Schulungs- und Entwicklungsspezialisten
Bildung und AusbildungKI-Exposition
- Datenquelle: BLSVeröffentlicht: 2026-08
Sehr 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
0.279
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
0.41
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 36% 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 % |
|---|---|
Present information using a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.13-1151 | 0.030550.8 |
Design, plan, organize, or direct orientation and training programs for employees or customers.13-1151 | 0.015024.9 |
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.13-1151 | 0.006410.6 |
Assess training needs through surveys, interviews with employees, focus groups, or consultation with managers, instructors, or customer representatives.13-1151 | 0.00426.9 |
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.13-1151 | 0.00406.7 |
| 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. | |
Keep up with developments in area of expertise by reading current journals, books, or magazine articles. | —0 |
Schedule classes based on availability of classrooms, equipment, or instructors. | —0 |
Offer specific training programs to help workers maintain or improve job skills. | —0 |
Monitor, evaluate, or record training activities or program effectiveness. | —0 |
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status. | —0 |
Develop alternative training methods if expected improvements are not seen. | —0 |
Select and assign instructors to conduct training. | —0 |
Devise programs to develop executive potential among employees in lower-level positions. | —0 |
Negotiate contracts with clients including desired training outcomes, fees, or expenses. | —0 |
Evaluate modes of training delivery, such as in-person or virtual to optimize training effectiveness, training costs, or environmental impacts. | —0 |
Monitor training costs and prepare budget reports to justify expenditures. | —0 |
Supervise, evaluate, or refer instructors to skill development classes. | —0 |
Coordinate recruitment and placement of training program participants. | —0 |
Refer trainees to employer relations representatives, to locations offering job placement assistance, or to appropriate social services agencies if warranted. | —0 |
Develop or implement training programs related to efficiency, recycling, or other issues with environmental impacts. | —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 |
|---|---|
Evaluate training materials prepared by instructors, such as outlines, text, or handouts.O*NET Task ID 101 | 1.0 |
Obtain, organize, or develop training procedure manuals, guides, or course materials, such as handouts or visual materials.O*NET Task ID 20475 | 1.0 |
Keep up with developments in area of expertise by reading current journals, books, or magazine articles.O*NET Task ID 93 | 0.5 |
Present information with a variety of instructional techniques or formats, such as role playing, simulations, team exercises, group discussions, videos, or lectures.O*NET Task ID 94 | 0.5 |
Schedule classes based on availability of classrooms, equipment, or instructors.O*NET Task ID 95 | 0.5 |
Offer specific training programs to help workers maintain or improve job skills.O*NET Task ID 97 | 0.5 |
Monitor, evaluate, or record training activities or program effectiveness.O*NET Task ID 98 | 0.5 |
Attend meetings or seminars to obtain information for use in training programs or to inform management of training program status.O*NET Task ID 99 | 0.5 |
Coordinate recruitment and placement of training program participants.O*NET Task ID 100 | 0.5 |
Develop alternative training methods if expected improvements are not seen.O*NET Task ID 102 | 0.5 |
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