Conduct employee training programs.

Conduct employee training programs. is a detailed work activity in O*NET — a concrete unit of work shared across 23 occupations and seen in 37 occupation-specific tasks. It rolls up into the broader work activity Train others on operational or work procedures. in Training and Teaching Others .

Detailed work activities are the most granular shared layer in O*NET's work-activity hierarchy (Generalized → Intermediate → Detailed → occupation-specific task). The figures below describe how this activity shows up across the economy and what independent studies measure about AI and this kind of work — not a prediction that the work will be automated.

AI exposure

Of the 37 tasks under this activity that the OpenAI / Eloundou “GPTs are GPTs” study rated, 24 (65%) are flagged as directly exposed to language models (E1) or exposed via model-powered tools (E2).

The Anthropic Economic Index observes real AI use on 3 of these tasks, with a mean mapped-usage share of 0.013% per task.

Exposure estimates overlap with model capabilities — whether a model could speed the task up — not whether the work will be done by software. Observed AI use is augmentation and assistance today, not jobs replaced.

Member tasks

Occupation-specific tasks O*NET maps to this detailed work activity, most important first.

• Hire and train employees, and evaluate their performance. · Postmasters and Mail Superintendents · importance 4.4 · exposure with tools
• Train staff members. · Lodging Managers · importance 4.4 · no direct exposure
• 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 · importance 4.4 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff and recommend personnel actions for programs and services. · Education and Childcare Administrators, Preschool and Daycare · importance 4.3 · exposure with tools
• Train or coordinate the training of employees in operations, safety, environmental issues, or technical issues. · Wind Energy Operations Managers · importance 4.3 · exposure with tools
• Train loss prevention staff, retail managers, or store employees on loss control and prevention measures. · Loss Prevention Managers · importance 4.2 · no direct exposure
• Train new workers or evaluate their performance. · Gambling Managers · importance 4.2 · exposure with tools
• Recruit, hire, train, and evaluate primary and supplemental staff. · Education Administrators, Kindergarten through Secondary · importance 4.2 · exposure with tools
• Plan, implement, and administer programs and services in a health care or medical facility, including personnel administration, training, and coordination of medical, nursing and physical plant staff. · Medical and Health Services Managers · importance 4.2 · exposure with tools
• Conduct or facilitate training sessions or seminars for wellness and fitness staff. · Fitness and Wellness Coordinators · importance 4.2 · no direct exposure
• Conduct orientation sessions and arrange on-the-job training for new hires. · Training and Development Managers · importance 4.2 · exposure with tools
• Plan and lead professional development activities for teachers, administrators, and support staff. · Education Administrators, Kindergarten through Secondary · importance 4.2 · exposure with tools
• Train instructors and supervisors in techniques and skills for training and dealing with employees. · Training and Development Managers · importance 4.2 · no direct exposure
• Instruct staff in quality control and analytical procedures. · Quality Control Systems Managers · importance 4.1 · exposure with tools
• Interview and hire staff, and oversee staff training. · Purchasing Managers · importance 4.1 · no direct exposure
• Provide employee training on compliance related topics, policies, or procedures. · Compliance Managers · importance 4.1 · exposure with tools
• Select and train postmasters and managers of associate postal units. · Postmasters and Mail Superintendents · importance 4.1 · exposure with tools
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. · Human Resources Managers · importance 4.1 · no direct exposure
• Direct or conduct recruitment, hiring, and training of personnel. · Medical and Health Services Managers · importance 4.1 · exposure with tools
• Provide training to subordinate or new employees to improve biofuels plant safety or increase the production of biofuels. · Biofuels Production Managers · importance 4.0 · exposure with tools
• Instruct research staff in scientific and procedural aspects of studies including standards of care, informed consent procedures, or documentation procedures. · Clinical Research Coordinators · importance 4.0 · exposure with tools
• Recruit, hire, train, and terminate departmental personnel. · Education Administrators, Postsecondary · importance 4.0 · exposure with tools
• Conduct classes to teach procedures to staff. · Facilities Managers · importance 3.9 · no direct exposure
• Recruit, hire, train and supervise staff, or participate in staffing decisions. · Computer and Information Systems Managers · importance 3.9 · exposure with tools
• Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. · Compensation and Benefits Managers · importance 3.9 · no direct exposure
• Hire, train, evaluate, or discharge staff or resolve personnel grievances. · Industrial Production Managers · importance 3.9 · no direct exposure
• Perform personnel functions, such as selection, training, or evaluation. · General and Operations Managers · importance 3.8 · exposure with tools
• Interview, select, and train warehouse and supervisory personnel. · Transportation, Storage, and Distribution Managers · importance 3.8 · no direct exposure
• Train subordinate security professionals or other organization members in security rules and procedures. · Security Managers · importance 3.8 · no direct exposure
• Train staff in regulatory policies or procedures. · Regulatory Affairs Managers · importance 3.7 · exposure with tools
• Lead staff training and development in budgeting and financial management areas. · Treasurers and Controllers · importance 3.7 · exposure with tools
• Conduct or arrange for ongoing technical training and personal development classes for staff members. · Training and Development Managers · importance 3.6 · exposure with tools
• Train and direct workers engaged in developing and producing advertisements. · Advertising and Promotions Managers · importance 3.6 · exposure with tools
• Develop instructional materials and conduct in-service and community-based educational programs. · Medical and Health Services Managers · importance 3.4 · exposure with tools
• Develop innovative technology or train staff for its implementation. · Natural Sciences Managers · importance 3.3 · exposure with tools
• Conduct classes to teach procedures to staff. · Administrative Services Managers · importance 3.2 · no direct exposure
• Hire, supervise, and train support workers. · Farmers, Ranchers, and Other Agricultural Managers · no direct exposure

Occupations that perform this

• Postmasters and Mail Superintendents
• Lodging Managers
• Training and Development Managers
• Education and Childcare Administrators, Preschool and Daycare
• Wind Energy Operations Managers
• Gambling Managers
• Education Administrators, Kindergarten through Secondary
• Medical and Health Services Managers
• Fitness and Wellness Coordinators
• Quality Control Systems Managers
• Purchasing Managers
• Human Resources Managers
• Clinical Research Coordinators
• Education Administrators, Postsecondary
• Facilities Managers
• Computer and Information Systems Managers
• Compensation and Benefits Managers
• General and Operations Managers
• Transportation, Storage, and Distribution Managers
• Treasurers and Controllers
• Advertising and Promotions Managers
• Administrative Services Managers
• Farmers, Ranchers, and Other Agricultural Managers

Sources for this page

Every figure above traces to a named public dataset and the exact release below — not hand-written opinion. See the full methodology for what each measure does and does not mean.

• O*NET 30.3 U.S. Department of Labor / National Center for O*NET Development
• Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27) Anthropic
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

Data compiled June 2, 2026. Figures are estimates, not advice.

@misc{singulariki-conduct-employee-training-programs,
  title  = {Conduct employee training programs.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27); “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/detailed-activities/conduct-employee-training-programs}
}