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CODE: 13005ABuy ONET/DOT: Download or CD-ROM

TITLE: Human Resources Managers

DEFINITION: Plan, direct, and coordinate human resource management activities of an organization to maximize the strategic use of human resources and maintain functions such as employee compensation, recruitment, personnel policies, and regulatory compliance.

  • TASKS
  • KNOWLEDGE
  • SKILLS
  • ABILITIES
  • WORK ACTIVITIES
  • WORK CONTEXT
  • INTERESTS
  • WORK VALUES
  • CROSSWALKS


    TASKS:

    1. Formulates policies and procedures for recruitment, testing, placement, classification, orientation, benefits, and labor and industrial relations.

    2. Plans, directs, supervises, and coordinates work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.

    3. Directs preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.

    4. Evaluates and modifies benefits policies to establish competitive programs and to ensure compliance with legal requirements.

    5. Analyzes compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.

    6. Develops methods to improve employment policies, processes, and practices and recommends changes to management.

    7. Prepares personnel forecast to project employment needs.

    8. Prepares budget for personnel operations.

    9. Prepares and delivers presentations and reports to corporate officers or other management regarding human resource management policies and practices and recommendations for change.

    10. Negotiates bargaining agreements and resolves labor disputes.

    11. Meets with shop stewards and supervisors to resolve grievances.

    12. Conducts exit interviews to identify reasons for employee termination and writes separation notices.

    13. Plans and conducts new employee orientation to foster positive attitude toward organizational objectives.

    14. Writes directives advising department managers of organization policy in personnel matters such as equal employment opportunity, sexual harassment, and discrimination.

    15. Studies legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

    16. Maintains records and compiles statistical reports concerning personnel-related data such as hires, transfers, performance appraisals, and absenteeism rates.

    17. Analyzes statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

    18. Represents organization at personnel-related hearings and investigations.

    19. Contracts with vendors to provide employee services, such as canteen, transportation, or relocation service.

    20. Investigates industrial accidents and prepares reports for insurance carrier.

    KNOWLEDGE:
    Knowledge elements are ranked by importance.

    100 Personnel and Human Resources
    Knowledge of policies and practices involved in personnel/human resource functions. This includes recruitment, selection, training, and promotion regulations and procedures; compensation and benefits packages; labor relations and negotiation strategies; and personnel information systems

    96 Administration and Management
    Knowledge of principles and processes involved in business and organizational planning, coordination, and execution. This includes strategic planning, resource allocation, manpower modeling, leadership techniques, and production methods

    83 Mathematics
    Knowledge of numbers, their operations, and interrelationships including arithmetic, algebra, geometry, calculus, statistics, and their applications

    71 English Language
    Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar

    67 Education and Training
    Knowledge of instructional methods and training techniques including curriculum design principles, learning theory, group and individual teaching techniques, design of individual development plans, and test design principles

    63 Law, Government and Jurisprudence
    Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process

    54 Psychology
    Knowledge of human behavior and performance, mental processes, psychological research methods, and the assessment and treatment of behavioral and affective disorders

    42 Economics and Accounting
    Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data

    38 Computers and Electronics
    Knowledge of electric circuit boards, processors, chips, and computer hardware and software, including applications and programming

    33 Communications and Media
    Knowledge of media production, communication, and dissemination techniques and methods including alternative ways to inform and entertain via written, oral, and visual media

    33 Clerical
    Knowledge of administrative and clerical procedures and systems such as word processing systems, filing and records management systems, stenography and transcription, forms design principles, and other office procedures and terminology

    33 Telecommunications
    Knowledge of transmission, broadcasting, switching, control, and operation of telecommunications systems

    17 Sociology and Anthropology
    Knowledge of group behavior and dynamics, societal trends and influences, cultures, their history, migrations, ethnicity, and origins

    17 Customer and Personal Service
    Knowledge of principles and processes for providing customer and personal services including needs assessment techniques, quality service standards, alternative delivery systems, and customer satisfaction evaluation techniques

    4 Therapy and Counseling
    Knowledge of information and techniques needed to rehabilitate physical and mental ailments and to provide career guidance including alternative treatments, rehabilitation equipment and its proper use, and methods to evaluate treatment effects

    SKILLS:
    Skills elements are ranked by importance.

