ISCO-08 1212
Human resource managers
89.5%
ADI · 67th of 433 · 95% interval 80.0–96.7
An AI agent can at least partly carry out 89.5% of the task time of human resource managers, and finish 0.0% alone. The barrier that holds most of the rest back is access to the systems the work runs on.
ADI · partial or full89.5%
67th of 433 · interval 80.0–96.7
ADI3 · full delegation0.0%
201st of 433 · interval 0.0–0.0
ADIs · share of time56.6%
76th of 433 · interval 53.8–59.4
Evidence60
task statements rated by two models and weighted by importance and frequency. World employment: 6.0 million.
Task weight by level
How the tasks rate
L0No meaningful role · 0.0%L1Augmentation · 10.5%L2Partial delegation · 89.5%L3Full delegation · 0.0%
Barriers
What stops the agent
Share of task weight flagged by each barrier; a task can carry several.
60 task statements, heaviest first
| Task statement (O*NET occupation) | Sonnet · Haiku | Barriers | ||||
|---|---|---|---|---|---|---|
| Analyze training needs to develop new training programs or modify and improve existing programs.Training and Development Managers | 4.2% | L2 | L2L2 | 60% | 24 h | Trust and care, Access to systems |
| 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.Training and Development Managers | 4.0% | L2 | L2L2 | 58% | 22 h | Trust and care |
| Develop and organize training manuals, multimedia visual aids, and other educational materials.Training and Development Managers | 3.6% | L2 | L2L2 | 70% | 10 h | Access to systems |
| Evaluate instructor performance and the effectiveness of training programs, providing recommendations for improvement.Training and Development Managers | 3.5% | L2 | L2L2 | 62% | 6.0 h | Trust and care, Access to systems |
| Conduct orientation sessions and arrange on-the-job training for new hires.Training and Development Managers | 3.1% | L2 | L2L2 | 48% | 5.5 h | Trust and care, Access to systems |
| Confer with management and conduct surveys to identify training needs based on projected production processes, changes, and other factors.Training and Development Managers | 2.9% | L2 | L2L2 | 52% | 6.0 h | Trust and care, Access to systems |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.Compensation and Benefits Managers | 2.9% | L1 | L1L2 | 35% | 5.0 h | Accountability, Trust and care, Access to systems |
| Train instructors and supervisors in techniques and skills for training and dealing with employees.Training and Development Managers | 2.8% | L2 | L2L2 | 50% | 6.0 h | Trust and care |
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.Human Resources Managers | 2.7% | L2 | L2L2 | 48% | 1.0 h | Accountability, Trust and care, Access to systems |
| Conduct or arrange for ongoing technical training and personal development classes for staff members.Training and Development Managers | 2.6% | L2 | L2L2 | 55% | 6.5 h | Trust and care, Access to systems |
| Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.Compensation and Benefits Managers | 2.5% | L2 | L2L2 | 58% | 35 min | Trust and care, Access to systems |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.Human Resources Managers | 2.5% | L1 | L1L2 | 35% | 5.0 h | Accountability, Trust and care, Access to systems |
| Develop testing and evaluation procedures.Training and Development Managers | 2.3% | L2 | L2L2 | 68% | 6.0 h | Access to systems |
| Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.Compensation and Benefits Managers | 2.2% | L2 | L2L2 | 62% | 3.3 h | Accountability, Trust and care, Access to systems |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures.Human Resources Managers | 2.0% | L1 | L1L2 | 30% | 3.5 h | Accountability, Trust and care, Access to systems |
Show the other 45 tasks
| Task statement (O*NET occupation) | Sonnet · Haiku | Barriers | ||||
|---|---|---|---|---|---|---|
| Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.Compensation and Benefits Managers | 1.9% | L2 | L2L2 | 52% | 22 h | Accountability, Trust and care, Access to systems |
| Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.Compensation and Benefits Managers | 1.9% | L2 | L2L2 | 60% | 7.0 h | Accountability, Trust and care, Access to systems |
| Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.Compensation and Benefits Managers | 1.8% | L2 | L2L2 | 65% | 7.0 h | Access to systems |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.Human Resources Managers | 1.8% | L2 | L2L2 | 58% | 2.0 h | Accountability, Trust and care, Access to systems |
| Prepare training budget for department or organization.Training and Development Managers | 1.7% | L2 | L2L2 | 65% | 8.0 h | Access to systems |
| Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.Compensation and Benefits Managers | 1.7% | L2 | L2L2 | 58% | 22 h | Trust and care, Access to systems |
| Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.Compensation and Benefits Managers · supplemental task | 1.6% | L2 | L2L2 | 52% | 4.0 h | Trust and care |
| Develop methods to improve employment policies, processes, and practices, and recommend changes to management.Compensation and Benefits Managers | 1.6% | L2 | L2L2 | 55% | 6.0 h | Trust and care, Access to systems |
| Identify staff vacancies and recruit, interview, and select applicants.Human Resources Managers | 1.6% | L2 | L2L2 | 58% | 20 h | Accountability, Trust and care, Access to systems |
| Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.Compensation and Benefits Managers | 1.6% | L2 | L2L2 | 62% | 5.0 h | Trust and care, Access to systems |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.Human Resources Managers | 1.6% | L2 | L2L2 | 62% | 25 min | Trust and care, Access to systems |
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.Human Resources Managers | 1.6% | L2 | L2L3 | 80% | 3.5 h | Access to systems |
| Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).Compensation and Benefits Managers | 1.5% | L2 | L2L2 | 65% | 14 h | Accountability, Access to systems |
| Administer compensation, benefits, and performance management systems, and safety and recreation programs.Human Resources Managers | 1.5% | L2 | L2L2 | 55% | 5.5 h | Physical presence, Accountability, Trust and care, Access to systems |
| 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.Human Resources Managers | 1.5% | L2 | L2L2 | 70% | 6.0 h | Access to systems |
| Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.Compensation and Benefits Managers | 1.5% | L2 | L2L2 | 52% | 22 h | Accountability, Trust and care, Access to systems |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.Human Resources Managers | 1.4% | L2 | L2L2 | 58% | 7.0 h | Trust and care, Access to systems |
| Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.Compensation and Benefits Managers | 1.4% | L2 | L2L2 | 60% | 6.0 h | Accountability, Trust and care, Access to systems |
| Allocate human resources, ensuring appropriate matches between personnel.Human Resources Managers | 1.4% | L2 | L2L2 | 58% | 2.4 h | Accountability, Trust and care, Access to systems |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.Compensation and Benefits Managers | 1.4% | L2 | L2L2 | 70% | 5.0 h | Access to systems |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.Human Resources Managers | 1.3% | L2 | L2L2 | 48% | 6.0 h | Accountability, Trust and care, Access to systems |
| Conduct exit interviews to identify reasons for employee termination.Human Resources Managers | 1.3% | L2 | L2L2 | 58% | 1.0 h | Trust and care, Access to systems |
| Coordinate established courses with technical and professional courses provided by community schools, and designate training procedures.Training and Development Managers · supplemental task | 1.3% | L2 | L2L2 | 55% | 5.5 h | Accountability, Trust and care, Access to systems |
| Review and evaluate training and apprenticeship programs for compliance with government standards.Training and Development Managers | 1.3% | L2 | L2L2 | 60% | 6.0 h | Accountability, Trust and care, Access to systems |
| Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.Compensation and Benefits Managers · supplemental task | 1.3% | L2 | L2L2 | 72% | 3.3 h | Access to systems |
| 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.Compensation and Benefits Managers · supplemental task | 1.2% | L2 | L2L2 | 65% | 6.0 h | Access to systems |
| Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.Compensation and Benefits Managers · supplemental task | 1.1% | L2 | L2L2 | 58% | 2.5 h | Accountability, Trust and care |
| Prepare budgets for personnel operations.Compensation and Benefits Managers · supplemental task | 1.1% | L2 | L2L2 | 62% | 6.0 h | Access to systems |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements.Human Resources Managers | 1.1% | L2 | L2L2 | 60% | 6.0 h | Accountability, Access to systems |
| Prepare and follow budgets for personnel operations.Human Resources Managers | 1.0% | L2 | L2L2 | 62% | 6.0 h | Access to systems |
| Analyze training needs to design employee development, language training, and health and safety programs.Human Resources Managers | 1.0% | L2 | L2L2 | 60% | 8.0 h | Accountability, Trust and care, Access to systems |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.Human Resources Managers | 1.0% | L2 | L2L2 | 72% | 4.0 h | Access to systems |
