Table 1Transition record

human resources managertopublic 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.

From human resources manager

59%

Overlap1

To public employment service manager

17 Skills carried over

6 Required, not held

43.1 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 43.1

This move: 43.1 of 100 · moderate

1 Share of the public employment service manager role’s weighted skill requirement already met by the human resources 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 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.

Skill the target role also needs Area

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

Table 3 · What you would need to learn

The 15 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 3 required, 3 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
optional, not held coach employees optional

02 management skills 2 required, 2 supplementary

required, not held apply strategic thinking required
required, not held supervise work required

optional, not held develop employment policies optional
optional, not held evaluate employees optional

03 business, administration and law 1 required

required, not held supervision of persons required

04 assisting and caring 3 supplementary

optional, not held promote equal pay optional
optional, not held promote inclusion optional
optional, not held provide information on study programmes optional

05 information skills 1 supplementary

optional, not held analyse unemployment rates 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 17 skills that carry over

Skill Type

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

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 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

Skill Type

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.

Skill to acquire Tier

required, not held supervision of persons required

Index

Other moves recorded from human resources manager

Full index of moves from human resources 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.