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Management of Personnel Resources

Cross-functional skill · O*NET work requirement

Motivating, developing, and directing people as they work, identifying the best people for the job.

In the O*NET occupational database, Management of Personnel Resources is a skill that work requires. O*NET rates how important it is (1–5) and what level of it a job needs (0–7) for every U.S. occupation. It is rated as important (3 or higher) in 192 of 894 occupations.

Breadth here means how widely O*NET rates this skill as important across occupations — not that it is rare, high-paying, or currently in employer demand.

Occupations that rely most on Management of Personnel Resources

Ranked by O*NET importance to the occupation (1–5). Bars are sized against the 1–5 scale; the level column is what depth of the skill the job needs (0–7).

Occupation Importance Score Level
Chief Executives 4.3 5.3
Human Resources Managers 4.3 4.8
Construction Managers 4.1 4.1
Education Administrators, Kindergarten through Secondary 4.1 4.8
First-Line Supervisors of Food Preparation and Serving Workers 4.0 3.9
First-Line Supervisors of Material-Moving Machine and Vehicle Operators 4.0 3.8
First-Line Supervisors of Non-Retail Sales Workers 4.0 4.0
First-Line Supervisors of Police and Detectives 4.0 4.0
Gambling Managers 4.0 4.0
Lodging Managers 4.0 4.0
Medical and Health Services Managers 4.0 4.1
Purchasing Managers 4.0 4.0
Biofuels Production Managers 3.9 3.6
Chefs and Head Cooks 3.9 3.9
Coaches and Scouts 3.9 4.4
First-Line Supervisors of Landscaping, Lawn Service, and Groundskeeping Workers 3.9 3.9
First-Line Supervisors of Mechanics, Installers, and Repairers 3.9 4.0
First-Line Supervisors of Production and Operating Workers 3.9 3.8
Food Service Managers 3.9 3.9
Industrial Production Managers 3.9 4.3
Information Technology Project Managers 3.9 4.0
Media Programming Directors 3.9 3.8
Postmasters and Mail Superintendents 3.9 3.5
Sales Managers 3.9 4.0
Social and Community Service Managers 3.9 4.4
Spa Managers 3.9 3.9
Aircraft Cargo Handling Supervisors 3.8 3.8
Biomass Power Plant Managers 3.8 4.1
Education Administrators, Postsecondary 3.8 4.0
Education and Childcare Administrators, Preschool and Daycare 3.8 4.0
First-Line Supervisors of Correctional Officers 3.8 4.0
First-Line Supervisors of Office and Administrative Support Workers 3.8 3.8
First-Line Supervisors of Personal Service Workers 3.8 3.9
First-Line Supervisors of Security Workers 3.8 3.8
General and Operations Managers 3.8 4.0
Hydroelectric Production Managers 3.8 3.8
Preventive Medicine Physicians 3.8 4.3
Recycling Coordinators 3.8 3.5
Security Managers 3.8 3.8
Solar Energy Installation Managers 3.8 3.9

Showing the top 40 of 192 occupations where this is important.

How AI is used by roles that need Management of Personnel Resources

This skill is not itself "being automated" — but we can look at the roles for which O*NET rates it important and ask how those people actually use AI. This rolls the Anthropic Economic Index per-role signal up across those roles (importance-weighted). 64.1% of the 192 roles where this is important carry observed AI-usage data (123 roles).

Across those roles, 47.9% of AI conversations are people working with AI and 30.3% hand a task to AI , with an average autonomy of 3.69 / 5.

Collaboration pattern Share What it means
directive 28.7% AI does it; you give the instruction
task iteration 27.1% you and AI go back and forth
learning 18.5% you ask AI to explain or teach
validation 2.3% you do it; AI checks your work
feedback loop 1.6% AI does it, then adjusts from your feedback

Roles behind this signal

The roles where this skill is most important and that also have the most AEI data. "Works with AI" is the role's share of conversations that augment rather than automate.

Occupation Importance Works with AI Autonomy
English Language and Literature Teachers, Postsecondary 3.0 63.2% 4.0/5
Editors 3.0 68.2% 4.0/5
Instructional Coordinators 3.1 53.1% 4.0/5
Physics Teachers, Postsecondary 3.0 65.9% 4.0/5
Nursing Instructors and Teachers, Postsecondary 3.0 65.8% 3.8/5
Clergy 3.4 60.3% 4.0/5
Advertising and Promotions Managers 3.1 61.8% 4.0/5
Chief Executives 4.3 65.7% 3.0/5
Industrial-Organizational Psychologists 3.4 71.5% 4.0/5
First-Line Supervisors of Office and Administrative Support Workers 3.8 62.6% 3.0/5
Pharmacists 3.4 73.9% 3.5/5
Education Administrators, Elementary and Secondary School 4.1 56.5% 4.0/5

Source: Anthropic Economic Index (2026-01-15-v4-plus-2025-03-27-v2) over a sample of Claude.ai Free and Pro conversations — not all AI tools and not the whole workforce. Shares are of observed conversations, weighted by how important this skill is to each role; some conversations are left unclassified by Anthropic's taxonomy, so shares need not sum to 100.

