[Core] [125% incumbents] Address employee relations issues, such as harassment allegations, work complaints, or other employee concerns.
  DWAs: Evaluate personnel practices to ensure adherence to regulations.

[Core] [124% incumbents] Hire employees and process hiring-related paperwork.
  DWAs: Administer personnel recruitment or hiring activities.

[Core] [124% incumbents] Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act (ADA).
  DWAs: Update knowledge of legal or regulatory environments.

[Core] [124% incumbents] Prepare or maintain employment records related to events, such as hiring, termination, leaves, transfers, or promotions, using human resources management system software.
  DWAs: Maintain data in information systems or databases.

[Core] [124% incumbents] Review employment applications and job orders to match applicants with job requirements.
  DWAs: Administer personnel recruitment or hiring activities.

[Supplemental] [124% incumbents] Review and evaluate applicant qualifications or eligibility for specified licensing, according to established guidelines and designated licensing codes.
  DWAs: Review license or permit applications.

[Supplemental] [124% incumbents] Evaluate recruitment or selection criteria to ensure conformance to professional, statistical, or testing standards, recommending revisions, as needed.
  DWAs: Evaluate personnel practices to ensure adherence to regulations. | Advise others on business or operational matters.

[Core] [123% incumbents] Interpret and explain human resources policies, procedures, laws, standards, or regulations.
  DWAs: Explain regulations, policies, or procedures.

[Core] [123% incumbents] Inform job applicants of details such as duties and responsibilities, compensation, benefits, schedules, working conditions, or promotion opportunities.
  DWAs: Coordinate personnel recruitment activities.

[Core] [123% incumbents] Select qualified job applicants or refer them to managers, making hiring recommendations when appropriate.
  DWAs: Administer personnel recruitment or hiring activities.

[Core] [123% incumbents] Schedule or conduct new employee orientations.
  DWAs: Develop training materials. | Train personnel to enhance job skills.

[Core] [123% incumbents] Maintain and update human resources documents, such as organizational charts, employee handbooks or directories, or performance evaluation forms.
  DWAs: Maintain records, documents, or other files.

[Core] [123% incumbents] Confer with management to develop or implement personnel policies or procedures.
  DWAs: Discuss business strategies, practices, or policies with managers.

[Core] [123% incumbents] Analyze employment-related data and prepare required reports.
  DWAs: Evaluate effectiveness of personnel policies or practices. | Prepare operational reports.

[Supplemental] [123% incumbents] Administer employee benefit plans.
  DWAs: Perform human resources activities. | Administer compensation or benefits programs.

[Supplemental] [123% incumbents] Schedule or administer skill, intelligence, psychological, or drug tests for current or prospective employees.
  DWAs: Administer personnel recruitment or hiring activities.

[Supplemental] [123% incumbents] Conduct reference or background checks on job applicants.
  DWAs: Verify application data to determine program eligibility.

[Supplemental] [123% incumbents] Coordinate with outside staffing agencies to secure temporary employees, based on departmental needs.
  DWAs: Coordinate personnel recruitment activities.

[Core] [122% incumbents] Contact job applicants to inform them of the status of their applications.
  DWAs: Inform individuals or organizations of status or findings.

[Core] [122% incumbents] Conduct exit interviews and ensure that necessary employment termination paperwork is completed.
  DWAs: Interview employees, customers, or others to collect information.

[Core] [122% incumbents] Interview job applicants to obtain information on work history, training, education, or job skills.
  DWAs: Conduct eligibility or selection interviews.

[Core] [122% incumbents] Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media advertisements, job fairs, recruiting firms, or employee referrals.
  DWAs: Coordinate personnel recruitment activities.

[Core] [122% incumbents] Provide management with information or training related to interviewing, performance appraisals, counseling techniques, or documentation of performance issues.
  DWAs: Train personnel on managerial topics.

[Core] [122% incumbents] Develop or implement recruiting strategies to meet current or anticipated staffing needs.
  DWAs: Coordinate personnel recruitment activities.

[Supplemental] [121% incumbents] Evaluate selection or testing techniques by conducting research or follow-up activities and conferring with management or supervisory personnel.
  DWAs: Evaluate effectiveness of personnel policies or practices. | Discuss business strategies, practices, or policies with managers.

[Core] [120% incumbents] Advise management on organizing, preparing, or implementing recruiting or retention programs.
  DWAs: Advise others on human resources topics.

