisting and caring
already held organise staff assessment management skills
already held develop training programmes management skills
already held develop employee retention programs management skills
already held negotiate employment agreements communication, collaboration and creativity
already held provide information on study programmes assisting and caring

All 15 carried skills, including the 11 the public employment service manager role treats as required.

Table 3

Table 3 · What you would need to learn

The 17 missing skills fall into 6 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 3 required, 2 supplementary

required, not held maintain relations with local representatives required
required, not held promote employment policy required
required, not held liaise with local authorities required

optional, not held advise on career optional
optional, not held advise on government policy compliance optional

02 management skills 2 required, 5 supplementary

required, not held manage government policy implementation required
required, not held supervise work required

optional, not held develop employment policies optional
optional, not held set inclusion policies optional
optional, not held coordinate educational programmes optional
optional, not held discharge employees optional
optional, not held recruit employees optional

03 business, administration and law 1 required

required, not held supervision of persons required

04 assisting and caring 2 supplementary

optional, not held promote equal pay optional
optional, not held promote inclusion optional

05 information skills 1 supplementary

optional, not held analyse unemployment rates optional

06 social sciences, journalism and information 1 supplementary

optional, not held government policy implementation optional

Table 4

Table 4 · Where to start

The 3 entries a public employment service manager 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 15 skills that carry over

Skill Type

already held apply strategic thinking skill
already held comply with legal regulations skill
already held coordinate operational activities skill
already held develop employee retention programs skill
already held employment law knowledge
already held labour legislation knowledge
already held manage budgets skill
already held negotiate employment agreements skill
already held organise staff assessment skill
already held promote gender equality in business contexts skill
already held supervise staff skill
already held coach employees skill
already held develop training programmes skill
already held evaluate employees skill
already held provide information on study programmes skill

11 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held advise on career optional
optional, not held analyse unemployment rates optional
optional, not held develop employment policies optional
optional, not held promote equal pay optional
optional, not held set inclusion policies optional
optional, not held advise on government policy compliance optional
optional, not held coordinate educational programmes optional
optional, not held discharge employees optional
optional, not held government policy implementation optional
optional, not held promote inclusion optional
optional, not held recruit employees optional

61 held skills the public employment service manager role does not ask for

Skill Type

not needed by the target role Internet of Things knowledge
not needed by the target role adapt training to labour market skill
not needed by the target role adult education knowledge
not needed by the target role apply company policies skill
not needed by the target role apply technical communication skills skill
not needed by the target role assessment processes knowledge
not needed by the target role build business relationships skill
not needed by the target role business ICT systems knowledge
not needed by the target role business communication knowledge
not needed by the target role business intelligence knowledge
not needed by the target role business management principles knowledge
not needed by the target role communication knowledge
not needed by the target role company policies knowledge
not needed by the target role conflict management knowledge
not needed by the target role consultation knowledge
not needed by the target role curriculum objectives knowledge
not needed by the target role cyber security knowledge
not needed by the target role deliver online training skill
not needed by the target role develop corporate training programmes skill
not needed by the target role develop professional network skill
not needed by the target role e-commerce systems knowledge
not needed by the target role economics knowledge
not needed by the target role energy efficiency knowledge
not needed by the target role evaluate performance of organisational collaborators skill
not needed by the target role evaluate training skill
not needed by the target role financial management knowledge
not needed by the target role financial markets knowledge
not needed by the target role give constructive feedback skill
not needed by the target role health and safety in the workplace knowledge
not needed by the target role human resource management knowledge
not needed by the target role human resources department processes knowledge
not needed by the target role identify necessary human resources skill
not needed by the target role identify with the company's goals skill
not needed by the target role leadership principles knowledge
not needed by the target role liaise with managers skill
not needed by the target role manage corporate training programmes skill
not needed by the target role manage payroll skill
not needed by the target role manage schedule of tasks skill
not needed by the target role mitigate waste of resources skill
not needed by the target role monitor company policy skill

21 further entries not listed here

2 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 supervision of persons required
optional, not held government policy implementation optional

Index

Other moves recorded from corporate training manager

Full index of moves from corporate training manager

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.