Human Resources Managers

Management Occupations
O*NET-SOC コード
11-3121.00

Plan, direct, or coordinate human resources activities and staff of an organization.

  • データ出典: BLS公表時点: 2026-08

    高い· 相対

    低い4段階の相対区分非常に高い

    職業群単位の値

    尺度・母数・出典

    4段階の相対区分（低い / 中程度 / 高い / 非常に高い）

    BLS雇用見通し表の詳細職業831件が母数。値は NEM(全国雇用マトリクス)コード単位で付与されるため、同じ NEM コードの職業は同じバンドになります

    出典データセット（XLSX ファイルのダウンロード）

  • データ出典: Anthropic公表時点: 2026-03

    0.000

    0.000ここに掲載された値の範囲0.745
    尺度・母数・出典

    観測エクスポージャー指数、公開されたまま0–1

    O*NETタスクへの対応づけが基準

    SOC 2018の職業単位で公表された値で、同じSOC 2018コードを持つO*NET職業はすべてこの値になります

    出典データセット（CSV ファイルのダウンロード）

  • データ出典: ILO公表時点: 2025

    0.36

    0.09ここに掲載された値の範囲0.70

    職業群単位の値

    尺度・母数・出典

    生成AI露出度指数、公開されたまま0–1

    ISCO-08の細分類（4桁）単位で公表された値です。米国労働統計局（BLS）の公式対応表（ISCO-08→2010 SOC、2010 SOC→2018 SOC）を公表どおり適用してこの職業に結び付けており、対応は全部または一部です

    出典データセット（PDF ファイルのダウンロード）

この出典がどのような性格の値か

BLSの区分は絶対水準ではなく相対順位であり、一次測定でもありません。複数の既存研究が付けた職業別パーセンタイル順位を4段階にまとめた値です。雇用や賃金の予測でもなく、導入確率でもなく、自動化と増強を区別しません。

Task-level exposure

露出のある作業のみ

評価済みタスク 26 件 · β ≥ 0.5 のタスク 24 件（92.3%）

β = 直接的な露出（E1）+ 0.5 × ツール利用時の露出（E2）。原典リポジトリの定義に従います。

  • 原典の単位：O*NET 27.2 のタスク → O*NET 31.0 の職業コード
  • 評価済みタスクはすべて O*NET 31.0 のタスク一覧にあります。
出典
OpenAI "GPTs are GPTs" exposure rubric
版
gh-main-0471612
ライセンス
MIT License, Copyright (c) 2024 OpenAI
Task (O*NET 20.1)Claude.aiRaw / 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

0.015427.5
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits.

11-3121.00

0.010618.9
Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes.

11-3121.00

0.007914.2
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.

11-3121.00

0.006912.4
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

11-3121.00

0.006611.9
Analyze training needs to design employee development, language training and health and safety programs.

11-3121.00

0.006111.0
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.

11-3121.00

0.00234.2
Not observed on any surface — 19 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
Identify staff vacancies and recruit, interview and select applicants.
—0
Allocate human resources, ensuring appropriate matches between personnel.
—0
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.
—0
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
—0
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.
—0
Plan, organize, direct, control or coordinate the personnel, training, or labor relations activities of an organization.
—0
Conduct exit interviews to identify reasons for employee termination.
—0
Represent organization at personnel-related hearings and investigations.
—0
Prepare personnel forecast to project employment needs.
—0
Prepare and follow budgets for personnel operations.
—0
Oversee the evaluation, classification and rating of occupations and job positions.
—0
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
—0
Develop or administer special projects in areas such as pay equity, savings bond programs, day-care, and employee awards.
—0
Investigate and report on industrial accidents for insurance carriers.
—0
Negotiate bargaining agreements and help interpret labor contracts.
—0
Develop, administer and evaluate applicant tests.
—0
Provide terminated employees with outplacement or relocation assistance.
—0
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.
—0

Data sources & licenses — O*NET®, Anthropic Economic Index, Eloundou et al. (2023): see full notices on the Credits page

O*NET 31.0 のタスク全件（26件）

この職業の O*NET 31.0 のタスク全件（英語原文、種別はコア・補足）。露出値はこの一覧には載せず、上の表で各出典が用いた O*NET 版の文言の横にあります。

タスク（O*NET 31.0）種類
Administer compensation, benefits, and performance management systems, and safety and recreation programs.コア
Identify staff vacancies and recruit, interview, and select applicants.コア
Allocate human resources, ensuring appropriate matches between personnel.コア
Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.コア
Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.コア
Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.コア
Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.コア
Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.コア
Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.コア
Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.コア
Analyze training needs to design employee development, language training, and health and safety programs.コア
Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.コア
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.コア
Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.コア
Conduct exit interviews to identify reasons for employee termination.コア
Investigate and report on industrial accidents for insurance carriers.コア
Represent organization at personnel-related hearings and investigations.コア
Negotiate bargaining agreements and help interpret labor contracts.コア
Prepare personnel forecast to project employment needs.コア
Prepare and follow budgets for personnel operations.コア
Oversee the evaluation, classification, and rating of occupations and job positions.コア
Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.コア
Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.コア
Develop, administer, and evaluate applicant tests.補足
Provide terminated employees with outplacement or relocation assistance.補足
Contract with vendors to provide employee services, such as food service, transportation, or relocation service.補足

