Human Resources Managers
Management Occupations- Código O*NET-SOC
- 11-3121.00
Plan, direct, or coordinate human resources activities and staff of an organization.
- Fuente de datos: BLSPublicado: 2026-08
Alto· relativa
BajoCuatro bandas relativasMuy altoValor por grupo ocupacional
Escala, base y fuente
Cuatro bandas relativas (Bajo / Moderado / Alto / Muy alto)
831 ocupaciones detalladas de la tabla de proyecciones de empleo de BLS. El valor se asigna por código de la National Employment Matrix (NEM), de modo que las ocupaciones que comparten un código NEM reciben la misma banda
- Fuente de datos: AnthropicPublicado: 2026-03
0,000
0,000Rango de los valores aquí recogidos0,745Escala, base y fuente
Índice de exposición observada, 0–1 tal como se publica
Mapeado sobre tareas de O*NET
Publicado por ocupación SOC 2018; toda ocupación O*NET con el mismo código SOC 2018 recibe este valor
- Fuente de datos: ILOPublicado: 2025
0,36
0,09Rango de los valores aquí recogidos0,70Valor por grupo ocupacional
Escala, base y fuente
Índice de exposición a la IA generativa, 0–1 tal como se publica
Publicado por grupo primario ISCO-08. Vinculado a esta ocupación, total o parcialmente, aplicando tal como se publicaron las tablas de correspondencia de la U.S. Bureau of Labor Statistics (ISCO-08 a SOC 2010, SOC 2010 a SOC 2018)
Qué tipo de cifra publica esta fuente
La categoría de BLS es un rango relativo, no un nivel absoluto, y tampoco es una medición de primera mano: agrupa en cuatro bandas los rangos percentiles de la ocupación en varios estudios publicados. No es una previsión de empleo ni de salarios, no es una probabilidad de adopción y no distingue entre automatización y aumento.
Task-level exposure
Solo tareas expuestas26 tareas evaluadas · 24 tareas con β ≥ 0,5 (92,3%)
β = exposición directa (E1) + 0,5 × exposición con herramientas disponibles (E2), según la definición del repositorio de origen.
- Unidad de origen: tareas de O*NET 27.2 → código de ocupación de O*NET 31.0
- Todas las tareas puntuadas figuran en la lista de tareas de O*NET 31.0.
- Fuente
- OpenAI "GPTs are GPTs" exposure rubric
- Versión
- gh-main-0471612
- Licencia
- MIT License, Copyright (c) 2024 OpenAI
| Task (O*NET 20.1) | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
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.11-3121.00 | 0.002730.6 | 0.002417.3 |
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.11-3121.00 | 0.002629.4 | 0.006848.1 |
Develop, administer and evaluate applicant tests.11-3121.00 | 0.001820.0 | 0.003323.3 |
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.11-3121.00 | 0.001820.0 | —0 |
Analyze training needs to design employee development, language training and health and safety programs. | —0 | 0.001611.3 |
| Not observed on any surface — 21 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 | —0 |
Identify staff vacancies and recruit, interview and select applicants. | —0 | —0 |
Allocate human resources, ensuring appropriate matches between personnel. | —0 | —0 |
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | —0 | —0 |
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | —0 | —0 |
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | —0 | —0 |
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | —0 | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 | —0 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | —0 | —0 |
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization. | —0 | —0 |
Conduct exit interviews to identify reasons for employee termination. | —0 | —0 |
Represent organization at personnel-related hearings and investigations. | —0 | —0 |
Prepare personnel forecast to project employment needs. | —0 | —0 |
Prepare and follow budgets for personnel operations. | —0 | —0 |
Oversee the evaluation, classification and rating of occupations and job positions. | —0 | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 | —0 |
Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards. | —0 | —0 |
Investigate and report on industrial accidents for insurance carriers. | —0 | —0 |
Negotiate bargaining agreements and help interpret labor contracts. | —0 | —0 |
Provide terminated employees with outplacement or relocation assistance. | —0 | —0 |
Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | —0 | —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 (O*NET 27.2) | 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 |
Analyze training needs to design employee development, language training, and health and safety programs.O*NET Task ID 992 | 0.5 |
