Facilitate organizational development and change.

“Facilitate organizational development and change.” is a core task performed by Industrial-Organizational Psychologists. Among the occupation's 25 rated tasks, workers place it 19th by importance (#7 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.

• Implement procedures or processes. in Making Decisions and Solving Problems
• Advise others on business or operational matters. in Providing Consultation and Advice to Others

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: T1.

Other tasks in this occupation

• Provide advice on best practices and implementation for selection. · importance 4.7
• Develop and implement employee selection or placement programs. · importance 4.6
• Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion. · importance 4.5
• Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs. · importance 4.5
• Observe and interview workers to obtain information about the physical, mental, and educational requirements of jobs, as well as information about aspects such as job satisfaction. · importance 4.3
• Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions. · importance 4.3
• Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency. · importance 4.2
• Conduct presentations on research findings for clients or at research meetings. · importance 4.2
• Coach senior executives and managers on leadership and performance. · importance 4.1
• Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion. · importance 4.0
• Train clients to administer human resources functions, including testing, selection, and performance management. · importance 4.0
• Assess employee performance. · importance 4.0
• Identify training and development needs. · importance 4.0
• Formulate and implement training programs, applying principles of learning and individual differences. · importance 3.9

See all tasks on the Industrial-Organizational Psychologists 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
• “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130 OpenAI / academic

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

@misc{singulariki-task-7571,
  title  = {Facilitate organizational development and change.},
  author = {{Singulariki}},
  year   = {2026},
  note   = {O*NET 30.3; “GPTs are GPTs” (Eloundou et al.) arXiv 2303.10130. Accessed June 7, 2026},
  url    = {https://singulariki.com/tasks/task-7571}
}