| Develop, administer, and evaluate applicant tests.Human Resources Managers · supplemental task | 1.0% | L2 | L2L2 | 60% | 6.5 h | Accountability, Access to systems |
| Investigate and report on industrial accidents for insurance carriers.Human Resources Managers | 0.9% | L2 | L2L2 | 50% | 6.0 h | Physical presence, Accountability, Trust and care, Access to systems |
| Oversee the evaluation, classification, and rating of occupations and job positions.Human Resources Managers | 0.9% | L2 | L2L2 | 60% | 5.0 h | Trust and care, Access to systems |
| Represent organization at personnel-related hearings and investigations.Human Resources Managers | 0.9% | L1 | L1L2 | 30% | 6.0 h | Accountability, Trust and care, Access to systems |
| Contract with vendors to provide employee services, such as food services, transportation, or relocation service.Compensation and Benefits Managers · supplemental task | 0.9% | L2 | L2L2 | 58% | 24 h | Accountability, Trust and care, Access to systems |
| Prepare personnel forecast to project employment needs.Human Resources Managers | 0.9% | L2 | L2L2 | 68% | 8.0 h | Access to systems |
| Prepare personnel forecasts to project employment needs.Compensation and Benefits Managers · supplemental task | 0.8% | L2 | L2L2 | 65% | 8.0 h | Access to systems |
| Negotiate bargaining agreements and help interpret labor contracts.Human Resources Managers | 0.8% | L1 | L1L2 | 38% | 22 h | Accountability, Trust and care, Access to systems |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.Human Resources Managers | 0.8% | L2 | L2L2 | 55% | 22 h | Accountability, Trust and care, Access to systems |
| Negotiate bargaining agreements.Compensation and Benefits Managers · supplemental task | 0.8% | L1 | L1L2 | 32% | 25 h | Accountability, Trust and care |
| Represent organization at personnel-related hearings and investigations.Compensation and Benefits Managers · supplemental task | 0.7% | L1 | L1L2 | 35% | 6.0 h | Physical presence, Accountability, Trust and care |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service.Human Resources Managers · supplemental task | 0.5% | L2 | L2L2 | 60% | 8.0 h | Accountability, Trust and care, Access to systems |
| Provide terminated employees with outplacement or relocation assistance.Human Resources Managers · supplemental task | 0.5% | L2 | L2L2 | 55% | 4.0 h | Trust and care, Access to systems |
Level: consensus of the two models (the lower level when they disagree). Share: part of the task’s working time an agent could take over. Human time: minutes a competent person needs for one instance, as estimated by the models.
Against other measures
Exposure is not delegation
| Measure | Value | Percentile | Pct |
|---|---|---|---|
| ADI (this index) | 89.5% | 85 | |
| Eloundou et al. (2024), GPT exposure β | 0.492 | 76 | |
| Felten et al. (2021), AI occupational exposure | 1.301 | 94 | |
| Webb (2020), AI patent exposure | 75 | 67 | |
| Eisfeldt et al. (2026), generative AI exposure | 0.434 | 82 | |
| Anthropic Economic Index, observed use | 0.126 | 76 |
Earlier indices measure whether AI can touch a task; ADI measures how much of it an agent can carry out from a goal. – : the source does not cover this occupation.
Same sub-major group (12)
Neighbouring occupations
| Occupation | ADI | % |
|---|---|---|
| Advertising and public relations managers 1222 | 89.9 | |
| Policy and planning managers 1213 | 88.6 | |
| Sales and marketing managers 1221 | 87.7 | |
| Research and development managers 1223 | 87.2 | |
| Finance managers 1211 | 86.8 | |
| Business services and administration managers not elsewhere classified 1219 | 80.7 |
Dashed line: human resource managers (89.5%).
Cite this record
Text
Espinal Maya, Cristian, and Santiago Jiménez Londoño. 2026. ADI v2026.1: Agent Delegability Index data, code and MCP server. Zenodo. https://doi.org/10.5281/zenodo.23552918. Record: Human resource managers (ISCO-08 1212), https://balamlabs.org/adi/occupations/1212
BibTeX
@misc{espinal2026adidata,
title = {{ADI} v2026.1: Agent Delegability Index data, code and {MCP} server},
author = {Espinal Maya, Cristian and Jim{\'e}nez Londo{\~n}o, Santiago},
year = {2026},
publisher = {Zenodo},
version = {v2026.1},
doi = {10.5281/zenodo.23552918},
url = {https://doi.org/10.5281/zenodo.23552918},
note = {Record: Human resource managers (ISCO-08 1212)}
}Machine-readable
The same record as static JSON, with its citation: /adi/v2026.1/isco/1212.json.