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.O*NET Task ID 993 | 0.5 |
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.O*NET Task ID 994 | 0.5 |
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.O*NET Task ID 995 | 0.5 |
Investigate and report on industrial accidents for insurance carriers.O*NET Task ID 997 | 0.5 |
Negotiate bargaining agreements and help interpret labor contracts.O*NET Task ID 999 | 0.5 |
Prepare personnel forecast to project employment needs.O*NET Task ID 1000 | 0.5 |
Prepare and follow budgets for personnel operations.O*NET Task ID 1001 | 0.5 |
Develop, administer, and evaluate applicant tests.O*NET Task ID 1002 | 0.5 |
Oversee the evaluation, classification, and rating of occupations and job positions.O*NET Task ID 1003 | 0.5 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.O*NET Task ID 1004 | 0.5 |
Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.O*NET Task ID 1005 | 0.5 |
Provide terminated employees with outplacement or relocation assistance.O*NET Task ID 1006 | 0.5 |
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.O*NET Task ID 1007 | 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
Todas las tareas de O*NET 31.0 (26)
Todas las tareas de O*NET 31.0 de esta ocupación (en inglés, tal como se publicaron; tipo de tarea principal o complementaria). Los valores de exposición no figuran en esta lista; están en la tabla de arriba, junto a cada tarea con la redacción de la versión de O*NET que usó cada fuente.
| Tarea (O*NET 31.0) | Tipo |
|---|---|
| Administer compensation, benefits, and performance management systems, and safety and recreation programs. | Principal |
| Identify staff vacancies and recruit, interview, and select applicants. | Principal |
| Allocate human resources, ensuring appropriate matches between personnel. | Principal |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. | Principal |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | Principal |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. | Principal |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | Principal |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | Principal |
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | Principal |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | Principal |
| Analyze training needs to design employee development, language training, and health and safety programs. | Principal |
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | Principal |
| 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. | Principal |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. | Principal |
| Conduct exit interviews to identify reasons for employee termination. | Principal |
| Investigate and report on industrial accidents for insurance carriers. | Principal |
| Represent organization at personnel-related hearings and investigations. | Principal |
| Negotiate bargaining agreements and help interpret labor contracts. | Principal |
| Prepare personnel forecast to project employment needs. | Principal |
| Prepare and follow budgets for personnel operations. | Principal |
| Oversee the evaluation, classification, and rating of occupations and job positions. | Principal |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | Principal |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. | Principal |
| Develop, administer, and evaluate applicant tests. | Complementaria |
| Provide terminated employees with outplacement or relocation assistance. | Complementaria |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | Complementaria |
0,00/ 3· Índice de exposición a robots
Escala, base y fuente
Cada tarea física se califica de 0 a 3 según el entorno en el que robots ya implantados, vendidos o demostrados podrían realizarla (0 ninguno · 1 entornos diseñados para robots, como una celda de máquinas vallada o una línea de embotellado · 2 instalaciones estructuradas, como una farmacia hospitalaria o un puerto de contenedores · 3 entornos no estructurados, como un hogar particular o una obra de construcción), y las calificaciones se promedian según la proporción del tiempo de trabajo
Tareas físicas entre las tareas O*NET 29.3 de esta ocupación
Anthropic estimó las calificaciones y las proporciones de tiempo con Claude Opus 5 mediante búsqueda web (situación en 2026).
El índice de exposición a robots es una medida distinta de las cifras de exposición a la IA de este sitio y no puede sumarse a ellas ni compararse con ellas. No mide la adopción real ni el coste, y el 0 también incluye ocupaciones sin tareas físicas.
