BLS रोज़गार पूर्वानुमान तालिका के 831 विस्तृत व्यवसायों के आधार पर। मान NEM (नेशनल एम्प्लॉयमेंट मैट्रिक्स) कोड के स्तर पर दिया जाता है, इसलिए एक ही NEM कोड वाले व्यवसायों को वही बैंड मिलता है
जेनरेटिव AI एक्सपोजर सूचकांक, प्रकाशित रूप में 0–1
ISCO-08 यूनिट समूह — समान कोड वाले सभी व्यवसायों को यही मान मिलता है
यह इस साइट की गणना है, ILO द्वारा प्रकाशित आँकड़ा नहीं: इस साइट द्वारा ILO डेटासेट से जोड़े गए 1,012 व्यवसायों में से 60% इस मान के बराबर या उससे अधिक हैं।
BLS की श्रेणी सापेक्ष रैंक है, निरपेक्ष स्तर नहीं, और यह प्रथम-हस्त माप भी नहीं है: यह कई प्रकाशित अध्ययनों में व्यवसाय की पर्सेंटाइल रैंकों को चार बैंडों में बांटती है। यह रोज़गार या वेतन का पूर्वानुमान नहीं है, न अपनाए जाने की संभावना, और यह स्वचालन और संवर्धन में अंतर नहीं करती।
Develop and organize training manuals, multimedia visual aids, and other educational materials.Details
11-3131
0.190095.0
0.010016.7
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.Details
11-3131
0.01005.0
0.050083.3
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
Develop and organize training manuals, multimedia visual aids, and other educational materials.Details
O*NET Task ID 1013
1.0
Conduct orientation sessions and arrange on-the-job training for new hires.Details
O*NET Task ID 1008
0.5
Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.Details
O*NET Task ID 1009
0.5
Develop testing and evaluation procedures.Details
O*NET Task ID 1010
0.5
Conduct or arrange for ongoing technical training and personal development classes for staff members.Details
O*NET Task ID 1011
0.5
Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.Details
O*NET Task ID 1012
0.5
Plan, develop, and provide training and staff development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, on-the-job training, meetings, conferences, and workshops.Details
O*NET Task ID 1014
0.5
Analyze training needs to develop new training programs or modify and improve existing programs.Details
O*NET Task ID 1015
0.5
Review and evaluate training and apprenticeship programs for compliance with government standards.Details
O*NET Task ID 1016
0.5
Coordinate established courses with technical and professional courses provided by community schools, and designate training procedures.Details
O*NET Task ID 1018
0.5
Prepare training budget for department or organization.Details
O*NET Task ID 1019
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
व्यावसायिक जानकारी
आईएलओ व्यावसायिक विवरण
Human Resource Managers
मानव संसाधन प्रबंधक
स्वयं अनूदित
स्वयं अनूदित — यह आधिकारिक ISCO शब्दावली नहीं है (ILO द्वारा समीक्षित नहीं)।
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.
कार्य
(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.
Equality and inclusion managers develop policies to improve affirmative action, diversity and equality matters. They inform staff in corporations on the importance of the policies, and implementation and advise senior staff on corporate climate. They also perform guidance and support duties for employees.
corporate training managerESCO 2424.3
Corporate training managers coordinate all the training activities and development programmes in a company. They also design and develop new training modules and supervise all the activities related to the planning and delivery of these programmes.
human resources managerESCO 1212.1
Human resources managers plan, design and implement processes related to the human capital of companies. They develop programs for recruiting, interviewing, and selecting employees based on a previous assessment of the profile and skills required in the company. Moreover, they manage compensation and development programs for the company's employees comprising trainings, skill assessment and yearly evaluations, promotion, expat programs, and general assurance of the well-being of the employees in the workplace.
स्रोत:European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)
ESCO reuse terms and the modification notice are in Credits.
Shown in the original Korean. This dataset is published under KOGL Type 4, which prohibits derivative works including translation, so the text is reproduced unaltered.
설득(89) · 서비스 지향(88) · 재정 관리(87) · 조직체계의 분석 및 평가(83) · 모니터링(Monitoring)(80)
Knowledge
영업과 마케팅(92) · 경제와 회계(92) · 경영 및 행정(87) · 사무(85) · 인사(85)
Work environment
치열한 경쟁(100) · 재택근무(98) · 연설, 발표, 회의하기(96) · 결과에 대한 책임(96) · 외부 고객 대하기(94)
Related occupations
마케팅 및 광고·홍보 관리자 · 경영 지원 관리자 · 정부 행정 관리자 · 금융관리자
The KNOW occupations and KECO codes listed here were linked to this page's occupation by this site; this is not a correspondence defined by the Korea Employment Information Service or the Ministry of Employment and Labor.
Projected change: +6.4%
Median wage: $133K
lowest $31Kmedian wage across 825 detailed occupations, BLS EP 2025–35highest $559K