    95 Management of Personnel Resources
    Motivating, developing, and directing people as they work, identifying the best people for the job

    85 Writing
    Communicating effectively with others in writing as indicated by the needs of the audience

    85 Speaking
    Talking to others to effectively convey information

    80 Reading Comprehension
    Understanding written sentences and paragraphs in work related documents

    75 Problem Identification
    Identifying the nature of problems

    70 Active Listening
    Listening to what other people are saying and asking questions as appropriate

    70 Critical Thinking
    Using logic and analysis to identify the strengths and weaknesses of different approaches

    70 Information Gathering
    Knowing how to find information and identifying essential information

    70 Idea Generation
    Generating a number of different approaches to problems

    70 Identification of Key Causes
    Identifying the things that must be changed to achieve a goal

    70 Visioning
    Developing an image of how a system should work under ideal conditions

    65 Solution Appraisal
    Observing and evaluating the outcomes of a problem solution to identify lessons learned or redirect efforts

    65 Social Perceptiveness
    Being aware of others' reactions and understanding why they react the way they do

    65 Judgment and Decision Making
    Weighing the relative costs and benefits of a potential action

    65 Coordination
    Adjusting actions in relation to others' actions

    65 Implementation Planning
    Developing approaches for implementing an idea

    65 Mathematics
    Using mathematics to solve problems

    65 Systems Perception
    Determining when important changes have occurred in a system or are likely to occur

    65 Identifying Downstream Consequences
    Determining the long-term outcomes of a change in operations

    65 Idea Evaluation
    Evaluating the likely success of an idea in relation to the demands of the situation

    60 Negotiation
    Bringing others together and trying to reconcile differences

    60 Active Learning
    Working with new material or information to grasp its implications

    60 Management of Financial Resources
    Determining how money will be spent to get the work done, and accounting for these expenditures

    60 Systems Evaluation
    Looking at many indicators of system performance, taking into account their accuracy

    60 Monitoring
    Assessing how well one is doing when learning or doing something

    55 Product Inspection
    Inspecting and evaluating the quality of products

    55 Learning Strategies
    Using multiple approaches when learning or teaching new things

    55 Time Management
    Managing one's own time and the time of others

    50 Instructing
    Teaching others how to do something

    50 Information Organization
    Finding ways to structure or classify multiple pieces of information

    50 Programming
    Writing computer programs for various purposes

    45 Synthesis/Reorganization
    Reorganizing information to get a better approach to problems or tasks

    45 Management of Material Resources
    Obtaining and seeing to the appropriate use of equipment, facilities, and materials needed to do certain work

    45 Persuasion
    Persuading others to approach things differently

    40 Operations Analysis
    Analyzing needs and product requirements to create a design

    35 Equipment Selection
    Determining the kind of tools and equipment needed to do a job

    20 Service Orientation
    Actively looking for ways to help people

    20 Science
    Using scientific methods to solve problems

    10 Operation and Control
    Controlling operations of equipment or systems

    10 Operation Monitoring
    Watching gauges, dials, or other indicators to make sure a machine is working properly

    10 Testing
    Conducting tests to determine whether equipment, software, or procedures are operating as expected

    5 Installation
    Installing equipment, machines, wiring, or programs to meet specifications

    5 Technology Design
    Generating or adapting equipment and technology to serve user needs

    5 Troubleshooting
    Determining what is causing an operating error and deciding what to do about it

    5 Equipment Maintenance
    Performing routine maintenance and determining when and what kind of maintenance is needed .

    ABILITIES:
    Abilities elements are ranked by importance.

    85 Written Comprehension
    The ability to read and understand information and ideas presented in writing

    75 Speech Clarity
    The ability to speak clearly so that it is understandable to a listener

    75 Oral Comprehension
    The ability to listen to and understand information and ideas presented through spoken words and sentences

    75 Oral Expression
    The ability to communicate information and ideas in speaking so others will understand

    75 Written Expression
    The ability to communicate information and ideas in writing so others will understand

    70 Deductive Reasoning
    The ability to apply general rules to specific problems to come up with logical answers. It involves deciding if an answer makes sense.