Calificación de cada tarea física
Ninguna de las tareas O*NET 29.3 de esta ocupación está clasificada como tarea física.
Información ocupacional
Perspectivas de empleo (BLS)
- Empleo, 2025
- 225K
- Empleo proyectado, 2035
- 237K
- Variación (2025–35)
- +5,5%
- Salario anual mediano, 2025
- $149.280
- Formación habitual para acceder
- Bachelor's degree
Vínculos con la clasificación coreana (KSCO)
Vínculos de la versión vigente de Korea Occupation Direct Crosswalk v1.1, elaborado por AI Changing Work. Los valores de relación se leen desde la ocupación O*NET-SOC.
| Código KSCO | Nombre KSCO | Relación | Estado |
|---|---|---|---|
| 12121 | 총무 및 인사 관리자 | Esta ocupación es más estrecha | confirmado |
Definiciones de relación y estado(kr-direct v1.1)
Descripción ocupacional de la OIT
AI Changing Work vincula a esta ocupación los grupos primarios de la ISCO-08 que figuran abajo aplicando, tal como se publicaron, las tablas de correspondencia de la Oficina de Estadísticas Laborales de EE. UU. (BLS) (SOC 2018 a SOC 2010, SOC 2010 a ISCO-08), sin selección caso por caso; cada vínculo puede ser total o parcial.
- ISCO-08 1212Human Resource Managers
Directores de recursos humanos
La definición, las tareas y los ejemplos que siguen son la descripción que hace la OIT de ese grupo primario, no de esta ocupación.
Human resource managers, plan, direct and coordinate policies concerning the personnel, industrial relations and occupational health and safety activities of an enterprise or organization, or of enterprises that provide human resource services to other enterprises and organizations.
Tareas
- (a) planning, directing and coordinating the personnel and industrial relations activities, policies and practices of an enterprise or organization;
- (b) planning and organizing procedures for recruitment, training, promotion, transfer and dismissal of staff;
- (c) planning and organizing negotiations and procedures for determination of wage structures and level and for consultation with workers on conditions of employment;
- (d) overseeing safety, health and related programmes and activities;
- (e) establishing and managing budgets, controlling expenditure and ensuring the efficient use of resources;
- (f) establishing and directing operational and administrative procedures;
- (g) overseeing the development and implementation of management information systems;
- (h) ensuring compliance with standards and legislation relating to employees rights, health and safety, equal opportunity and related concerns;
- (i) overseeing the selection, training and performance of staff for the entire enterprise or organization;
- (j) consulting with senior management and with managers of other departments;
- (k) representing the enterprise or organization in dealings with outside bodies.
Ocupaciones de ejemplo
Industrial relations manager · Personnel manager · Recruitment manager
Sources: ILO ISCO-08 — details: Credits
Vocabulario ocupacional ESCO
Cada entrada de abajo está emparejada con esta ocupación en el ESCO-O*NET Crosswalk publicado (versión 1, 2022). Los tipos de correspondencia son los de esa tabla; la redacción es de AI Changing Work.
- director de recursos humanos/directora de recursos humanosESCO 1212.1Mismo alcance
Los directores de recursos humanos planifican, diseñan y ponen en marcha procesos relacionados con el capital humano de las empresas. Elaboran programas de contratación, entrevistas y selección de empleados sobre la base de una evaluación previa del perfil y las competencias necesarias para la empresa. Además, gestionan programas de compensación y desarrollo para los empleados de la empresa que consisten en cursos de formación, evaluación de competencias y evaluaciones anuales, ascensos, programas de expatriación y garantía general del bienestar de los empleados en el lugar de trabajo.
- director de recursos/directora de recursosESCO 1324.3.4.3Esta ocupación es más estrecha
Los directores de recursos gestionan los recursos para todos los proyectos, tanto potenciales como asignados. Se ponen en contacto con los distintos departamentos para comprobar que se cumplen a tiempo todos los requisitos de los diversos recursos y comunican las cuestiones relativas a los recursos que pueden afectar a los plazos programados.
