Personalmanager
ManagementKI-Exposition
- Datenquelle: BLSVeröffentlicht: '26.08
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: '26.03
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: '25
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 % |
|---|---|
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.11-3121 | 0.008821.5 |
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.11-3121 | 0.007217.5 |
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.11-3121 | 0.006916.8 |
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.11-3121 | 0.005914.2 |
Analyze training needs to design employee development, language training and health and safety programs.11-3121 | 0.00389.3 |
Develop, administer and evaluate applicant tests.11-3121 | 0.00266.3 |
Prepare personnel forecast to project employment needs.11-3121 | 0.00235.5 |
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.11-3121 | 0.00204.8 |
Identify staff vacancies and recruit, interview and select applicants.11-3121 | 0.00174.3 |
| Not observed on any surface — 17 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 compensation, benefits and performance management systems, and safety and recreation programs. | —0 |
Allocate human resources, ensuring appropriate matches between personnel. | —0 |
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | —0 |
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | —0 |
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | —0 |
Conduct exit interviews to identify reasons for employee termination. | —0 |
Represent organization at personnel-related hearings and investigations. | —0 |
Prepare and follow budgets for personnel operations. | —0 |
Oversee the evaluation, classification and rating of occupations and job positions. | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 |
Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. | —0 |
Investigate and report on industrial accidents for insurance carriers. | —0 |
Negotiate bargaining agreements and help interpret labor contracts. | —0 |
Provide terminated employees with outplacement or relocation assistance. | —0 |
Contract with vendors to provide employee services, such as food service, 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 |
|---|---|
Conduct exit interviews to identify reasons for employee termination.O*NET Task ID 996 | 1.0 |
Administer compensation, benefits, and performance management systems, and safety and recreation programs.O*NET Task ID 982 | 0.5 |
Identify staff vacancies and recruit, interview, and select applicants.O*NET Task ID 983 | 0.5 |
Allocate human resources, ensuring appropriate matches between personnel.O*NET Task ID 984 | 0.5 |
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.O*NET Task ID 985 | 0.5 |
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.O*NET Task ID 986 | 0.5 |
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.O*NET Task ID 987 | 0.5 |
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.O*NET Task ID 988 | 0.5 |
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.O*NET Task ID 990 | 0.5 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.O*NET Task ID 991 | 0.5 |
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.O*NET Task ID 989 | 0.0 |
Represent organization at personnel-related hearings and investigations.O*NET Task ID 998 | 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