    65 Problem Sensitivity
    The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.

    60 Inductive Reasoning
    The ability to combine separate pieces of information, or specific answers to problems, to form general rules or conclusions. It includes coming up with a logical explanation for why a series of seemingly unrelated events occur together.

    60 Time Sharing
    The ability to efficiently shift back and forth between two or more activities or sources of information (such as speech, sounds, touch, or other sources)

    55 Selective Attention
    The ability to concentrate and not be distracted while performing a task over a period of time

    55 Near Vision
    The ability to see details of objects at a close range (within a few feet of the observer)

    50 Information Ordering
    The ability to correctly follow a given rule or set of rules in order to arrange things or actions in a certain order. The things or actions can include numbers, letters, words, pictures, procedures, sentences, and mathematical or logical operations.

    50 Originality
    The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem

    50 Memorization
    The ability to remember information such as words, numbers, pictures, and procedures

    45 Fluency of Ideas
    The ability to come up with a number of ideas about a given topic. It concerns the number of ideas produced and not the quality, correctness, or creativity of the ideas.

    45 Speech Recognition
    The ability to identify and understand the speech of another person

    45 Category Flexibility
    The ability to produce many rules so that each rule tells how to group (or combine) a set of things in a different way.

    45 Speed of Closure
    The ability to quickly make sense of information that seems to be without meaning or organization. It involves quickly combining and organizing different pieces of information into a meaningful pattern

    45 Number Facility
    The ability to add, subtract, multiply, or divide quickly and correctly

    40 Mathematical Reasoning
    The ability to understand and organize a problem and then to select a mathematical method or formula to solve the problem

    40 Perceptual Speed
    The ability to quickly and accurately compare letters, numbers, objects, pictures, or patterns. The things to be compared may be presented at the same time or one after the other. This ability also includes comparing a presented object with a remembered object

    35 Visualization
    The ability to imagine how something will look after it is moved around or when its parts are moved or rearranged

    30 Flexibility of Closure
    The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material

    30 Wrist-Finger Speed
    The ability to make fast, simple, repeated movements of the fingers, hands, and wrists

    30 Auditory Attention
    The ability to focus on a single source of auditory (hearing) information in the presence of other distracting sounds

    25 Reaction Time
    The ability to quickly respond (with the hand, finger, or foot) to one signal (sound, light, picture, etc.) when it appears

    25 Trunk Strength
    The ability to use one's abdominal and lower back muscles to support part of the body repeatedly or continuously over time without "giving out" or fatiguing

    20 Far Vision
    The ability to see details at a distance

    20 Hearing Sensitivity
    The ability to detect or tell the difference between sounds that vary over broad ranges of pitch and loudness

    15 Response Orientation
    The ability to choose quickly and correctly between two or more movements in response to two or more signals (lights, sounds, pictures, etc.). It includes the speed with which the correct response is started with the hand, foot, or other body parts

    15 Manual Dexterity
    The ability to quickly make coordinated movements of one hand, a hand together with its arm, or two hands to grasp, manipulate, or assemble objects

    15 Extent Flexibility
    The ability to bend, stretch, twist, or reach out with the body, arms, and/or legs

    10 Spatial Orientation
    The ability to know one's location in relation to the environment, or to know where other objects are in relation to one's self

    10 Sound Localization
    The ability to tell the direction from which a sound originated

    10 Control Precision
    The ability to quickly and repeatedly make precise adjustments in moving the controls of a machine or vehicle to exact positions

    10 Static Strength
    The ability to exert maximum muscle force to lift, push, pull, or carry objects

    10 Visual Color Discrimination
    The ability to match or detect differences between colors, including shades of color and brightness

    10 Arm-Hand Steadiness
    The ability to keep the hand and arm steady while making an arm movement or while holding the arm and hand in one position

    5 Stamina
    The ability to exert one's self physically over long periods of time without getting winded or out of breath

    5 Depth Perception
    The ability to judge which of several objects is closer or farther away from the observer, or to judge the distance between an object and the observer

    5 Peripheral Vision
    The ability to see objects or movement of objects to one's side when the eyes are focused forward

    5 Gross Body Coordination
    The ability to coordinate the movement of the arms, legs, and torso together in activities where the whole body is in motion

    5 Speed of Limb Movement
    The ability to quickly move the arms or legs

    5 Rate Control
    The ability to time the adjustments of a movement or equipment control in anticipation of changes in the speed and/or direction of a continuously moving object or scene

    5 Finger Dexterity
    The ability to make precisely coordinated movements of the fingers of one or both hands to grasp, manipulate, or assemble very small objects

    WORK ACTIVITIES:
    Work activities elements are ranked by importance.