- responsable de recursos humanosESCO 2423.3Se solapan, no son iguales
Los responsables de recursos humanos elaboran y aplican estrategias que ayudan a sus empleadores a seleccionar y a conservar a personal debidamente cualificado en ese sector empresarial. Contratan al personal, preparan anuncios de empleo, entrevistan y preseleccionan personas, negocian con agencias de empleo y establecen condiciones de trabajo. Los responsables de recursos humanos también administran las nóminas, revisan los salarios y asesoran sobre las retribuciones y el derecho de empleo. Organizan oportunidades de formación para mejorar el rendimiento de los empleados.
Fuente: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
Licencia: CC BY 4.0 (EU Reuse Notice)
ESCO reuse terms and the modification notice are in Credits.
Vínculos con la clasificación francesa (ROME)
Vínculos entre esta ocupación y fichas ROME 4.0, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación. Los vínculos marcados como «provisional» se adoptaron basándose únicamente en los juicios de dos evaluadores de la misma familia de modelos (Claude), o mediante una regla del operador aplicada a esos juicios, por lo que se sustentan en evidencia más débil que los vínculos confirmados.
| Código ROME | Denominación ROME (francés) | Relación |
|---|---|---|
| M1503 | Directeur / Directrice des Ressources Humaines (DRH) | Mismo alcance |
| M1512 | Directeur / Directrice des relations sociales | Esta ocupación es más amplia |
Source: France Travail — Répertoire Opérationnel des Métiers et des Emplois (ROME 4.0), version 61, last updated 15 June 2026 (https://www.data.gouv.fr/datasets/repertoire-operationnel-des-metiers-et-des-emplois-rome). Licence Ouverte 2.0.
ROME codes and titles are reproduced unchanged; the links to O*NET-SOC occupations are AI Changing Work's own judgment and are not a France Travail correspondence.
(AI Changing Work link release: fr-direct v1)
Vínculos con la clasificación española (CNO-11)
Vínculos entre esta ocupación y ocupaciones CNO-11, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.
| Código CNO-11 | Denominación CNO-11 (español) | Relación |
|---|---|---|
| 1212 | Directores de recursos humanos | Mismo alcanceprovisional |
Source: Instituto Nacional de Estadística (INE), National Classification of Occupations 2011 (CNO-11, Royal Decree 1591/2010) — www.ine.es · Licensed CC BY 4.0. CNO-11 codes and Spanish titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not an INE correspondence.
(AI Changing Work link release: es-direct v1)
Vínculos con la clasificación alemana (KldB)
Vínculos entre esta ocupación y ocupaciones KldB, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.
| Código KldB | Denominación KldB (alemán) | Relación |
|---|---|---|
| 71594 | Führungskräfte - Personalwesen und -dienstleistung | Mismo alcance |
Source: © Statistik der Bundesagentur für Arbeit — Klassifikation der Berufe 2010 – überarbeitete Fassung 2020, https://statistik.arbeitsagentur.de. KldB codes and titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own mapping (eigene Zuordnung) and are not a Bundesagentur für Arbeit correspondence.
(AI Changing Work link release: de-direct v1)
Vínculos con la clasificación japonesa (JSCO)
Vínculos entre esta ocupación y ocupaciones JSCO, establecidos por AI Changing Work con modelos de IA. Las relaciones se leen desde el lado de esta ocupación.
| Código JSCO | Denominación JSCO (japonés) | Relación |
|---|---|---|
| 031 | 会社管理職員 | Esta ocupación es más estrecha |
Source: Ministry of Internal Affairs and Communications (MIC), Japan Standard Occupational Classification (Dec. 2009, MIC Notification No. 555). JSCO codes and Japanese titles are reproduced unchanged; the links to O*NET occupations are AI Changing Work's own judgment and are not a MIC correspondence.
(AI Changing Work link release: jp-direct v1)
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