Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.

“Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.” is a core task performed by Compensation and Benefits Managers. Among the occupation's 24 rated tasks, workers place it 13th by importance (#12 most important). About 100% of workers say it is relevant to their job.

This is a single occupation-specific task statement from O*NET. The figures below describe how central the task is to the job and what independent studies measure about AI and this kind of work — not a prediction that the task will be automated.

Work activities this task rolls up to

O*NET groups concrete tasks into broader work activities shared across many occupations.

• Develop organizational policies, systems, or processes. in Developing Objectives and Strategies

AI exposure

The OpenAI / Eloundou “GPTs are GPTs” study rates this task E2. Exposure with tools — software built on top of a language model (not the model alone) could cut the time by at least half.

Exposure measures whether a model could meaningfully speed the task up — it is an estimate of overlap with model capabilities, not a measure of whether the work will be done by software. The study's intermediate score (β) for this task is 0.50. Automation potential label: T2.

How AI is actually used on this kind of task

The Anthropic Economic Index observes how people actually use AI on tasks like this one across millions of real conversations.

• 100% of that use is work-related
• 100% of interactions still needed a human in the loop

Observed AI use describes people choosing to use AI as a tool on this kind of task today. It is augmentation and assistance, not a measure of jobs replaced.

Other tasks in this occupation

• Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. · importance 4.7
• Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. · importance 4.7
• Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). · importance 4.6
• Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. · importance 4.5
• Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. · importance 4.4
• Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. · importance 4.2
• Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. · importance 4.2
• Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. · importance 4.2
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. · importance 4.1
• Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. · importance 3.9
• Develop methods to improve employment policies, processes, and practices, and recommend changes to management. · importance 3.9
• Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. · importance 3.9
• Prepare budgets for personnel operations. · importance 3.8
• Negotiate bargaining agreements. · importance 3.7

See all tasks on the Compensation and Benefits Managers page.

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-task-3274,
  title  = {Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.},
  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/tasks/task-3274}
}