Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.

“Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.” is a core task performed by Human Resources Managers. Among the occupation's 26 rated tasks, workers place it 21st by importance (#6 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.

• Advise others on business or operational matters. in Providing Consultation and Advice to Others
• Advise others on legal or regulatory 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: 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.

• 0.006% share of AI-use records mapped to this task
• 94% of that use is work-related
• Average autonomy of the AI: 3.6 (1–5; higher = more autonomous)
• 94% 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

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. · importance 4.7
• Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. · importance 4.5
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. · importance 4.5
• Represent organization at personnel-related hearings and investigations. · importance 4.4
• Negotiate bargaining agreements and help interpret labor contracts. · importance 4.3
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. · importance 4.1
• Identify staff vacancies and recruit, interview, and select applicants. · importance 4.0
• Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. · importance 4.0
• 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. · importance 4.0
• Investigate and report on industrial accidents for insurance carriers. · importance 4.0
• Administer compensation, benefits, and performance management systems, and safety and recreation programs. · importance 3.9
• Prepare and follow budgets for personnel operations. · importance 3.9
• Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. · importance 3.8
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. · importance 3.7

See all tasks on the Human Resources 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-987,
  title  = {Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes.},
  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-987}
}