--- SKILLS ---
  Speaking (imp:4.12 lvl:4.00) — Talking to others to convey information effectively.
  Reading Comprehension (imp:4.00 lvl:4.00) — Understanding written sentences and paragraphs in work-related documents.
  Active Listening (imp:4.00 lvl:4.00) — Giving full attention to what other people are saying, taking time to understand
  Writing (imp:3.88 lvl:4.00) — Communicating effectively in writing as appropriate for the needs of the audienc
  Critical Thinking (imp:3.88 lvl:4.00) — Using logic and reasoning to identify the strengths and weaknesses of alternativ
  Active Learning (imp:3.25 lvl:3.38) — Understanding the implications of new information for both current and future pr
  Learning Strategies (imp:3.00 lvl:3.25) — Selecting and using training/instructional methods and procedures appropriate fo
  Monitoring (imp:3.00 lvl:3.75) — Monitoring/Assessing performance of yourself, other individuals, or organization
  Mathematics (imp:2.00 lvl:2.00) — Using mathematics to solve problems.
  Science (imp:1.12 lvl:0.12) — Using scientific rules and methods to solve problems.

--- KNOWLEDGE ---
  Personnel and Human Resources (imp:4.62 lvl:5.67) — Knowledge of principles and procedures for personnel recruitment, selection, tra
  Administrative (imp:3.94 lvl:5.27) — Knowledge of administrative and office procedures and systems such as word proce
  Administration and Management (imp:3.83 lvl:3.91) — Knowledge of business and management principles involved in strategic planning, 
  English Language (imp:3.81 lvl:3.62) — Knowledge of the structure and content of the English language including the mea
  Customer and Personal Service (imp:3.49 lvl:3.72) — Knowledge of principles and processes for providing customer and personal servic
  Law and Government (imp:3.30 lvl:2.96) — Knowledge of laws, legal codes, court procedures, precedents, government regulat
  Education and Training (imp:3.07 lvl:4.02) — Knowledge of principles and methods for curriculum and training design, teaching
  Computers and Electronics (imp:2.67 lvl:2.80) — Knowledge of circuit boards, processors, chips, electronic equipment, and comput
  Communications and Media (imp:2.54 lvl:2.55) — Knowledge of media production, communication, and dissemination techniques and m
  Mathematics (imp:2.33 lvl:2.53) — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their appl
  Psychology (imp:2.19 lvl:2.63) — Knowledge of human behavior and performance; individual differences in ability, 
  Public Safety and Security (imp:2.19 lvl:1.79) — Knowledge of relevant equipment, policies, procedures, and strategies to promote
  Telecommunications (imp:1.98 lvl:0.97) — Knowledge of transmission, broadcasting, switching, control, and operation of te
  Economics and Accounting (imp:1.81 lvl:1.20) — Knowledge of economic and accounting principles and practices, the financial mar
  Therapy and Counseling (imp:1.68 lvl:1.89) — Knowledge of principles, methods, and procedures for diagnosis, treatment, and r
  Sociology and Anthropology (imp:1.64 lvl:1.08) — Knowledge of group behavior and dynamics, societal trends and influences, human 
  Sales and Marketing (imp:1.62 lvl:1.08) — Knowledge of principles and methods for showing, promoting, and selling products
  Philosophy and Theology (imp:1.53 lvl:1.90) — Knowledge of different philosophical systems and religions. This includes their 
  Production and Processing (imp:1.39 lvl:0.72) — Knowledge of raw materials, production processes, quality control, costs, and ot
  Foreign Language (imp:1.35) — Knowledge of the structure and content of a foreign (non-English) language inclu
  Transportation (imp:1.35 lvl:0.64) — Knowledge of principles and methods for moving people or goods by air, rail, sea
  Geography (imp:1.25 lvl:0.57) — Knowledge of principles and methods for describing the features of land, sea, an
  Engineering and Technology (imp:1.23) — Knowledge of the practical application of engineering science and technology. Th
  Design (imp:1.22) — Knowledge of design techniques, tools, and principles involved in production of 
  Medicine and Dentistry (imp:1.13 lvl:0.22) — Knowledge of the information and techniques needed to diagnose and treat human i
  Building and Construction (imp:1.10 lvl:0.10) — Knowledge of materials, methods, and the tools involved in the construction or r
  Chemistry (imp:1.09) — Knowledge of the chemical composition, structure, and properties of substances a
  Food Production (imp:1.08) — Knowledge of techniques and equipment for planting, growing, and harvesting food
  Mechanical (imp:1.08 lvl:0.11) — Knowledge of machines and tools, including their designs, uses, repair, and main
  History and Archeology (imp:1.07) — Knowledge of historical events and their causes, indicators, and effects on civi
  Biology (imp:1.05) — Knowledge of plant and animal organisms, their tissues, cells, functions, interd
  Physics (imp:1.04) — Knowledge and prediction of physical principles, laws, their interrelationships,
  Fine Arts (imp:1.02) — Knowledge of the theory and techniques required to compose, produce, and perform