Industries that concentrate this

Where Management of Personnel Resources matters most across the economy. Employment reach is the share of an industry's workers in occupations that significantly rely on Management of Personnel Resources (O*NET importance ≥ 3 of 5). Concentration compares that reach to the national average industry, so a value above 1× means the requirement is more pervasive here than across the economy as a whole.

Nationally, about 16.6% of workers are in occupations that significantly rely on Management of Personnel Resources (measured across 67 industries).

Sectors with the most such workers

Sector Workers Employment reach
Health Care and Social Assistance 3,343,020 14.5%
Professional, Scientific, and Technical Services 2,909,440 27.0%
Accommodation and Food Services 2,225,150 15.6%
Retail Trade 2,163,770 13.9%
Educational Services 2,013,690 14.8%
Manufacturing 1,809,030 14.2%
Construction 1,500,490 18.5%
Finance and Insurance 1,332,930 21.4%
Administrative and Support and Waste Management and Remediation Services 1,159,030 12.8%
Wholesale Trade 1,001,630 16.6%
Management of Companies and Enterprises 959,340 34.1%
Other Services (except Public Administration) 764,390 17.3%

Industries where it is most concentrated

Industry Level Concentration Employment reach
Exterminating and Pest Control Services National industry 4.44× 73.7%
Engineering Services National industry 2.36× 39.1%
Nuclear Electric Power Generation National industry 2.27× 37.7%
Television Broadcasting Stations National industry 2.22× 36.9%
Management of Companies and Enterprises Sector 2.05× 34.1%
Research and Development in the Social Sciences and Humanities National industry 1.79× 29.7%
Newspaper Publishers National industry 1.69× 28.1%
Professional, Scientific, and Technical Services Sector 1.63× 27.0%
Mining, Quarrying, and Oil and Gas Extraction Sector 1.63× 27.0%
Direct Health and Medical Insurance Carriers National industry 1.63× 27.0%
Utilities Sector 1.58× 26.2%
Fossil Fuel Electric Power Generation National industry 1.58× 26.3%

Reach is a measure of how widespread a requirement is across an industry's workforce, not how intensively any individual uses it. Sector worker counts come from BLS OEWS employment; the significance threshold and tool use come from O*NET. Industries shown by concentration are filtered to a real worker base so a tiny specialty cannot top the list on rounding.

Capabilities required by many of the same occupations — a measure of which skills, knowledge and abilities tend to travel together, not a judgment of similarity.

Capability Type Shared occupations
Negotiation Cross-functional skill 137
Persuasion Cross-functional skill 158
Learning Strategies Basic skill 158
Instructing Cross-functional skill 169
Systems Evaluation Cross-functional skill 142
Systems Analysis Cross-functional skill 152
Personnel and Human Resources Knowledge 88
Fluency of Ideas Ability 173
Originality Ability 153
Social Perceptiveness Cross-functional skill 185
Active Learning Basic skill 184
Administration and Management Knowledge 150

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.

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

Cite this page
Plain

Singulariki. "Management of Personnel Resources." Singulariki: a source-backed encyclopedia of work. Built from O*NET 30.3; BLS Occupational Employment and Wage Statistics (OEWS) May 2024; Census NAICS 2022; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27). Accessed June 7, 2026. https://singulariki.com/skills/management-of-personnel-resources

APA

Singulariki. (2026). Management of Personnel Resources. Singulariki: a source-backed encyclopedia of work. Retrieved June 7, 2026, from https://singulariki.com/skills/management-of-personnel-resources

BibTeX 
@misc{singulariki-management-of-personnel-resources,
  title  = {Management of Personnel Resources},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; BLS Occupational Employment and Wage Statistics (OEWS) May 2024; Census NAICS 2022; Anthropic Economic Index v4 (2026-01-15) + v2 (2025-03-27). Accessed June 7, 2026},
  url    = {https://singulariki.com/skills/management-of-personnel-resources}
}

Citations name the underlying public dataset releases — they reflect what this page is built from, not just the URL.