薪酬分析师
商业与金融AI暴露度
- 数据来源: BLS发布时间: 2026-08
很高· 相对
低四级相对区间很高职业群单位数值
尺度 · 母数 · 来源
四级相对类别（低 / 中等 / 高 / 很高）
以BLS就业预测表中831个细分职业为基数。取值按 NEM（全国就业矩阵）代码给定，因此共用同一 NEM 代码的职业得到相同分档
- 数据来源: Anthropic发布时间: 2026-03
0.065
0.000此处所载数值的范围0.745尺度 · 母数 · 来源
- 数据来源: ILO发布时间: 2025
0.45
0.09此处所载数值的范围0.70职业群单位数值
尺度 · 母数 · 来源
生成式AI暴露度指数，按发布原值0–1
ISCO-08职业小类单位 — 共用同一代码的职业取值相同
本站计算，并非国际劳工组织发布的数值。在本站与 ILO 数据集相连的 1,012 个职业中，达到或高于此值的占 25%。
该来源发布的是什么性质的数值
BLS的类别是相对排位而非绝对水平，也不是一手测量：它把多项已发表研究给出的职业百分位排名归并为四个等级。它不是就业或工资预测，不是采用概率，也不区分自动化与增强。
Task-level exposure
仅显示有暴露的工作| Task | Claude.aiRaw / share % | APIRaw / share % |
|---|---|---|
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.13-1141 | 0.010050.0 | 0.00000.0 |
Prepare research results for publication in form of journals, books, manuals, and film.13-1141 | 0.010050.0 | —0 |
Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.13-1141 | 0.00000.0 | 0.0200100.0 |
Provide advice on the resolution of classification and salary complaints.13-1141 | 0.00000.0 | —0 |
Develop and administer compensation programs, such as merit or incentive pay.13-1141 | 0.00000.0 | —0 |
Ensure company compliance with federal and state laws, including reporting requirements. | —0 | 0.00000.0 |
| Not observed on any surface — 16 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. | ||
Assist in preparing and maintaining personnel records and handbooks. | —0 | —0 |
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers. | —0 | —0 |
Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies. | —0 | —0 |
Plan and develop curricula and materials for training programs and conduct training. | —0 | —0 |
Evaluate job positions, determining classification, exempt or non-exempt status, and salary. | —0 | —0 |
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. | —0 | —0 |
Prepare occupational classifications, job descriptions, and salary scales. | —0 | —0 |
Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information. | —0 | —0 |
Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. | —0 | —0 |
Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. | —0 | —0 |
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. | —0 | —0 |
Advise staff of individuals' qualifications. | —0 | —0 |
Assess need for and develop job analysis instruments and materials. | —0 | —0 |
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. | —0 | —0 |
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. | —0 | —0 |
Consult with, or serve as, technical liaison between business, industry, government, and union officials. | —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 |
|---|---|
Assist in preparing and maintaining personnel records and handbooks.O*NET Task ID 3357 | 1.0 |
Prepare research results for publication in form of journals, books, manuals, and film.O*NET Task ID 3372 | 1.0 |
Evaluate job positions, determining classification, exempt or non-exempt status, and salary.O*NET Task ID 3351 | 0.5 |
Ensure company compliance with federal and state laws, including reporting requirements.O*NET Task ID 3352 | 0.5 |
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.O*NET Task ID 3353 | 0.5 |
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.O*NET Task ID 3354 | 0.5 |
Provide advice on the resolution of classification and salary complaints.O*NET Task ID 3355 | 0.5 |
Prepare occupational classifications, job descriptions, and salary scales.O*NET Task ID 3356 | 0.5 |
Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.O*NET Task ID 3358 | 0.5 |
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.O*NET Task ID 3359 | 0.5 |
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.O*NET Task ID 3370 | 0.0 |
Consult with, or serve as, technical liaison between business, industry, government, and union officials.O*NET Task ID 3371 | 0.0 |
Speak at conferences and events to promote apprenticeships and related training programs.O*NET Task ID 3374 | 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