--- ABILITIES ---
  Oral Comprehension (imp:4.00 lvl:4.12) — The ability to listen to and understand information and ideas presented through 
  Written Comprehension (imp:4.00 lvl:4.00) — The ability to read and understand information and ideas presented in writing.
  Oral Expression (imp:4.00 lvl:4.00) — The ability to communicate information and ideas in speaking so others will unde
  Written Expression (imp:3.88 lvl:3.88) — The ability to communicate information and ideas in writing so others will under
  Problem Sensitivity (imp:3.88 lvl:3.75) — The ability to tell when something is wrong or is likely to go wrong. It does no
  Deductive Reasoning (imp:3.88 lvl:4.00) — The ability to apply general rules to specific problems to produce answers that 
  Speech Recognition (imp:3.88 lvl:3.88) — The ability to identify and understand the speech of another person.
  Speech Clarity (imp:3.88 lvl:3.88) — The ability to speak clearly so others can understand you.
  Near Vision (imp:3.62 lvl:3.62) — The ability to see details at close range (within a few feet of the observer).
  Inductive Reasoning (imp:3.25 lvl:3.50) — The ability to combine pieces of information to form general rules or conclusion
  Information Ordering (imp:3.25 lvl:3.50) — The ability to arrange things or actions in a certain order or pattern according
  Category Flexibility (imp:3.12 lvl:3.25) — The ability to generate or use different sets of rules for combining or grouping
  Selective Attention (imp:2.88 lvl:2.38) — The ability to concentrate on a task over a period of time without being distrac
  Fluency of Ideas (imp:2.75 lvl:3.00) — The ability to come up with a number of ideas about a topic (the number of ideas
  Originality (imp:2.75 lvl:3.12) — The ability to come up with unusual or clever ideas about a given topic or situa
  Flexibility of Closure (imp:2.75 lvl:3.12) — The ability to identify or detect a known pattern (a figure, object, word, or so
  Mathematical Reasoning (imp:2.25 lvl:2.25) — The ability to choose the right mathematical methods or formulas to solve a prob
  Number Facility (imp:2.25 lvl:2.38) — The ability to add, subtract, multiply, or divide quickly and correctly.
  Memorization (imp:2.25 lvl:2.25) — The ability to remember information such as words, numbers, pictures, and proced
  Time Sharing (imp:2.12 lvl:2.12) — The ability to shift back and forth between two or more activities or sources of
  Far Vision (imp:2.12 lvl:2.12) — The ability to see details at a distance.
  Speed of Closure (imp:2.00 lvl:2.00) — The ability to quickly make sense of, combine, and organize information into mea
  Perceptual Speed (imp:2.00 lvl:2.00) — The ability to quickly and accurately compare similarities and differences among
  Visualization (imp:2.00 lvl:2.12) — The ability to imagine how something will look after it is moved around or when 
  Finger Dexterity (imp:1.88 lvl:1.38) — The ability to make precisely coordinated movements of the fingers of one or bot
  Auditory Attention (imp:1.88 lvl:1.38) — The ability to focus on a single source of sound in the presence of other distra
  Trunk Strength (imp:1.75 lvl:1.25) — The ability to use your abdominal and lower back muscles to support part of the 
  Visual Color Discrimination (imp:1.75 lvl:0.75) — The ability to match or detect differences between colors, including shades of c
  Hearing Sensitivity (imp:1.75 lvl:0.88) — The ability to detect or tell the differences between sounds that vary in pitch 
  Arm-Hand Steadiness (imp:1.50 lvl:0.50) — The ability to keep your hand and arm steady while moving your arm or while hold
  Manual Dexterity (imp:1.50 lvl:0.50) — The ability to quickly move your hand, your hand together with your arm, or your
  Control Precision (imp:1.38 lvl:0.38) — The ability to quickly and repeatedly adjust the controls of a machine or a vehi
  Wrist-Finger Speed (imp:1.38 lvl:0.38) — The ability to make fast, simple, repeated movements of the fingers, hands, and 
  Dynamic Strength (imp:1.25 lvl:0.25) — The ability to exert muscle force repeatedly or continuously over time. This inv
  Depth Perception (imp:1.25 lvl:0.25) — The ability to judge which of several objects is closer or farther away from you
  Spatial Orientation (imp:1.00) — The ability to know your location in relation to the environment or to know wher
  Multilimb Coordination (imp:1.00) — The ability to coordinate two or more limbs (for example, two arms, two legs, or
  Response Orientation (imp:1.00) — The ability to choose quickly between two or more movements in response to two o
  Rate Control (imp:1.00) — The ability to time your movements or the movement of a piece of equipment in an
  Reaction Time (imp:1.00) — The ability to quickly respond (with the hand, finger, or foot) to a signal (sou
  Speed of Limb Movement (imp:1.00) — The ability to quickly move the arms and legs.
  Static Strength (imp:1.00) — The ability to exert maximum muscle force to lift, push, pull, or carry objects.
  Explosive Strength (imp:1.00) — The ability to use short bursts of muscle force to propel oneself (as in jumping
  Stamina (imp:1.00) — The ability to exert yourself physically over long periods of time without getti
  Extent Flexibility (imp:1.00) — The ability to bend, stretch, twist, or reach with your body, arms, and/or legs.
  Dynamic Flexibility (imp:1.00) — The ability to quickly and repeatedly bend, stretch, twist, or reach out with yo
  Gross Body Coordination (imp:1.00) — The ability to coordinate the movement of your arms, legs, and torso together wh
  Gross Body Equilibrium (imp:1.00) — The ability to keep or regain your body balance or stay upright when in an unsta
  Night Vision (imp:1.00) — The ability to see under low-light conditions.
  Peripheral Vision (imp:1.00) — The ability to see objects or movement of objects to one's side when the eyes ar
  Glare Sensitivity (imp:1.00) — The ability to see objects in the presence of a glare or bright lighting.
  Sound Localization (imp:1.00) — The ability to tell the direction from which a sound originated.

