Human Resources Specialists
Business and Financial Operations Occupations- O*NET-SOC コード
- 13-1071.00
Recruit, screen, interview, or place individuals within an organization. May perform other activities in multiple human resources areas.
職業名とタスク記述は、公表された英語のまま表示します。ラベル（タスクの種類を含む）は翻訳しています。
AI露出度
- データ出典: BLS公表時点: 2026-08
非常に高い· 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
- データ出典: Anthropic公表時点: 2026-03
0.403
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
- データ出典: ILO公表時点: 2025
0.39–0.45· ISCO-08職業グループ2件
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
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。
結び付けたISCO-08グループごとのILO値
- ISCO-08 2423Personnel and Careers Professionals0.45
- ISCO-08 3333Employment agents and contractors0.39
AI 曝露度（OpenAI ルーブリック）
評価済みタスク 26 件 · β ≥ 0.5 のタスク 25 件（96.2%）
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
タスク
O*NET® 31.0 Database のタスク記述です。コアタスクを先に表示します。
| タスク | 種類 | β（OpenAI） |
|---|---|---|
| Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns. | コア | 0 |
| Analyze employment-related data and prepare required reports. | コア | 0.5 |
| Conduct exit interviews and ensure that necessary employment termination paperwork is completed. | コア | 1 |
| Confer with management to develop or implement personnel policies or procedures. | コア | 0.5 |
| Contact job applicants to inform them of the status of their applications. | コア | 1 |
| Develop or implement recruiting strategies to meet current or anticipated staffing needs. | コア | 0.5 |
| Hire employees and process hiring-related paperwork. | コア | 0.5 |
| Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities. | コア | 1 |
| Interpret and explain human resources policies, procedures, laws, standards, or regulations. | コア | 1 |
| Interview job applicants to obtain information on work history, training, education, or job skills. | コア | 0.5 |
| Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms. | コア | 1 |
| Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA). | コア | 1 |
| 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. | コア | 0.5 |
| Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software. | コア | 1 |
| Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues. | コア | 0.5 |
| Review employment applications and job orders to match applicants with job requirements. | コア | 0.5 |
| Schedule or conduct new employee orientations. | コア | 0.5 |
| Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate. | コア | 0.5 |
| Advise management on organizing, preparing, or implementing recruiting or retention programs. | コア | 0.5 |
| Conduct reference or background checks on job applicants. | 補足 | 0.5 |
| Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees. | 補足 | 0.5 |
| Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs. | 補足 | 0.5 |
| Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed. | 補足 | 0.5 |
| Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel. | 補足 | 0.5 |
| Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes. | 補足 | 1 |
| Administer employee benefit plans. | 補足 | 0.5 |
職業情報
出典と帰属表示
This page includes information from the O*NET® 31.0 Database (https://www.onetcenter.org/database.html) by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license (https://creativecommons.org/licenses/by/4.0/). O*NET® is a trademark of USDOL/ETA. AI Changing Work has modified all or some of this information: the O*NET-SOC code, title and task statements are reproduced in English without change; task-type labels are shown in the page's language and tasks are listed core first; any Korean occupation title shown on the Korean-language page is AI Changing Work's translation; any KSCO-8 unit groups linked to this occupation were paired with it by AI Changing Work's judgment, and the relation labels and statuses are AI Changing Work's additions. USDOL/ETA has not approved, endorsed, or tested these modifications.
Any AI exposure figures on this page are published by third parties, not by AI Changing Work, and none is part of the O*NET information. OpenAI publishes task-level scores (MIT License) for O*NET 27.2 task statements; each is shown next to the O*NET 31.0 task statement with the same task ID, whose wording can differ from the 27.2 statement that was scored. OpenAI also publishes occupation-level scores for O*NET-SOC codes in the same release, and any such score is shown on the O*NET occupation with the same code. Anthropic publishes an observed exposure index in the Anthropic Economic Index (CC-BY), and the U.S. Bureau of Labor Statistics publishes relative AI exposure categories (public domain); both are published per SOC code, and each value is shown on every O*NET occupation with that code. The International Labour Organization publishes a generative AI exposure index in ILO Working Paper 140 (CC BY 4.0) for ISCO-08 unit groups; AI Changing Work links those groups to O*NET occupations by applying the U.S. Bureau of Labor Statistics ISCO-08 to 2010 SOC and 2010 SOC to 2018 SOC crosswalks as published, without case-by-case selection, and these crosswalks match many groups only in part. Where several unit groups are linked, each group's published value is listed, and any summary shows only the lowest and highest of those values with the number of groups; no exposure figure is averaged or recalculated. Any employment figures are published by the U.S. Bureau of Labor Statistics for the SOC group containing this occupation. Each source is credited where its figures are shown.
O*NET OnLine: 13-1071.00 Human Resources Specialists
KSCO 코드·명칭: 한국표준직업분류(제8차 개정) — 통계청 고시 제2024-328호 (2024-07-01 고시, 2025-01-01 시행). 저작권법 제7조 제2호의 고시 항목이다. 명칭 표기(가운뎃점·띄어쓰기)는 해설서 2차 정오 반영판의 표기를 따랐으며, 고시 항목표와는 18개 명칭에서 가운뎃점 글리프나 띄어쓰기만 다르다. 통계청은 2025년 10월 국가데이터처로 개편되었다. 이 페이지의 KSCO 연결은 통계청·국가데이터처의 공식 연계표가 아니다.