Table 1Transition record

human resources managertolabour relations officer

A human resources manager already meets 59% of what the labour relations officer role asks for. The move turns on 5 required skills not yet in the profile.

From human resources manager

59%

Overlap1

To labour relations officer

14 Skills carried over

5 Required, not held

41.6 Difficulty2

adjacent 0–30

moderate 30–55

substantial 55–75

career change 75–100

this move, 41.6

This move: 41.6 of 100 · moderate

1 Share of the labour relations officer 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 14 skills that carry over, these are the ones fewest other occupations ask for. A labour relations officer 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 monitor organisation climate information skills
already held advise on personnel management communication, collaboration and creativity
already held advise on organisational culture communication, collaboration and creativity
already held ensure gender equality in the workplace assisting and caring
already held support employability of people with disabilities management skills
already held personnel management business, administration and law

All 14 carried skills, including the 11 the labour relations officer role treats as required.

Table 3

Table 3 · What you would need to learn

The 15 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 communication, collaboration and creativity 5 required, 6 supplementary

required, not held maintain relations with local representatives required
required, not held represent union members required
required, not held establish collaborative relations required
required, not held protect employee rights required
required, not held represent the organisation required

optional, not held advise on government policy compliance optional
optional, not held create solutions to problems optional
optional, not held ensure cross-department cooperation optional
optional, not held facilitate official agreement optional
optional, not held maintain relationships with government agencies optional
optional, not held moderate in negotiations optional

02 assisting and caring 2 supplementary

optional, not held promote inclusion optional
optional, not held respond to enquiries optional

03 generic programmes and qualifications 1 supplementary

optional, not held business communication optional

04 information skills 1 supplementary

optional, not held inspect government policy compliance optional

Table 4

Table 4 · Where to start

The 3 entries a labour relations officer 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 14 skills that carry over

Skill Type

already held advise on conflict management skill
already held advise on organisational culture skill
already held advise on personnel management skill
already held apply conflict management skill
already held build trust skill
already held employment law knowledge
already held ensure gender equality in the workplace skill
already held gather feedback from employees skill
already held government policy implementation knowledge
already held personnel management knowledge
already held support employability of people with disabilities skill
already held manage government policy implementation skill
already held monitor company policy skill
already held monitor organisation climate skill

10 supplementary skills, helpful but not required

Skill to acquire Tier

optional, not held advise on government policy compliance optional
optional, not held business communication optional
optional, not held create solutions to problems optional
optional, not held ensure cross-department cooperation optional
optional, not held facilitate official agreement optional
optional, not held inspect government policy compliance optional
optional, not held maintain relationships with government agencies optional
optional, not held moderate in negotiations optional
optional, not held promote inclusion optional
optional, not held respond to enquiries optional

70 held skills the labour relations officer 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 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 technical communication skills skill
not needed by the target role company policies knowledge
not needed by the target role comply with legal regulations skill
not needed by the target role consultation knowledge
not needed by the target role coordinate educational programmes skill
not needed by the target role coordinate operational activities skill
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 employee retention programs 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 develop training programmes skill
not needed by the target role discharge employees 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 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 labour legislation knowledge
not needed by the target role leadership principles knowledge
not needed by the target role manage budgets skill
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

30 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

optional, not held business communication optional

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.