Specialistes en Ressources Humaines
Affaires et FinancesExposition à l'IA
- Source des données: BLSPublié: 2026-08
Très 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
0.403
0.000Étendue des valeurs présentées ici0.745Échelle, base et source
- Source des données: ILOPublié: 2025
0.45
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, 25% 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
Afficher 10 tâches masquées| Task | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
Review employment applications and job orders to match applicants with job requirements.13-1071 | 0.020815.4 | —0 |
Contact job applicants to inform them of the status of their applications.13-1071 | 0.015411.4 | 0.01988.3 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.13-1071 | 0.014610.8 | 0.00461.9 |
Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.13-1071 | 0.013810.2 | 0.089437.4 |
Interview job applicants to obtain information on work history, training, education, or job skills.13-1071 | 0.013810.2 | 0.087836.7 |
Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.13-1071 | 0.013710.1 | —0 |
Prepare or maintain employment records related to events such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.13-1071 | 0.01047.7 | 0.00441.8 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.13-1071 | 0.00967.1 | 0.00311.3 |
Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.13-1071 | 0.00564.1 | 0.01707.1 |
Advise management on organizing, preparing, or implementing recruiting or retention programs.13-1071 | 0.00463.4 | —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 and ensure that necessary employment termination paperwork is completed.O*NET Task ID 18854 | 1.0 |
Contact job applicants to inform them of the status of their applications.O*NET Task ID 18857 | 1.0 |
Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.O*NET Task ID 18860 | 1.0 |
Interpret and explain human resources policies, procedures, laws, standards, or regulations.O*NET Task ID 18861 | 1.0 |
Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.O*NET Task ID 18863 | 1.0 |
Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).O*NET Task ID 18864 | 1.0 |
Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.O*NET Task ID 18866 | 1.0 |
Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.O*NET Task ID 18876 | 1.0 |
Analyze employment-related data and prepare required reports.O*NET Task ID 18853 | 0.5 |
Conduct reference or background checks on job applicants.O*NET Task ID 18855 | 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