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E-business managers

OaSIS code 10022.04

E-business managers plan, organize, direct, control and evaluate the activities of establishments and departments involved in commercial and industrial e-business.

Overview

Also known as

  • Electronic business (e-business) manager
  • Electronic commerce (e-commerce) manager

Main duties

This group performs some or all of the following duties:

  • Plan, organize, direct, control and evaluate the design, development and maintenance of Internet, Intranet and mobile applications to manage an organization's online business model and strategy
  • Collaborate with advertising, marketing, and public relations teams to plan, develop, evaluate and manage an organization’s online presence including public relations, communications, marketing, commercial activities and social media management.

Additional information

  • Progression to senior management positions is possible with experience.

Similar occupations classified elsewhere

Exclusions:

  • Senior managers - trade, broadcasting and other services (00014)
  • Professional occupations in advertising, marketing and public relations (11202)
  • Conference and event planners (12103)
  • Business development officers and market researchers and analysts (41402)
  • Corporate sales managers (60010)
  • Retail and wholesale trade managers (60020)
  • Retail sales supervisors (62010)
  • Technical sales specialists - wholesale trade (62100)
  • Sales and account representatives - wholesale trade (non-technical) (64101)

Work characteristics

Work characteristics gathers the various components describing the work environment of each occupation, such as employers, work activities, and the work context. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of complexity (for Work Activities) or other measurement dimensions (for Work Context), and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Work Activities

Proficiency or complexity level
Communicating with Persons Outside Organization
5 - Highest Level
Establishing and Maintaining Interpersonal Relationships
5 - Highest Level
Planning and Organizing
5 - Highest Level
Scheduling Work and Activities
5 - Highest Level
Selling or Influencing Others
5 - Highest Level

Work Context

Structural Job Characteristics

Structured versus Unstructured Work
Degree of freedom to determine tasks and priorities
4 - High amount of freedom
Work Week Duration
Worked hours in a typical week
3 - More than 40 hours

Physical Work Environment

Physical Proximity
Physical distance from others
3 - Somewhat close (e.g. share office)

Physical Demands

Sitting
Duration
5 - All the time, or almost all the time
Standing
Duration
1 - Very little time
Bending or Twisting the Body
Duration
1 - Very little time

Interpersonal Relations

Contact with Others
Frequency
5 - Every day, almost continuously
Duration
5 - All the time, or almost all the time
Work with Work Group or Team
Importance
5 - Extremely important
Frequency
5 - Every day, almost continuously

Workplaces/employers

  • Advertising, marketing and public relations firms
  • Commercial and industrial establishments
  • Consulting businesses
  • Government departments

Skills and abilities

This section displays the various competencies required for an occupation. Each category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency (for Skills and Abilities) or importance (for Personal Attributes) and secondly, in alphabetical order. The whole list of descriptors and their ratings can be expanded at the bottom of each page.

Abilities

Proficiency or complexity level
Fluency of Ideas
5 - Highest Level
Problem Identification
4 - High Level
Speech Clarity
4 - High Level
Speech Recognition
4 - High Level
Verbal Ability
4 - High Level

Skills

Proficiency or complexity level
Management of Personnel Resources
5 - Highest Level
Monitoring
5 - Highest Level
Systems Analysis
5 - Highest Level
Coordinating
4 - High Level
Critical Thinking
4 - High Level

Personal Attributes

Importance
Adaptability
5 - Extremely important
Attention to Detail
5 - Extremely important
Active Learning
4 - Highly important
Analytical Thinking
4 - Highly important
Collaboration
4 - Highly important

Interests

The OaSIS uses the Holland Codes to describe the work-related interests. According to the Holland model, people work best in work environments that match their preferences, which means that people and work environments can be matched for a best fit. Occupational environments in Holland’s theory are described according to a combination of main interests and the activities they represent. There are six interests in the Holland typology: Realistic, Investigative, Artistic, Social, Enterprising and Conventional. All occupations in OaSIS have up to three interests assigned to them.

Interests

Preferences for work environments and outcomes.

Interests profile: ESA

Enterprising (E)

Enterprising occupations are characterized by the dominance of action-oriented activities to attain organizational or self-interest goals. They frequently involve starting up and carrying out projects, influencing, leading or mobilizing people, making decisions, and sometimes require risk taking and dealing with business.

Social (S)

Social occupations are characterized by the dominance of activities that entail the interaction with others to inform, train, aid, develop, cure, or enlighten. These occupations often involve helping or providing service to others, teaching, working or communicating with people.

Artistic (A)

Artistic occupations are characterized by the dominance of activities that entail artistic expression to create, compose or produce visual, performing, literary or applied art. These occupations frequently involve working with forms, designs and patterns and often require self-expression and the accomplishment of work without following a clear set of rules.

Employment requirements

Employment requirements includes the education, training, certifications and the knowledge required to work in each occupation. The Knowledge category displays up to 10 descriptors in descending order based, firstly, on their attributed ratings by the level of proficiency, and secondly, in alphabetical order. The whole list of Knowledge descriptors and their ratings can be expanded at the bottom of each page.

Education, certification and licensing

  • A university degree or college diploma in a field related to electronic commerce, Web site content development, or Internet and mobile services and experience in Web site design, interactive media development, data administration or information systems analysis or experience related to Web site content are usually required.

Knowledge

Knowledge level
Business Management
3 - Advanced Level
Clerical
3 - Advanced Level
Client Service
3 - Advanced Level
Communications and Media
3 - Advanced Level
Performance Measurement
3 - Advanced Level

Skills for success

 
Skills for Success Model
 
Skills for Success are skills that help you in a quickly changing world. Everyone benefits from having these skills. They can help you to get a job, progress at your current job or even change jobs. The skills also help you become an active member of your community and succeed in learning.
 
 
Linkages Between ESDC Skills Models and Frameworks
 
ESDC makes available a dictionary of over 300 terms (or descriptors) and definitions, known as the Skills and Competencies Taxonomy (SCT). Descriptor information from the Taxonomy is used in the Occupational and Skills Information System (OaSIS).
 
While there is general commonality of meaning between the descriptors in the SCT and the Skills for Success model, there are some differences in their definitions due to their distinct purposes. The Skills for Success Model [9 broadly defined skills] identifies the skills that are universally applicable. The SCT displays specific skills and competency requirements for 900 occupations. Users of the Skills for Success Model and Essential Skills content may find competency information from the Taxonomy and the OaSIS to be complementary.
 
Stay tuned to this section for more information and updates regarding linkages between the Skills for Success model and the OaSIS.

O*NET in-it

This page includes information from the O*NET 27.2 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license. O*NET® is a trademark of USDOL/ETA. Employment and Social Development Canada has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.

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