薪酬福利经理
管理AI暴露度
- 数据来源: BLS发布时间: 2026-08
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
0.000
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
0.36
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 60%。
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
显示隐藏的 18 项工作| Task | Claude.aiRaw / share % | APIRaw / 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.11-3111 | 0.002721.8 | 0.0024100.0 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.11-3111 | 0.002217.6 | —0 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.11-3111 | 0.002217.6 | —0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.11-3111 | 0.002116.8 | —0 |
Develop methods to improve employment policies, processes, and practices, and recommend changes to management.11-3111 | 0.001713.4 | —0 |
Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.11-3111 | 0.001612.6 | —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 |
|---|---|
Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.O*NET Task ID 3267 | 1.0 |
Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.O*NET Task ID 3283 | 1.0 |
Conduct exit interviews to identify reasons for employee termination.O*NET Task ID 3286 | 1.0 |
Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.O*NET Task ID 3266 | 0.5 |
Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.O*NET Task ID 3268 | 0.5 |
Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.O*NET Task ID 3271 | 0.5 |
Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.O*NET Task ID 3272 | 0.5 |
Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.O*NET Task ID 3273 | 0.5 |
Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.O*NET Task ID 3274 | 0.5 |
Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.O*NET Task ID 3275 | 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