--- WORK ACTIVITIES ---
  Communicating with Supervisors, Peers, or Subordinates (imp:4.66 lvl:4.23) — Providing information to supervisors, co-workers, and subordinates by telephone,
  Working with Computers (imp:4.55 lvl:3.49) — Using computers and computer systems (including hardware and software) to progra
  Documenting/Recording Information (imp:4.38 lvl:3.46) — Entering, transcribing, recording, storing, or maintaining information in writte
  Performing Administrative Activities (imp:4.38 lvl:3.87) — Performing day-to-day administrative tasks such as maintaining information files
  Establishing and Maintaining Interpersonal Relationships (imp:4.28 lvl:5.09) — Developing constructive and cooperative working relationships with others, and m
  Getting Information (imp:4.26 lvl:3.59) — Observing, receiving, and otherwise obtaining information from all relevant sour
  Organizing, Planning, and Prioritizing Work (imp:4.21 lvl:5.08) — Developing specific goals and plans to prioritize, organize, and accomplish your
  Making Decisions and Solving Problems (imp:4.19 lvl:4.26) — Analyzing information and evaluating results to choose the best solution and sol
  Evaluating Information to Determine Compliance with Standards (imp:4.15 lvl:4.50) — Using relevant information and individual judgment to determine whether events o
  Resolving Conflicts and Negotiating with Others (imp:4.11 lvl:4.58) — Handling complaints, settling disputes, and resolving grievances and conflicts, 
  Updating and Using Relevant Knowledge (imp:3.94 lvl:4.35) — Keeping up-to-date technically and applying new knowledge to your job.
  Processing Information (imp:3.72 lvl:3.89) — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying
  Providing Consultation and Advice to Others (imp:3.68 lvl:3.45) — Providing guidance and expert advice to management or other groups on technical,
  Scheduling Work and Activities (imp:3.67 lvl:4.15) — Scheduling events, programs, and activities, as well as the work of others.
  Communicating with People Outside the Organization (imp:3.67 lvl:3.33) — Communicating with people outside the organization, representing the organizatio
  Training and Teaching Others (imp:3.64 lvl:3.38) — Identifying the educational needs of others, developing formal educational or tr
  Assisting and Caring for Others (imp:3.54 lvl:3.66) — Providing personal assistance, medical attention, emotional support, or other pe
  Developing and Building Teams (imp:3.44 lvl:2.94) — Encouraging and building mutual trust, respect, and cooperation among team membe
  Coaching and Developing Others (imp:3.43 lvl:4.11) — Identifying the developmental needs of others and coaching, mentoring, or otherw
  Identifying Objects, Actions, and Events (imp:3.38 lvl:3.75) — Identifying information by categorizing, estimating, recognizing differences or 
  Monitoring Processes, Materials, or Surroundings (imp:3.34 lvl:3.58) — Monitoring and reviewing information from materials, events, or the environment,
  Analyzing Data or Information (imp:3.31 lvl:3.40) — Identifying the underlying principles, reasons, or facts of information by break
  Thinking Creatively (imp:3.31 lvl:3.63) — Developing, designing, or creating new applications, ideas, relationships, syste
  Interpreting the Meaning of Information for Others (imp:3.30 lvl:2.53) — Translating or explaining what information means and how it can be used.
  Staffing Organizational Units (imp:3.23 lvl:3.24) — Recruiting, interviewing, selecting, hiring, and promoting employees in an organ
  Judging the Qualities of Objects, Services, or People (imp:3.20 lvl:3.37) — Assessing the value, importance, or quality of things or people.
  Guiding, Directing, and Motivating Subordinates (imp:3.14 lvl:2.79) — Providing guidance and direction to subordinates, including setting performance 
  Developing Objectives and Strategies (imp:3.09 lvl:3.28) — Establishing long-range objectives and specifying the strategies and actions to 
  Performing for or Working Directly with the Public (imp:3.02 lvl:3.02) — Performing for people or dealing directly with the public. This includes serving
  Coordinating the Work and Activities of Others (imp:3.01 lvl:3.07) — Getting members of a group to work together to accomplish tasks.
  Monitoring and Controlling Resources (imp:2.65 lvl:2.61) — Monitoring and controlling resources and overseeing the spending of money.
  Estimating the Quantifiable Characteristics of Products, Events, or Information (imp:2.51 lvl:1.85) — Estimating sizes, distances, and quantities; or determining time, costs, resourc
  Selling or Influencing Others (imp:2.41 lvl:1.90) — Convincing others to buy merchandise/goods or to otherwise change their minds or
  Performing General Physical Activities (imp:2.16 lvl:0.82) — Performing general physical activities includes doing activities that require co
  Handling and Moving Objects (imp:1.96 lvl:1.61) — Using hands and arms in handling, installing, positioning, and moving materials,
  Controlling Machines and Processes (imp:1.70 lvl:0.79) — Using either control mechanisms or direct physical activity to operate machines 
  Inspecting Equipment, Structures, or Materials (imp:1.56 lvl:0.94) — Inspecting equipment, structures, or materials to identify the cause of errors o
  Repairing and Maintaining Electronic Equipment (imp:1.06) — Servicing, repairing, calibrating, regulating, fine-tuning, or testing machines,
  Operating Vehicles, Mechanized Devices, or Equipment (imp:1.05) — Running, maneuvering, navigating, or driving vehicles or mechanized equipment, s
  Drafting, Laying Out, and Specifying Technical Devices, Parts, and Equipment (imp:1.04) — Providing documentation, detailed instructions, drawings, or specifications to t
  Repairing and Maintaining Mechanical Equipment (imp:1.03) — Servicing, repairing, adjusting, and testing machines, devices, moving parts, an

