Table 1Transition record

corporate training managertohuman resources manager

A corporate training manager already meets 51% of what the human resources manager role asks for. The move turns on 14 required skills not yet in the profile.

From corporate training manager

51%

Overlap1

To human resources manager

36 Skills carried over

14 Required, not held

62.5 Difficulty2

Career overlap Partial match

51%

Learning distance Substantial retraining

62.5/ 100

Easy adjacentmoderatesubstantialcareer change Hard

1 Share of the human resources manager role’s weighted skill requirement already met by the corporate training 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.

Why

Why this move works

A human resources manager role treats 22 of its required skills as things a corporate training manager already does. These are the ones it depends on most.

apply company policies
comply with legal regulations
coordinate operational activities
develop corporate training programmes
develop employee retention programs
develop training programmes

What stands in the way is 14 required skills the profile does not yet cover. Table 3 groups them; Table 4 says which to take first.

Table 2

Table 2 · What you already bring

Of the 36 skills that carry over, these are the ones fewest other occupations ask for. A human resources manager role needs them, and most people applying for one will not have them already. This is the part of a corporate training manager background worth leading with.

Skill the target role also needs Area

already held manage corporate training programmes management skills
already held teach corporate skills communication, collaboration and creativity
already held develop corporate training programmes management skills
already held promote gender equality in business contexts assisting and caring
already held training subject expertise education
already held develop training programmes management skills

All 36 carried skills, including the 22 the human resources manager role treats as required.

Table 3

Table 3 · What you would need to learn

The 48 missing skills fall into 6 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 management skills 7 required, 11 supplementary

required, not held hire human resources required
required, not held develop staff required
required, not held manage human resources required
required, not held recruit employees required
required, not held recruit personnel required
required, not held shape corporate culture required
required, not held support employability of people with disabilities required

optional, not held identify policy breach optional
optional, not held manage pension funds optional
optional, not held set inclusion policies optional
optional, not held administer appointments optional
optional, not held coordinate educational programmes optional
optional, not held create a work atmosphere of continuous improvement optional
optional, not held discharge employees optional
optional, not held manage government policy implementation optional
optional, not held manage stress in the work place optional
optional, not held manage sub-contract labour optional
optional, not held set organisational policies optional

02 business, administration and law 4 required, 8 supplementary

required, not held outplacement required
required, not held talent management strategies required
required, not held labour law required
required, not held personnel management required

optional, not held corporate social responsibility optional
optional, not held principles of insurance optional
optional, not held advertising techniques optional
optional, not held corporate law optional
optional, not held organisational structure optional
optional, not held social security law optional
optional, not held types of insurance optional
optional, not held types of pensions optional

03 communication, collaboration and creativity 2 required, 8 supplementary

required, not held advise on personnel management required
required, not held build trust required

optional, not held interview people optional
optional, not held negotiate settlements optional
optional, not held advise on conflict management optional
optional, not held advise on organisational culture optional
optional, not held advise on social security benefits optional
optional, not held apply conflict management optional
optional, not held provide advice on breaches of regulation optional
optional, not held write inspection reports optional

04 assisting and caring 1 required

required, not held ensure gender equality in the workplace required

05 information skills 5 supplementary

optional, not held monitor organisation climate optional
optional, not held advise on risk management optional
optional, not held ensure information transparency optional
optional, not held gather feedback from employees optional
optional, not held monitor legislation developments optional

06 social sciences, journalism and information 2 supplementary

optional, not held government policy implementation optional
optional, not held government social security programmes optional

Table 4

Table 4 · Where to start

The 3 entries a human resources 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 36 skills that carry over

