Vergütungs- und Leistungsmanager
ManagementKI-Exposition
- Datenquelle: BLSVeröffentlicht: 2026-08
Hoch· relativ
NiedrigVier relative BänderSehr hochWert auf Berufsgruppenebene
Skala, Bezugsmenge und Quelle
Vier relative Bänder (Niedrig / Mittel / Hoch / Sehr hoch)
831 detaillierte Berufe in der BLS-Beschäftigungsprojektionstabelle. Der Wert wird je Code der National Employment Matrix (NEM) vergeben, daher erhalten Berufe mit demselben NEM-Code dasselbe Band
- Datenquelle: AnthropicVeröffentlicht: 2026-03
0.000
0.000Spannweite der hier geführten Werte0.745Skala, Bezugsmenge und Quelle
Index der beobachteten Exposition, 0–1 wie veröffentlicht
Auf O*NET-Aufgaben abgebildet
- Datenquelle: ILOVeröffentlicht: 2025
0.36
0.09Spannweite der hier geführten Werte0.70Wert auf Berufsgruppenebene
Skala, Bezugsmenge und Quelle
Index der Exposition gegenüber generativer KI, 0–1 wie veröffentlicht
ISCO-08-Berufsgattung — alle Berufe mit demselben Code erhalten diesen Wert
Von dieser Website berechnet, nicht von der IAO veröffentlicht: Von den 1.012 Berufen, die diese Website mit dem IAO-Datensatz verknüpft, erreichen oder übertreffen 60% diesen Wert.
Welche Art von Wert diese Quelle veröffentlicht
Die Kategorie von BLS ist ein relativer Rang und kein absolutes Niveau, und sie ist keine eigene Messung: Sie fasst die Perzentilränge des Berufs aus mehreren veröffentlichten Studien in vier Bänder zusammen. Sie ist weder eine Beschäftigungs- oder Lohnprognose noch eine Einführungswahrscheinlichkeit und unterscheidet nicht zwischen Automatisierung und Augmentierung.
Task-level exposure
Nur exponierte Aufgaben| Task | Claude.aiRaw / share % |
|---|---|
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.11-3111 | 0.034738.2 |
Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.11-3111 | 0.015416.9 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.11-3111 | 0.011913.1 |
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.11-3111 | 0.00839.2 |
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.11-3111 | 0.00535.9 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.11-3111 | 0.00535.9 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.11-3111 | 0.00444.9 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.11-3111 | 0.00313.4 |
Identify and implement benefits to increase the quality of life for employees, by working with brokers and researching benefits issues.11-3111 | 0.00232.6 |
| Not observed on any surface — 15 task(s) — These tasks have no row in the source for this release. The 0 in the share row is a display-stage composition ratio; absence is what the — in the raw row states. | |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 |
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | —0 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | —0 |
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | —0 |
Prepare budgets for personnel operations. | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 |
Advise management on such matters as equal employment opportunity, sexual harassment and discrimination. | —0 |
Plan and conduct new employee orientations to foster positive attitude toward organizational objectives. | —0 |
Negotiate bargaining agreements. | —0 |
Investigate and report on industrial accidents for insurance carriers. | —0 |
Represent organization at personnel-related hearings and investigations. | —0 |
Conduct exit interviews to identify reasons for employee termination. | —0 |
Prepare personnel forecasts to project employment needs. | —0 |
Contract with vendors to provide employee services, such as food services, transportation, or relocation service. | —0 |
Values in this tab are predicted labels, not observations. Eloundou et al. (2023) published two rating regimes — human raters and GPT-4 — and the β shown here is derived from the GPT-4 rater basis alone; the same task can take a different value under the other regime. The unit and the meaning differ from the observed shares (%) in the other tabs, so do not place them on the same axis.
| Task | βE1 + 0.5 × E2 |
|---|---|
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.O*NET Task ID 3267 | 1.0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.O*NET Task ID 3283 | 1.0 |
Conduct exit interviews to identify reasons for employee termination.O*NET Task ID 3286 | 1.0 |
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.O*NET Task ID 3266 | 0.5 |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.O*NET Task ID 3268 | 0.5 |
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.O*NET Task ID 3271 | 0.5 |
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.O*NET Task ID 3272 | 0.5 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.O*NET Task ID 3273 | 0.5 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.O*NET Task ID 3274 | 0.5 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.O*NET Task ID 3275 | 0.5 |
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.O*NET Task ID 3269 | 0.0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.O*NET Task ID 3270 | 0.0 |
Represent organization at personnel-related hearings and investigations.O*NET Task ID 3282 | 0.0 |
β = E1 + 0.5 × E2 · E1 = tasks where direct LLM access alone cuts time by at least 50%, E2 = tasks where software built on top of an LLM cuts time by at least 50%. Values take only 0 / 0.5 / 1.0.
Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page