Career Overlap Transition record Edition 1 · ESCO v1.2.1
Table 1Transition record

business analysttooccupational analyst

A business analyst already meets 22% of what the occupational analyst role asks for. The move turns on 12 required skills not yet in the profile.

From business analyst
22%
Overlap1
To occupational analyst
7 Skills carried over
12 Required, not held
76.3 Difficulty2
adjacent 0–30
moderate 30–55
substantial 55–75
career change 75–100
this move, 76.3

This move: 76.3 of 100 · career change

1 Share of the occupational analyst role’s weighted skill requirement already met by the business 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 7 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 business analyst background worth leading with.

Skill the target role also needs Area
  • already held advise on personnel management communication, collaboration and creativity
  • already held management consulting business, administration and law
  • already held digital data processing working with computers
  • already held advise on efficiency improvements communication, collaboration and creativity
  • already held report analysis results information skills
  • already held interview people communication, collaboration and creativity

All 7 carried skills, including the 4 the occupational analyst role treats as required.

Table 3

Table 3 · What you would need to learn

The 29 missing skills fall into 4 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 business, administration and law 6 required, 2 supplementary
  • required, not held company policies required
  • required, not held employment law required
  • required, not held human resource management required
  • required, not held job market offers required
  • required, not held labour legislation required
  • required, not held market analysis required
  • optional, not held human resources department processes optional
  • optional, not held organisational structure optional
02 communication, collaboration and creativity 4 required, 6 supplementary
  • required, not held design job analysis tools required
  • required, not held write job descriptions required
  • required, not held present reports required
  • required, not held write work-related reports required
  • 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 union officials optional
  • optional, not held support managers optional
  • optional, not held train employees optional
03 information skills 2 required, 3 supplementary
  • required, not held carry out job analysis required
  • required, not held develop occupational classification systems required
  • optional, not held document interviews optional
  • optional, not held gather feedback from employees optional
  • optional, not held manage tests optional
04 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 7 skills that carry over
Skill Type
  • already held advise on efficiency improvements skill
  • already held advise on personnel management skill
  • already held digital data processing skill
  • already held report analysis results skill
  • already held interview people skill
  • already held liaise with managers skill
  • already held management consulting knowledge
17 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 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 human resources department processes 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 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
46 held skills the occupational analyst role does not ask for
Skill Type
  • not needed by the target role advise client on technical possibilities skill
  • not needed by the target role advise on communication strategies skill
  • not needed by the target role advise on financial matters skill
  • not needed by the target role advise on organisational culture skill
  • not needed by the target role advise on risk management skill
  • not needed by the target role align efforts towards business development skill
  • not needed by the target role analyse business plans skill
  • not needed by the target role analyse external factors of companies skill
  • not needed by the target role analyse financial performance of a company skill
  • not needed by the target role analyse internal factors of companies skill
  • not needed by the target role apply change management skill
  • not needed by the target role build business relationships skill
  • not needed by the target role business analysis knowledge
  • not needed by the target role business analytics 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 law knowledge
  • not needed by the target role business process modelling knowledge
  • not needed by the target role business strategy concepts knowledge
  • not needed by the target role conduct qualitative research skill
  • not needed by the target role conduct quantitative research skill
  • not needed by the target role corporate law knowledge
  • not needed by the target role data visualisation software knowledge
  • not needed by the target role define organisational standards skill
  • not needed by the target role financial statements knowledge
  • not needed by the target role identify undetected organisational needs skill
  • not needed by the target role interpret financial statements skill
  • not needed by the target role investment banking knowledge
  • not needed by the target role keep updated on the political landscape skill
  • not needed by the target role make strategic business decisions skill
  • not needed by the target role management systems standards knowledge
  • not needed by the target role market entry strategies knowledge
  • not needed by the target role market research knowledge
  • not needed by the target role marketing analytics knowledge
  • not needed by the target role organisational learning knowledge
  • not needed by the target role organisational policies knowledge
  • not needed by the target role perform business analysis skill
  • not needed by the target role propose ICT solutions to business problems skill
  • not needed by the target role quality standards knowledge
  • not needed by the target role risk management knowledge

6 further entries not listed here

8 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 company policies required
  • required, not held employment law required
  • required, not held human resource management required
  • required, not held job market offers required
  • required, not held labour legislation required
  • required, not held market analysis required
  • optional, not held human resources department processes optional
  • optional, not held organisational structure optional
Index

Other moves recorded from business analyst

Full index of moves from business 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.