compensation analysttooccupational analyst
A compensation analyst already meets 19% of what the occupational analyst role asks for. The move turns on 12 required skills not yet in the profile.
19%
78.1/ 100
1 Share of the occupational analyst role’s weighted skill requirement already met by the compensation 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.
Why this move works
A occupational analyst role treats 4 of its required skills as things a compensation analyst already does. These are the ones it depends on most.
- carry out job analysis
- company policies
- employment law
- human resource management
What stands in the way is 12 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 5 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 compensation analyst background worth leading with.
- already held carry out job analysis information skills
- already held human resources department processes business, administration and law
- already held human resource management business, administration and law
- already held employment law business, administration and law
- already held company policies business, administration and law
All 5 carried skills, including the 4 the occupational analyst role treats as required.
Table 3 · What you would need to learn
The 31 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.
- required, not held design job analysis tools required
- required, not held write job descriptions required
- required, not held advise on efficiency improvements required
- required, not held advise on personnel management required
- required, not held present reports required
- required, not held write work-related reports required
- optional, not held interview people optional
- 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 managers optional
- optional, not held liaise with union officials optional
- optional, not held support managers optional
- optional, not held train employees optional
- required, not held job market offers required
- required, not held labour legislation required
- required, not held market analysis required
- optional, not held management consulting optional
- optional, not held organisational structure optional
- required, not held develop occupational classification systems required
- required, not held report analysis results required
- optional, not held document interviews optional
- optional, not held gather feedback from employees optional
- optional, not held manage tests optional
- required, not held digital data processing required
- 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 · 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.
- 01 design job analysis tools skill · occupation specific
- 02 develop occupational classification systems skill · occupation specific
- 03 write job descriptions skill · occupation specific
Each entry opens a course search for that skill. Career Overlap earns nothing from these links.
Appendix · The rest of the record
All 5 skills that carry over
- already held carry out job analysis skill
- already held company policies knowledge
- already held employment law knowledge
- already held human resource management knowledge
- already held human resources department processes knowledge
19 supplementary skills, helpful but not required
- optional, not held develop training programmes optional
- optional, not held hire human resources optional
- optional, not held interview people optional
- optional, not held management consulting 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 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 managers 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
24 held skills the occupational analyst role does not ask for
- not needed by the target role actuarial science knowledge
- not needed by the target role analyse financial performance of a company skill
- not needed by the target role analyse unemployment rates skill
- not needed by the target role business analysis knowledge
- not needed by the target role business loans knowledge
- not needed by the target role business processes knowledge
- not needed by the target role business valuation techniques knowledge
- not needed by the target role calculate compensation payments skill
- not needed by the target role calculate dividends skill
- not needed by the target role calculate employee benefits skill
- not needed by the target role control financial resources skill
- not needed by the target role corporate social responsibility knowledge
- not needed by the target role determine salaries skill
- not needed by the target role develop employee retention programs skill
- not needed by the target role estimate profitability skill
- not needed by the target role financial analysis knowledge
- not needed by the target role financial capability knowledge
- not needed by the target role financial forecasting knowledge
- not needed by the target role labour market knowledge
- not needed by the target role manage payroll reports skill
- not needed by the target role manage staff skill
- not needed by the target role personnel management knowledge
- not needed by the target role promote equal pay skill
- not needed by the target role provide cost benefit analysis reports skill
5 gaps that are knowledge rather than practice
Knowledge gaps usually close through study. Practical skill gaps usually need something you can point at.
- required, not held job market offers required
- required, not held labour legislation required
- required, not held market analysis required
- optional, not held management consulting optional
- optional, not held organisational structure optional
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.