職業情報

雇用見通し（BLS）

雇用者数、2025
225K
雇用者数見通し、2035
237K
変化率 (2025–35)
+5.5%
年間賃金の中央値、2025
$149,280
入職時に通常必要な学歴
Bachelor's degree
最低 $30,890BLS EP 2025–35 の詳細職業825件の賃金中央値の範囲最高 $559,030

出典: U.S. Bureau of Labor Statistics, Employment Projections 2025–35 — Employment by detailed occupation, 2025 and projected 2035

韓国職業分類との対応（KSCO）

AI Changing Work が作成した Korea Occupation Direct Crosswalk v1.1 現行版の対応です。関係の値は O*NET-SOC 職業の側から読みます。

KSCO コードKSCO 名称関係状態
12121총무 및 인사 관리자この職業のほうが狭い確定

関係と状態の定義(kr-direct v1.1)

ILO（国際労働機関）の職業説明

以下のISCO-08職業群は、AI Changing Workが米国労働統計局（BLS）の発行するクロスウォーク（2018 SOC→2010 SOC、2010 SOC→ISCO-08）を個別の選択なしにそのまま適用して、この職業に結び付けたものです。結び付きは全体的な対応の場合も部分的な対応の場合もあります。

  • ISCO-08 1212Human Resource Managers

    人事管理者

出典: 総務省「国際標準職業分類（ISCO）2008年改定版（仮訳）分類項目名一覧（和英対照）」— 原著：ILO ISCO-08 © International Labour Organization（日本語訳は総務省がILOの許可を得て作成）

原文を見る

以下の定義・作業・職業例は、この職業ではなく、当該ISCO-08職業群についてのILOによる説明です。

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.

作業

  • (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.

職業例

Industrial relations manager · Personnel manager · Recruitment manager

Sources: ILO ISCO-08 — details: Credits

ESCO 職業語彙

以下の各項目は、公開されているESCO-O*NET Crosswalk（バージョン1、2022年）で、この職業と一つずつ対応付けられたものです。対応の種類はそのクロスウォークによるもので、表現はAI Changing Workによるものです。

  • human resources managerESCO 1212.1範囲が同じ

    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.

  • resource managerESCO 1324.3.4.3この職業のほうが狭い

    Resource managers manage resources for all potential and assigned projects. They liaise with the different departments to see that all various resources are met, in a timely manner, and communicate any resourcing issues that may impact scheduled deadlines.

  • human resources officerESCO 2423.3重なるが同じではない

    Human resources officers develop and implement strategies that help their employers select and retain appropriately qualified staff within that business sector. They recruit staff, prepare job advertisements, interview and short-list people, negotiate with employment agencies, and set up working conditions. Human resources officers also administer the payroll, review salaries and advise on remuneration benefits and employment law. They arrange for training opportunities to enhance employees' performance.

出典: European Commission, DG EMPL — ESCO API 2026-08-08 (bridge v1.2.1)

ライセンス: CC BY 4.0 (EU Reuse Notice)

原文を見る

ESCO reuse terms and the modification notice are in Credits.

フランス職業分類との対応（ROME）

この職業と ROME 4.0 の職業票（fiche）との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。「暫定」と表示した対応は、同じモデル系列（Claude）の二人の判定者による判定のみ、またはその判定に運営者の規則を適用して採用したものであり、確定した対応より根拠が弱くなります。

ROME コードROME 名称（フランス語）関係
M1503Directeur / Directrice des Ressources Humaines (DRH)範囲が同じ
M1512Directeur / Directrice des relations socialesこの職業のほうが広い

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)

スペイン職業分類との対応（CNO-11）

この職業と CNO-11 の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

CNO-11 コードCNO-11 名称（スペイン語）関係
1212Directores de recursos humanos範囲が同じ暫定

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)

ドイツ職業分類との対応（KldB）

この職業と KldB の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

KldB コードKldB 名称（ドイツ語）関係
71594Führungskräfte - Personalwesen und -dienstleistung範囲が同じ

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)

日本職業分類との対応（JSCO）

この職業と JSCO の職業との対応で、AI Changing Work が AI モデルを用いて判定したものです。関係はこの職業の側から読みます。

JSCO コードJSCO 名称（日本語）関係
031会社管理職員この職業のほうが狭い

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)

このページのデータの出典・ライセンスと AI Changing Work による改変・翻訳の告知：クレジットと出典