--- WORK STYLES ---
  Dependability (imp:5.00) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Attention to Detail (imp:4.00) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Integrity (imp:3.00) — A tendency to be honest and ethical at work.
  Dependability (imp:2.59) — A tendency to be reliable, responsible, and consistent in meeting work-related o
  Integrity (imp:2.43) — A tendency to be honest and ethical at work.
  Cooperation (imp:2.30) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Attention to Detail (imp:2.28) — A tendency to be detail-oriented, organized, and thorough in completing work.
  Social Orientation (imp:2.26) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Cooperation (imp:2.00) — A tendency to be pleasant, helpful, and willing to assist others at work.
  Empathy (imp:1.92) — A tendency to show concern for others and be sensitive to others' needs and feel
  Self-Control (imp:1.80) — A tendency to remain calm and composed and to manage emotions effectively in res
  Sincerity (imp:1.66) — A tendency to be genuine and sincere in interactions with others at work, withou
  Initiative (imp:1.62) — A tendency to be proactive and take on extra responsibilities and tasks that may
  Cautiousness (imp:1.56) — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Self-Confidence (imp:1.44) — A tendency to believe in one's work-related capabilities and ability to control 
  Stress Tolerance (imp:1.43) — A tendency to cope and function effectively in stressful situations at work.
  Optimism (imp:1.42) — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Adaptability (imp:1.41) — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Achievement Orientation (imp:1.40) — A tendency to establish and maintain personally challenging work-related goals, 
  Perseverance (imp:1.34) — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Intellectual Curiosity (imp:1.23) — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Humility (imp:1.15) — A tendency to be modest and humble when interacting with others at work.
  Leadership Orientation (imp:1.11) — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Social Orientation (imp:1.00) — A tendency to seek out, enjoy, and be energized by social interaction at work.
  Tolerance for Ambiguity (imp:0.99) — A tendency to be comfortable with ambiguity and uncertainty at work.
  Innovation (imp:0.89) — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Innovation () — A tendency to be inventive, to be imaginative, and to adopt new perspectives on 
  Achievement Orientation () — A tendency to establish and maintain personally challenging work-related goals, 
  Intellectual Curiosity () — A tendency to seek out and acquire new work-related knowledge and obtain a deep 
  Tolerance for Ambiguity () — A tendency to be comfortable with ambiguity and uncertainty at work.
  Initiative () — A tendency to be proactive and take on extra responsibilities and tasks that may
  Adaptability () — A tendency to be open to and comfortable with change, new experiences, or ideas 
  Self-Confidence () — A tendency to believe in one's work-related capabilities and ability to control 
  Perseverance () — A tendency to exhibit determination and resolve to perform or complete tasks in 
  Leadership Orientation () — A tendency to lead, take charge, offer opinions, and provide direction at work.
  Humility () — A tendency to be modest and humble when interacting with others at work.
  Sincerity () — A tendency to be genuine and sincere in interactions with others at work, withou
  Empathy () — A tendency to show concern for others and be sensitive to others' needs and feel
  Optimism () — A tendency to exhibit a positive attitude and positive emotions at work, even un
  Cautiousness () — A tendency to be careful, deliberate, and risk-avoidant when making work-related
  Stress Tolerance () — A tendency to cope and function effectively in stressful situations at work.
  Self-Control () — A tendency to remain calm and composed and to manage emotions effectively in res

