Profession occupational analyst

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.

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Personality Type


  • Job market offers

    Job opportunities available on the labour market, depending on the economic field concerned.

  • Human resource management

    The function in an organisation concerned with the recruitment of employees and the optimisation of employee performance.

  • Market analysis

    The field of market analysis and research and its particular research methods.

  • 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.

  • Employment law

    The law which mediates the relationship between employees and employers. It concerns employees' rights at work which are binding by the work contract.

  • Company policies

    The set of rules that govern the activity of a company.


  • Design job analysis tools

    Identify the need for and design job analysis tools, such as manuals, reporting forms, training films or slides.

  • 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.

  • 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.

  • Advise 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 satisfaction.

  • Present reports

    Display results, statistics and conclusions to an audience in a transparent and straightforward way.

  • Carry 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.

  • 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.

  • Develop occupational classification systems

    Design, modify and maintain systems that provide an organised collection of job descriptions.

Optional knowledge and skills

liaise with government officials administer appointments organise training interview people train employees liaise with union officials profile people support managers gather feedback from employees liaise with managers liaise with industry experts create training materials human resources department processes carry out recruiting services develop training programmes organisational structure document interviews identify necessary human resources manage tests maintain professional administration

Source: Sisyphus ODB