    100 Performing Administrative Activities
    Approving requests, handling paperwork, and performing day-to-day administrative tasks.

    100 Communicating With Other Workers
    Providing information to supervisors, fellow workers, and subordinates. This information can be exchanged face-to-face, in writing, or via telephone/electronic transfer.

    92 Resolving Conflict or Negotiating with Others
    Handling complaints, arbitrating disputes, and resolving grievances, or otherwise negotiating with others.

    92 Staffing Organizational Units
    Recruiting, interviewing, selecting, hiring, and promoting persons for the organization.

    92 Judging Qualities of Things, Services, or People
    Making judgments about or assessing the value, importance, or quality of things or people.

    92 Getting Information Needed to Do the Job
    Observing, receiving, and otherwise obtaining information from all relevant sources.

    92 Developing Objectives and Strategies
    Establishing long range objectives and specifying the strategies and actions to achieve these objectives.

    88 Establishing and Maintaining Relationships
    Developing constructive and cooperative working relationships with others.

    88 Implementing Ideas or Programs
    Conducting or carrying out work procedures and activities in accord with one's own ideas or information provided through directions/instructions for purposes of installing, modifying, preparing, delivering, constructing, integrating, finishing, or completing programs, systems, structures, or products.

    88 Analyzing Data or Information
    Identifying underlying principles, reasons, or facts by breaking down information or data into separate parts.

    88 Evaluating Information Against Standards
    Evaluating information against a set of standards and verifying that it is correct.

    88 Making Decisions and Solving Problems
    Combining, evaluating, and reasoning with information and data to make decisions and solve problems. These processes involve making decisions about the relative importance of information and choosing the best solution.

    83 Processing Information
    Compiling, coding, categorizing, calculating, tabulating, auditing, verifying, or processing information or data.

    83 Guiding, Directing and Motivating Subordinates
    Providing guidance and direction to subordinates, including setting performance standards and monitoring subordinates.

    83 Providing Consultation and Advice to Others
    Providing consultation and expert advice to management or other groups on technical, systems-related, or process related topics.

    83 Interpreting Meaning of Information to Others
    Translating or explaining what information means and how it can be understood or used to support responses or feedback to others.

    79 Identifying Objects, Actions, and Events
    Identifying information received by making estimates or categorizations, recognizing differences or similarities, or sensing changes in circumstances or events.

    79 Scheduling Work and Activities
    Scheduling events, programs, activities, as well as the work of others.

    79 Monitoring and Controlling Resources
    Monitoring and controlling resources and overseeing the spending of money.

    79 Documenting or Recording Information
    Entering, transcribing, recording, storing, or maintaining information in either written form or by electronic/magnetic recording.

    75 Coaching and Developing Others
    Identifying developmental needs of others and coaching or otherwise helping others to improve their knowledge or skills.

    71 Organizing, Planning, and Prioritizing
    Developing plans to accomplish work, and prioritizing and organizing one's own work.

    71 Estimating Needed Characteristics
    Estimating the Characteristics of Materials, Products, Events, or Information: Estimating sizes, distances, and quantities, or determining time, costs, resources, or materials needed to perform a work activity.

    71 Communicating With Persons Outside Organization
    Communicating with persons outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged face-to-face, in writing, or via telephone/electronic transfer.

    71 Developing and Building Teams
    Encouraging and building mutual trust, respect, and cooperation among team members.

    71 Coordinating Work and Activities of Others
    Coordinating members of a work group to accomplish tasks.

    63 Updating and Using Job-Relevant Knowledge
    Keeping up-to-date technically and knowing one's own jobs' and related jobs' functions.

