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| Task | Importance |
|---|---|
| Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems. | 93% |
| Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. | 91% |
| Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. | 89% |
| Represent organization at personnel-related hearings and investigations. | 88% |
| Negotiate bargaining agreements and help interpret labor contracts. | 86% |
| Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes. | 86% |
| Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. | 81% |
| Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. | 81% |
| Identify staff vacancies and recruit, interview, and select applicants. | 81% |
| Investigate and report on industrial accidents for insurance carriers. | 80% |
| 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. | 80% |
| Administer compensation, benefits, and performance management systems, and safety and recreation programs. | 78% |
| Prepare and follow budgets for personnel operations. | 78% |
| Maintain records and compile statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates. | 75% |
| Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. | 73% |
| Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization. | 72% |
| Conduct exit interviews to identify reasons for employee termination. | 72% |
| Oversee the evaluation, classification, and rating of occupations and job positions. | 71% |
| Analyze training needs to design employee development, language training, and health and safety programs. | 71% |
| Allocate human resources, ensuring appropriate matches between personnel. | 71% |
| Prepare personnel forecast to project employment needs. | 70% |
| Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. | 67% |
| Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards. | 63% |
| Develop, administer, and evaluate applicant tests. | 56% |
| Contract with vendors to provide employee services, such as food service, transportation, or relocation service. | 48% |
| Provide terminated employees with outplacement or relocation assistance. | 43% |