Occupational analyst to human resources officer
An occupational analyst already meets 34% of what the human resources officer role asks for. The move turns on 13 required skills not yet in the profile.
68.8/ 100
1 How much of what a human resources officer is expected to do is already part of an occupational analyst’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 human resources officer role is recorded as needing, required and optional together. What these numbers mean.
Why this move works
A human resources officer role treats 8 of its required skills as things an occupational analyst already does. You would walk in with these on day one.
- document interviews
- employment law
- hire human resources
- interview people
- job market offers
- labour legislation
What stands in the way is 13 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 14 skills that carry over, these are the ones fewest other occupations ask for. A human resources officer role needs them, and most people applying for one will not have them already. This is the part of an occupational analyst background worth leading with.
- already held profile people management skills
- already held job market offers business, administration and law
- already held identify necessary human resources management skills
- already held hire human resources management skills
- already held human resources department processes business, administration and law
- already held gather feedback from employees information skills
All 14 carried skills, including the 8 the human resources officer role treats as required.
Table 3 · What you may need to learn
The 33 missing skills fall into 7 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 negotiate employment agreements required
- still to learn build trust required
- still to learn develop professional network required
- still to learn listen actively required
- still to learn use communication techniques required
- optional, not held mentor individual employees optional
- optional, not held negotiate with employment agencies optional
- optional, not held apply knowledge of human behaviour optional
- optional, not held apply social media marketing optional
- optional, not held assist employee health programmes optional
- optional, not held coach employees optional
- optional, not held communicate by telephone optional
- optional, not held promote human rights optional
- still to learn assess character required
- still to learn fix meetings required
- still to learn manage payroll required
- still to learn recruit employees required
- optional, not held develop employee retention programs optional
- optional, not held determine salaries optional
- optional, not held manage budgets optional
- optional, not held organise staff assessment optional
- optional, not held support employability of people with disabilities optional
- still to learn apply company policies required
- still to learn identify with the company's goals required
- still to learn observe confidentiality required
- optional, not held give advice on personal matters optional
- optional, not held ensure gender equality in the workplace optional
- still to learn talent management strategies required
- optional, not held advertising techniques optional
- optional, not held evaluate training optional
- optional, not held monitor company policy optional
- optional, not held business communication optional
1 further area in the appendix
Table 4 · Where to start
The 3 entries a human resources officer role is least likely to hire without. The ordering is computed from the skill data, not from what pays.
- 01 talent management strategies study this
- 02 negotiate employment agreements practise this
- 03 apply company policies 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 14 skills that carry over
- already held document interviews skill
- already held employment law knowledge
- already held hire human resources skill
- already held interview people skill
- already held job market offers knowledge
- already held labour legislation knowledge
- already held profile people skill
- already held write work-related reports skill
- already held administer appointments skill
- already held gather feedback from employees skill
- already held human resource management knowledge
- already held human resources department processes knowledge
- already held identify necessary human resources skill
- already held train employees skill
The 1 learning area not shown above
- optional, not held personal reflection techniques based on feedback optional
20 supplementary skills, helpful but not required
- optional, not held develop employee retention programs optional
- optional, not held give advice on personal matters optional
- optional, not held mentor individual employees optional
- optional, not held negotiate with employment agencies optional
- optional, not held advertising techniques optional
- optional, not held apply knowledge of human behaviour optional
- optional, not held apply social media marketing optional
- optional, not held assist employee health programmes optional
- optional, not held business communication optional
- optional, not held coach employees optional
- optional, not held communicate by telephone optional
- optional, not held determine salaries optional
- optional, not held ensure gender equality in the workplace optional
- optional, not held evaluate training optional
- optional, not held manage budgets optional
- optional, not held monitor company policy optional
- optional, not held organise staff assessment optional
- optional, not held personal reflection techniques based on feedback optional
- optional, not held promote human rights optional
- optional, not held support employability of people with disabilities optional
22 held skills the human resources officer role does not ask for
- not needed by the target role advise on efficiency improvements skill
- not needed by the target role advise on personnel management skill
- not needed by the target role carry out job analysis skill
- not needed by the target role company policies knowledge
- not needed by the target role create training materials skill
- not needed by the target role design job analysis tools skill
- not needed by the target role develop occupational classification systems skill
- not needed by the target role develop training programmes skill
- not needed by the target role digital data processing skill
- not needed by the target role liaise with government officials skill
- not needed by the target role liaise with industry experts skill
- not needed by the target role liaise with managers skill
- not needed by the target role liaise with union officials skill
- not needed by the target role maintain professional administration skill
- not needed by the target role manage tests skill
- not needed by the target role management consulting knowledge
- not needed by the target role market analysis knowledge
- not needed by the target role organisational structure knowledge
- not needed by the target role present reports skill
- not needed by the target role report analysis results skill
- not needed by the target role support managers skill
- not needed by the target role write job descriptions skill
4 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 talent management strategies required
- optional, not held advertising techniques optional
- optional, not held business communication optional
- optional, not held personal reflection techniques based on feedback optional
Common questions about this move
Can an occupational analyst become a human resources officer?
Yes, and it is a substantial move. An occupational analyst already covers 34% of what a human resources officer is expected to do: 14 skills carry over, 8 of which the human resources officer role treats as required.
What skills does an occupational analyst need to become a human resources officer?
13 required skills are missing, plus 20 optional ones. They fall into 7 areas of the ESCO skill hierarchy, led by communication, collaboration and creativity. The single most important is talent management strategies.
How hard is the move from occupational analyst to human resources officer?
Its learning distance is 68.8 out of 100, which is the substantial 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.