    63 Monitor Processes, Material, or Surroundings
    Monitoring and reviewing information from materials, events, or the environment, often to detect problems or to find out when things are finished.

    58 Teaching Others
    Identifying educational needs, developing formal training programs or classes, and teaching or instructing others.

    58 Thinking Creatively
    Originating, inventing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.

    58 Selling or Influencing Others
    Convincing others to buy merchandise/goods, or otherwise changing their minds or actions.

    46 Interacting With Computers
    Controlling computer functions by using programs, setting up functions, writing software, or otherwise communicating with computer systems.

    38 Inspecting Equipment, Structures, or Material
    Inspecting or diagnosing equipment, structures, or materials to identify the causes of errors or other problems or defects.

    29 Performing For or Working With Public
    Performing for people or dealing directly with the public, including serving persons in restaurants and stores, and receiving clients or guests.

    25 Handling and Moving Objects
    Using one's own hands and arms in handling, installing, forming, positioning, and moving materials, or in manipulating things, including the use of keyboards.

    25 Controlling Machines and Processes
    Using either control mechanisms or direct physical activity to operate machines or processes (not including computers or vehicles).

    21 Performing General Physical Activities
    Performing physical activities that require moving one's whole body, such as in climbing, lifting, balancing, walking, stooping, where the activities often also require considerable use of the arms and legs, such as in the physical handling of materials.

    21 Assisting and Caring for Others
    Providing assistance or personal care to others.

    4 Drafting and Specifying Technical Devices
    Providing documentation, detailed instructions, drawings, or specifications to inform others about how devices, parts, equipment, or structures are to be fabricated, constructed, assembled, modified, maintained, or used.

    4 Repairing and Maintaining Mechanical Equipment
    Fixing, servicing, aligning, setting up, adjusting, and testing machines, devices, moving parts, and equipment that operate primarily on the basis of mechanical (not electronic) principles.

    4 Repairing and Maintaining Electrical Equipment
    Fixing, servicing, adjusting, regulating, calibrating, fine-tuning, or testing machines, devices, and equipment that operate primarily on the basis of electrical or electronic (not mechanical) principles.

    WORK CONTEXT:
    Work context elements are ranked by frequency (F), importance (I), responsibility (R), amount of contact (C), how serious (S), objective vs. subjective (O), automation (A), extent of frustration (E), responsible for health and safety (H), likelihood of injury (L), degree of injury (D) .

    100 (F) Indoors
    How frequently does this job require the worker to work: Indoors

    88 (I) Coordinate or Lead Others
    How important are interactions requiring the worker to: Coordinate or lead others in accomplishing work activities (not supervision)?

    84 (I) Importance of Being Sure All Is Done
    How important is it to be sure that all the details of this job are performed and everything is done completely?

    80 (F) Sitting
    How much time in a usual work period does the worker spend: Sitting?

    80 (I) Importance of Being Exact or Accurate
    How important is being very exact or highly accurate in performing this job?

    80 (C) Job-Required Social Interaction
    How much does this job require the worker to be in contact (face-to-face, by telephone, or otherwise) with others in order to perform it?

    80 (I) Supervise, Coach, Train Others
    How important are interactions requiring the worker to: Supervise, coach, train, or develop other employees?

    67 (S) Consequence of Error
    How serious would the result usually be if the worker made a mistake that was not readily correctable?

    60 (I) Provide a Service to Others
    How important are interactions requiring the worker to: Provide a service to others (e.g., customers)?

    60 (I) Persuade Someone to a Course of Action
    How important are interactions requiring the worker to: Persuade someone to a course of action (informally) or influence others to buy something (to sell)?

    50 (O) Objective or Subjective Information
    How objective or subjective is the information communicated in this job?

    50 (F) Standing
    How much time in a usual work period does the worker spend: Standing?

    46 (R) Responsibility for Outcomes and Results
    How responsible is the worker for work outcomes and results of other workers?

    43 (E) Frustrating Circumstances
    To what extent do frustrating circumstances ("road blocks" to work that are beyond the worker's control) hinder the accomplishment of this job?