Skill Type

already held apply company policies skill
already held comply with legal regulations skill
already held coordinate operational activities skill
already held develop corporate training programmes skill
already held develop employee retention programs skill
already held develop training programmes skill
already held employment law knowledge
already held evaluate training skill
already held human resource management knowledge
already held human resources department processes knowledge
already held identify necessary human resources skill
already held identify with the company's goals skill
already held labour legislation knowledge
already held manage budgets skill
already held manage payroll skill
already held monitor company policy skill
already held negotiate employment agreements skill
already held negotiate with employment agencies skill
already held organise staff assessment skill
already held plan medium to long term objectives skill
already held promote gender equality in business contexts skill
already held track key performance indicators skill
already held adapt training to labour market skill
already held apply technical communication skills skill
already held company policies knowledge
already held consultation knowledge
already held develop professional network skill
already held evaluate performance of organisational collaborators skill
already held give constructive feedback skill
already held leadership principles knowledge
already held manage corporate training programmes skill
already held organisational policies knowledge
already held supervise staff skill
already held teach corporate skills skill
already held training subject expertise knowledge
already held work with virtual learning environments skill

34 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held corporate social responsibility optional
optional, not held identify policy breach optional
optional, not held interview people optional
optional, not held manage pension funds optional
optional, not held monitor organisation climate optional
optional, not held negotiate settlements optional
optional, not held principles of insurance optional
optional, not held set inclusion policies optional
optional, not held administer appointments optional
optional, not held advertising techniques optional
optional, not held advise on conflict management optional
optional, not held advise on organisational culture optional
optional, not held advise on risk management optional
optional, not held advise on social security benefits optional
optional, not held apply conflict management optional
optional, not held coordinate educational programmes optional
optional, not held corporate law optional
optional, not held create a work atmosphere of continuous improvement optional
optional, not held discharge employees optional
optional, not held ensure information transparency optional
optional, not held gather feedback from employees optional
optional, not held government policy implementation optional
optional, not held government social security programmes optional
optional, not held manage government policy implementation optional
optional, not held manage stress in the work place optional
optional, not held manage sub-contract labour optional
optional, not held monitor legislation developments optional
optional, not held organisational structure optional
optional, not held provide advice on breaches of regulation optional
optional, not held set organisational policies optional
optional, not held social security law optional
optional, not held types of insurance optional
optional, not held types of pensions optional
optional, not held write inspection reports optional

40 held skills the human resources manager role does not ask for

Skill Type

not needed by the target role Internet of Things knowledge
not needed by the target role adult education knowledge
not needed by the target role apply strategic thinking skill
not needed by the target role assessment processes knowledge
not needed by the target role build business relationships skill
not needed by the target role business ICT systems 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 management principles knowledge
not needed by the target role coach employees skill
not needed by the target role communication knowledge
not needed by the target role conflict management knowledge
not needed by the target role curriculum objectives knowledge
not needed by the target role cyber security knowledge
not needed by the target role deliver online training skill
not needed by the target role e-commerce systems knowledge
not needed by the target role economics knowledge
not needed by the target role energy efficiency knowledge
not needed by the target role evaluate employees skill
not needed by the target role financial management knowledge
not needed by the target role financial markets knowledge
not needed by the target role health and safety in the workplace knowledge
not needed by the target role liaise with managers skill
not needed by the target role manage schedule of tasks skill
not needed by the target role mitigate waste of resources skill
not needed by the target role monitor developments in field of expertise skill
not needed by the target role organisational learning knowledge
not needed by the target role perform product planning skill
not needed by the target role project management knowledge
not needed by the target role promote education course skill
not needed by the target role promote environmental awareness skill
not needed by the target role provide feedback to performers skill
not needed by the target role provide information on study programmes skill
not needed by the target role provide training in sustainable tourism development and management skill
not needed by the target role quality assurance methodologies knowledge
not needed by the target role supply chain management knowledge
not needed by the target role supply chain principles knowledge
not needed by the target role teamwork principles knowledge
not needed by the target role video conferencing tool knowledge
not needed by the target role waste management knowledge

14 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 outplacement required
required, not held talent management strategies required
required, not held labour law required
required, not held personnel management required
optional, not held corporate social responsibility optional
optional, not held principles of insurance optional
optional, not held advertising techniques optional
optional, not held corporate law optional
optional, not held government policy implementation optional
optional, not held government social security programmes optional
optional, not held organisational structure optional
optional, not held social security law optional
optional, not held types of insurance optional
optional, not held types of pensions optional

Index

Other moves recorded from corporate training manager

Full index of moves from corporate training 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.