Directeurs de la Rémunération et des Avantages Sociaux
GestionExposition à l'IA
- Source des données: BLSPublié: 2026-08
Élevée· relative
FaibleQuatre bandes relativesTrès élevéeValeur par groupe professionnel
Échelle, base et source
Quatre bandes relatives (Faible / Modérée / Élevée / Très élevée)
831 métiers détaillés du tableau des projections d'emploi du BLS. La valeur est attribuée par code de la National Employment Matrix (NEM), si bien que les métiers partageant un code NEM reçoivent la même bande
- Source des données: AnthropicPublié: 2026-03
0.000
0.000Étendue des valeurs présentées ici0.745Échelle, base et source
- Source des données: ILOPublié: 2025
0.36
0.09Étendue des valeurs présentées ici0.70Valeur par groupe professionnel
Échelle, base et source
Indice d'exposition à l'IA générative, 0–1 tel que publié
Groupe de base CITP-08 — tous les métiers partageant le code reçoivent cette valeur
Calculé par ce site, non publié par l'OIT : sur les 1 012 professions que ce site relie au jeu de données de l'OIT, 60% atteignent ou dépassent cette valeur.
Quelle est la nature de la valeur publiée par cette source
La catégorie BLS est un rang relatif et non un niveau absolu, et ce n'est pas une mesure de première main : elle regroupe en quatre bandes les rangs centiles du métier dans plusieurs études publiées. Ce n'est ni une prévision d'emploi ou de salaire, ni une probabilité d'adoption, et elle ne distingue pas automatisation et augmentation.
Task-level exposure
Tâches exposées uniquement| Task | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.11-3111 | 0.0100100.0 | —0 |
Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.11-3111 | 0.00000.0 | 0.00000.0 |
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.11-3111 | 0.00000.0 | —0 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.11-3111 | 0.00000.0 | —0 |
Prepare personnel forecasts to project employment needs.11-3111 | 0.00000.0 | —0 |
| 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. | ||
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. | —0 | —0 |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. | —0 | —0 |
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | —0 | —0 |
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. | —0 | —0 |
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. | —0 | —0 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. | —0 | —0 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. | —0 | —0 |
Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). | —0 | —0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. | —0 | —0 |
Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. | —0 | —0 |
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | —0 | —0 |
Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. | —0 | —0 |
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. | —0 | —0 |
Negotiate bargaining agreements. | —0 | —0 |
Represent organization at personnel-related hearings and investigations. | —0 | —0 |
Prepare budgets for personnel operations. | —0 | —0 |
Contract with vendors to provide employee services, such as food services, 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 | 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