    40 (I) Deal With External Customers
    How important are interactions requiring the worker to: Deal with external customers (e.g., retail sales) or the public in general (e.g., police work)?

    35 (F) Using Hands on Objects, Tools, Controls
    How much time in a usual work period does the worker spend: Using hands to handle, control, or feel objects, tools or controls?

    35 (F) Frequency in Conflict Situations
    How frequently do the job requirements place the worker in conflict situations?

    32 (I) Take a Position Opposed to Others
    How important are interactions requiring the worker to: Take a position opposed to coworkers or others?

    30 (F) Deal With Unpleasant or Angry People
    How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements?

    24 (I) Importance of Being Aware of New Events
    How important is being constantly aware of either frequently changing events (e.g. security guard watching for shoplifters) or infrequent events (e.g. radar operator watching for tornadoes) to performing this job?

    20 (F) Making Repetitive Motions
    How much time in a usual work period does the worker spend: Making repetitive motions?

    17 (H) Responsible for Health and Safety of Others
    How responsible is the worker for others' health and safety on this job?

    17 (A) Degree of Automation
    Indicate the level of automation of this job.

    16 (I) Importance of Repeating Same Tasks
    How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job?

    15 (F) Common Protective or Safety Attire
    How often does the worker wear: Common protective or safety attire, such as safety shoes, glasses, gloves, hearing protection, hard-hat, or personal flotation device?

    10 (F) Bending or Twisting the Body
    How much time in a usual work period does the worker spend: Bending or twisting the body?

    10 (F) Contaminants
    How often during a usual work period is the worker exposed to the following conditions: Contaminants (pollutants, gases, dust, odors, etc.)?

    10 (F) Deal With Physically Aggressive People
    How frequently does this job require the worker to deal with physical aggression of violent individuals?

    10 (F) Outdoors
    How frequently does this job require the worker to work: Outdoors

    10 (F) Walking or Running
    How much time in a usual work period does the worker spend: Walking or running?

    5 (F) Kneeling, Crouching or Crawling
    How much time in a usual work period does the worker spend: Kneeling, stooping, crouching or crawling?

    5 (F) Sounds or Noise Levels Are Distracting
    How often during a usual work period is the worker exposed to the following conditions: Sounds and noise levels that are distracting and uncomfortable?

    5 (F) Very Hot
    How often during a usual work period is the worker exposed to the following conditions: Very hot (above 90 F) or very cold (under 32 F) temperatures?

    5 (F) Extremely Bright or Inadequate Lighting
    How often during a usual work period is the worker exposed to the following conditions: Extremely bright or inadequate lighting conditions?

    4 (I) Pace Determined by Speed of Equipment
    How important is it to this job that the pace is determined by the speed of equipment or machinery? (This does not refer to keeping busy at all times on this job.)

    INTERESTS:
    Interest elements are ranked by occupational interest.

    89 Enterprising
    Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

    67 Social
    Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

    50 Conventional
    Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

    28 Artistic
    Artistic occupations frequently involve working with forms, designs and patterns. They often require self-expression and the work can be done without following a clear set of rules.

    28 Investigative
    Investigative occupations frequently involve working with ideas, and require an extensive amount of thinking. These occupations can involve searching for facts and figuring out problems mentally.

    11 Realistic
    Realistic occupations frequently involve work activities that include practical, hands-on problems and solutions. They often deal with plants, animals, and real-world materials like wood, tools, and machinery. Many of the occupations require working outside, and do not involve a lot of paperwork or working closely with others.

    WORK VALUES:
    Work values elements are ranked by extent.

