Human resources manager to public employment service manager
A human resources manager already meets 59% of what the public employment service manager role asks for. The move turns on 6 required skills not yet in the profile.
43.1/ 100
1 How much of what a public employment service manager is expected to do is already part of a human resources manager’s work. Directional: the figure for the reverse move differs, because moving into a speciality is not the same problem as moving out of one. 2 Every skill the public employment service manager role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A public employment service manager role treats 11 of its required skills as things a human resources manager already does. You would walk in with these on day one.
- comply with legal regulations
- coordinate operational activities
- develop employee retention programs
- employment law
- labour legislation
- manage budgets
What stands in the way is 6 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.
Table 2 · What you already bring
Of the 17 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 human resources manager background worth leading with.
- already held set inclusion policies management skills
- 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 discharge employees management skills
- already held develop employee retention programs management skills
All 17 carried skills, including the 11 the public employment service manager role treats as required.
Table 3 · What you may need to learn
The 15 missing skills fall into 5 areas of the ESCO skill hierarchy, numbered in the order worth working in. Areas carrying the most required skills come first, and inside each one the required skills sit above the optional ones. Nothing here is a verdict on you: it is a list of what this particular job asks for that your current one does not.
- still to learn maintain relations with local representatives required
- still to learn promote employment policy required
- still to learn liaise with local authorities required
- optional, not held advise on career optional
- optional, not held advise on government policy compliance optional
- optional, not held coach employees optional
- still to learn apply strategic thinking required
- still to learn supervise work required
- optional, not held develop employment policies optional
- optional, not held evaluate employees optional
- still to learn supervision of persons required
- optional, not held promote equal pay optional
- optional, not held promote inclusion optional
- optional, not held provide information on study programmes optional
- optional, not held analyse unemployment rates optional
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.
- 01 maintain relations with local representatives practise this
- 02 promote employment policy practise this
- 03 apply strategic thinking practise this
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 17 skills that carry over
- 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 manage government policy implementation 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 coordinate educational programmes skill
- already held develop training programmes skill
- already held discharge employees skill
- already held government policy implementation knowledge
- already held recruit employees skill
- already held set inclusion policies skill
9 supplementary skills, helpful but not required
- 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 advise on government policy compliance optional
- optional, not held coach employees optional
- optional, not held evaluate employees optional
- optional, not held promote inclusion optional
- optional, not held provide information on study programmes optional
67 held skills the public employment service manager role does not ask for
- not needed by the target role adapt training to labour market skill
- not needed by the target role administer appointments skill
- not needed by the target role advertising techniques knowledge
- not needed by the target role advise on conflict management skill
- not needed by the target role advise on organisational culture skill
- not needed by the target role advise on personnel management skill
- not needed by the target role advise on risk management skill
- not needed by the target role advise on social security benefits skill
- not needed by the target role apply company policies skill
- not needed by the target role apply conflict management skill
- not needed by the target role apply technical communication skills skill
- not needed by the target role build trust skill
- not needed by the target role company policies knowledge
- not needed by the target role consultation knowledge
- not needed by the target role corporate law knowledge
- not needed by the target role corporate social responsibility knowledge
- not needed by the target role create a work atmosphere of continuous improvement 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 develop staff skill
- not needed by the target role ensure gender equality in the workplace skill
- not needed by the target role ensure information transparency skill
- 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 gather feedback from employees skill
- not needed by the target role give constructive feedback skill
- not needed by the target role government social security programmes knowledge
- not needed by the target role hire human resources skill
- 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 policy breach skill
- not needed by the target role identify with the company's goals skill
- not needed by the target role interview people skill
- not needed by the target role labour law knowledge
- not needed by the target role leadership principles knowledge
- not needed by the target role manage corporate training programmes skill
- not needed by the target role manage human resources skill
- not needed by the target role manage payroll skill
- not needed by the target role manage pension funds skill
27 further entries not listed here
1 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- still to learn supervision of persons required
Other moves recorded from human resources manager
- equality and inclusion manager 80% covered · adjacent
- pension scheme manager 68% covered · moderate
- labour relations officer 59% covered · moderate
- human resources officer 56% covered · moderate
- corporate training manager 51% covered · substantial
- health and safety inspector 44% covered · moderate
- employment agent 43% covered · substantial
- pensions administrator 41% covered · substantial
Common questions about this move
Can a human resources manager become a public employment service manager?
Yes, and it is a moderate move. A human resources manager already covers 59% of what a public employment service manager is expected to do: 17 skills carry over, 11 of which the public employment service manager role treats as required.
What skills does a human resources manager need to become a public employment service manager?
6 required skills are missing, plus 9 optional ones. They fall into 5 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is maintain relations with local representatives.
How hard is the move from human resources manager to public employment service manager?
Its learning distance is 43.1 out of 100, which is the moderate band. That accounts for both how much is missing and how specialised those skills are.
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.