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Science & Research · Updated Aug 2026

Industrial-Organizational Psychologists

Apply principles of psychology to human resources, administration, management, sales, and marketing problems. Activities may include policy planning; employee testing and selection, training, and development; and organizational development and analysis. May work with management to organize the work setting to improve worker productivity.

JVS 2.0.0-phase4b
AI Exposure
68/100
High

How much of this occupation’s work can be materially affected by current AI systems.

Replacement Risk
61/100
High

How likely exposure is to translate into reduced human demand.

Includes provisional estimates for AI adoption pressure and labour-market resilience. How this is measured

Evidence quality
Confidence81/100
Task coverage82%

Confidence reflects task coverage, mapping and capability-evidence quality, and how much of the score rests on provisional inputs.

Task-level evidence

What is driving the score?

Occupation scores are built from the task mix—not a single prediction about a job title.

JVS 2.0.0-phase4b
TaskImportanceAI impactExposure
Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.High
72
Provide advice on best practices and implementation for selection.High
74
Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.High
72
Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.High
73
Conduct individual assessments, including interpreting measures and providing feedback for selection, placement, or promotion.High
73
Develop and implement employee selection or placement programs.High
74
Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.Medium
74
Review research literature to remain current on psychological science issues.Medium
73
Develop interview techniques, rating scales, and psychological tests used to assess skills, abilities, and interests for the purpose of employee selection, placement, or promotion.High
64
Conduct presentations on research findings for clients or at research meetings.High
68
Formulate and implement training programs, applying principles of learning and individual differences.Medium
74
Train clients to administer human resources functions, including testing, selection, and performance management.High
65
Develop new business by contacting potential clients, making sales presentations, and writing proposals.Medium
68
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.High
51
Conduct research studies of physical work environments, organizational structures, communication systems, group interactions, morale, or motivation to assess organizational functioning.Medium
72
Write reports on research findings and implications to contribute to general knowledge or to suggest potential changes in organizational functioning.Medium
72
Write articles, white papers, or reports to share research findings and educate others.Medium
73
Coach senior executives and managers on leadership and performance.High
25
Study consumers' reactions to new products and package designs, and to advertising efforts, using surveys and tests.Low
74
Most exposed

Where AI can do more

Routine, digitized, and highly repeatable tasks face the greatest pressure.

  1. Provide advice on best practices and implementation for selection.74
  2. Develop and implement employee selection or placement programs.74
  3. Study organizational effectiveness, productivity, and efficiency, including the nature of workplace supervision and leadership.74
  4. Formulate and implement training programs, applying principles of learning and individual differences.74
Hardest to automate

Where people still matter

These tasks score lowest on automation feasibility—physical presence, judgement, accountability and real-world variability all resist end-to-end automation.

  1. Coach senior executives and managers on leadership and performance.01
  2. Analyze data, using statistical methods and applications, to evaluate the outcomes and effectiveness of workplace programs.02
  3. Provide advice on best practices and implementation for selection.03
  4. Advise management concerning personnel, managerial, and marketing policies and practices and their potential effects on organizational effectiveness and efficiency.04
  5. Analyze job requirements and content to establish criteria for classification, selection, training, and other related personnel functions.05
Where else this work leads

Related occupations

Occupations O*NET links to this one. Relatedness reflects shared work, not a claim that these roles are safer.

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Beyond AI capability

Adoption and labour-market outlook

Structural factors are kept separate from raw capability so you can see what actually resists automation. Adoption pressure and labour-market resilience are still provisional models—25% of this occupation’s replacement-risk weight rests on them.

Human dependency63
Physical dependency15
Adoption pressure58
Labour-market resilience57
Methodology & sources

O*NET 30.3 occupational data interpreted through the JobsVsAI capability, automation and structural-constraint models.

Confidence81/100
CalculatedAug 21, 2026
Read methodology →