    73 Achievement-Mean Extent
    Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.

    72 Independence-Mean Extent
    Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

    66 Working Conditions-Mean Extent
    Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.

    60 Relationships-Mean Extent
    Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.

    60 Recognition-Mean Extent
    Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.

    54 Support-Mean Extent
    Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.

    88 Working Conditions
    Workers on this job have good working conditions

    81 Ability Utilization
    Workers on this job make use of their individual abilities

    78 Autonomy
    Workers on this job plan their work with little supervision

    78 Authority
    Workers on this job give directions and instructions to others

    75 Security
    Workers on this job have steady employment

    75 Activity
    Workers on this job are busy all the time

    75 Responsibility
    Workers on this job make decisions on their own

    72 Company Policies and Practices
    Workers on this job are treated fairly by the company

    72 Social Service
    Workers on this job have work where they do things for other people

    66 Variety
    Workers on this job have something different to do every day

    66 Achievement
    Workers on this job get a feeling of accomplishment

    63 Creativity
    Workers on this job try out their own ideas

    59 Social Status
    Workers on this job are looked up to by others in their company and their community

    56 Supervision, Human Relations
    Workers on this job have supervisors who back up their workers with management

    56 Co-workers
    Workers on this job have co-workers who are easy to get along with

    56 Compensation
    Workers on this job are paid well in comparison with other workers

    53 Recognition
    Workers on this job receive recognition for the work they do

    53 Moral Values
    Workers on this job are never pressured to do things that go against their sense of right and wrong

    50 Advancement
    Workers on this job have opportunities for advancement

    38 Independence
    Workers on this job do their work alone

    34 Supervision, Technical
    Workers on this job have supervisors who train their workers well

    CROSSWALKS:
    DOT91 (Dictionary of Occupational Titles): 166117010 Director, Industrial Relations
    166167018 Manager, Benefits
    166117018 Manager, Personnel
    166167030 Manager, Employment
    166167022 Manager, Compensation
    188117086 Director, Merit System

    AIM97 (Apprenticeship Information Management): No crosswalks

    CEN90 (1990 Census Occupations): 022 Managers and Administrators, N.E.C.
    008 Personnel and Labor Relations Managers

    CIP90 (Classification of Instructional Programs): 521001 Human Resources Management
    521002 Labor/Personnel Relations and Studies

    GOE93 (Guide for Occupational Exploration): 110503 Business Administration: Management Services: Government
    110502 Business Administration: Administrative Specialization

    MOC97 (Military Occupational Codes): 3981 Personnel Plans and Policy Director
    3015 Mobilization and Selection Officer
    3125 Personnel Distribution Officer (General)
    3126 Personnel Distribution Officer (Officer)
    3127 Personnel Distribution Officer (Enlisted)
    3420 Personnel Performance Officer (General)
    3421 Personnel Performance Officer (Officer)
    3422 Personnel Performance Officer (Enlisted)
    3980 Personnel Plans and Policy Chief
    3985 Staff Personnel Officer
    3985 Staff Personnel Officer
    3127 Personnel Distribution Officer (Enlisted)
    3965 Personnel/Manpower Management Officer
    3015 Mobilization and Selection Officer
    3125 Personnel Distribution Officer (General)
    3126 Personnel Distribution Officer (Officer)
    3965 Personnel/Manpower Management Officer
    3981 Personnel Plans and Policy Director
    3S000 Personnel Manager
    3S090 Personnel
    05 Reserve Programs
    420A Military Personnel Technician
    10 Personnel - General
    PERS Personnel Administration
    41A Personnel Programs Management Staff
    11 Office Personnel Administration
    16 Personnel Systems
    00Z Command Sergeant Major
    12 Enlisted Personnel Administration
    42A Adjutant General, General
    17 Personnel Services
    70F Health Services Human Resources
    42B Personnel Systems Management
    0180 Adjutant
    30C0 Support Commander
    36P4 Personnel
    0193 Personnel/Administrative Chief
    0101 Basic Personnel and Administrative Officer
    9580 Command Master Chief
    36M3 Mission Support
    36P1 Personnel
    NC Navy Counselors
    36M1 Mission Support
    0170 Personnel Officer
    36P3 Personnel

    OES98 (Occupational Employment Statistics): 13005 Personnel, Training, and Labor Relations Managers

    OPM97 (Office of Personnel Management Occupations): 0246 Contractor Industrial Relations
    0140 Manpower Research and Analysis
    0205 Military Personnel Management
    0201 Personnel Management
    0223 Salary and Wage Administration
    0360 Equal Opportunity Compliance
    0212 Personnel Staffing

    SOC98 (Standard Occupational Classification): 11-3040 Human Resources Managers
    11-3041 Compensation and Benefits Managers