company policies
The set of rules that govern the activity of a company.
Occupational analysts collect and analyse occupational information within one field or company in order to make recommendations for reducing costs and general business improvements. They provide technical assistance to employers in dealing with problematic staff recruitment and development and with staff restructuring. Occupational analysts study and write job descriptions and prepare occupational classification systems.
Competences and skills
37 ESCO relationsEssential competences 1 competence
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
0 competencesNo competences in this bucket.
Cross-sector
0 competencesNo competences in this bucket.
Essential knowledge 6 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
1 competenceCross-sector
5 competencesemployment law
The law which mediates the relationship between employees and employers. It concerns employees' rights at work which are binding by the work contract.
human resource management
The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.
job market offers
Job opportunities available on the labour market, depending on the economic field concerned.
labour legislation
Legislation, on a national or international level, that governs labour conditions in various fields between labour parties such as the government, employees, employers, and trade unions.
market analysis
The field of market analysis and research and its particular research methods.
Essential skills and competences 9 competences
Occupation specific
4 competencescarry out job analysis
Research and perform studies on occupations, analyse and integrate data to identify the content of jobs, meaning the requirements to perform the activities, and deliver the information to business, industry or government officials.
design job analysis tools
Identify the need for and design job analysis tools, such as manuals, reporting forms, training films or slides.
develop occupational classification systems
Design, modify and maintain systems that provide an organised collection of job descriptions.
write job descriptions
Prepare a description of the required profile, qualifications and skills for a specific function, by doing research, analyse the activities to be performed and get information from the employer.
Sector-specific
0 competencesNo competences in this bucket.
Cross-sector
5 competencesadvise on efficiency improvements
Analyse information and details of processes and products in order to advise on possible efficiency improvements that could be implemented and would signify a better use of resources.
advise on personnel management
Advise senior staff in an organisation on methods to improve relations with employees, on improved methods for hiring and training employees and increasing employee satisifaction.
present reports
Display results, statistics and conclusions to an audience in a transparent and straightforward way.
report analysis results
Produce research documents or give presentations to report the results of a conducted research and analysis project, indicating the analysis procedures and methods which led to the results, as well as potential interpretations of the results.
write work-related reports
Compose work-related reports that support effective relationship management and a high standard of documentation and record keeping. Write and present results and conclusions in a clear and intelligible way so they are comprehensible to a non-expert audience.
Optional knowledge 3 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
1 competencemanagement consulting
The process of giving paid advice with the aim of improving businesses performance and promote their growth.
Cross-sector
2 competenceshuman resources department processes
The different processes, duties, jargon, role in an organisation, and other specificities of the human resources department within an organisation such as recruitment, pension systems, and personnel development programs.
organisational structure
Framework of the different departments within the organisation, as well its people, their roles and responsibilities.
Optional skills and competences 18 competences
Occupation specific
0 competencesNo competences in this bucket.
Sector-specific
4 competencesdevelop training programmes
Design programmes where employees or future employees are taught the necessary skills for the job or to improve and expand skills for new activities or tasks. Select or design activities aimed at introducing the work and systems or improving the performance of individuals and groups in organisational settings.
hire human resources
Manage the process of hiring human resources, from identifying potential candidates to assessing the adequacy of their profiles to the vacancy.
interview people
Interview people in a range of different circumstances.
profile people
Create a profile of someone, by outlining this person's characteristics, personality, skills and motives, often by the use of information obtained from an interview or questionnaire.
Cross-sector
14 competencesadminister appointments
Accept, schedule and cancel appointments.
create training materials
Develop and compile training items and resources according to didactical methods and training needs and using specific types of media.
document interviews
Record, write, and capture answers and information collected during interviews for processing and analysis using shorthand or technical equipment.
gather feedback from employees
Communicate in an open and positive manner in order to assess levels of satisfaction with employees, their outlook on the work environment, and in order to identify problems and devise solutions.
identify necessary human resources
Determine the number of employees needed for the realisation of a project and their allocation in the creation, production, communication or administration team.
liaise with government officials
Consult and cooperate with government officials who handle matter that is relevant to you or your business.
liaise with industry experts
Consult and cooperate with industry experts who handle matter that is relevant to you and your business.
liaise with managers
Liaise with managers of other departments ensuring effective service and communication, i.e. sales, planning, purchasing, trading, distribution and technical.
liaise with union officials
Seek advice and collaborate with union officials responsible for topics that are relevant to one's work or business.
maintain professional administration
File and organise professional administration documents comprehensively, keep customer records, fill in forms or log books and prepare documents about company-related matter.
manage tests
Develop, administer and evaluate a specific set of tests relevant to the organisation's activities and customers.
organise training
Make the necessary preparations to conduct a training session. Provide equipment, supplies and exercise materials. Ensure the training runs smoothly.
support managers
Provide support and solutions to managers and directors in regards with their business needs and requests for the running of a business or the daily operations of a business unit.
train employees
Lead and guide employees through a process in which they are taught the necessary skills for the perspective job. Organise activities aimed at introducing the work and systems or improving the performance of individuals and groups in organisational settings.