--- TRANSFERABLE SKILLS ---
  Social Perceptiveness (imp:3.38 lvl:3.88) — Being aware of others' reactions and understanding why they react as they do.
  Service Orientation (imp:3.38 lvl:3.25) — Actively looking for ways to help people.
  Judgment and Decision Making (imp:3.25 lvl:3.50) — Considering the relative costs and benefits of potential actions to choose the m
  Instructing (imp:3.12 lvl:3.12) — Teaching others how to do something.
  Complex Problem Solving (imp:3.12 lvl:3.12) — Identifying complex problems and reviewing related information to develop and ev
  Coordination (imp:3.00 lvl:3.50) — Adjusting actions in relation to others' actions.
  Negotiation (imp:3.00 lvl:3.00) — Bringing others together and trying to reconcile differences.
  Time Management (imp:3.00 lvl:3.00) — Managing one's own time and the time of others.
  Persuasion (imp:2.88 lvl:3.00) — Persuading others to change their minds or behavior.
  Systems Analysis (imp:2.88 lvl:2.75) — Determining how a system should work and how changes in conditions, operations, 
  Management of Personnel Resources (imp:2.88 lvl:2.88) — Motivating, developing, and directing people as they work, identifying the best 
  Systems Evaluation (imp:2.38 lvl:2.88) — Identifying measures or indicators of system performance and the actions needed 
  Management of Financial Resources (imp:1.88 lvl:1.25) — Determining how money will be spent to get the work done, and accounting for the
  Management of Material Resources (imp:1.88 lvl:1.25) — Obtaining and seeing to the appropriate use of equipment, facilities, and materi
  Technology Design (imp:1.75 lvl:0.75) — Generating or adapting equipment and technology to serve user needs.
  Quality Control Analysis (imp:1.75 lvl:0.75) — Conducting tests and inspections of products, services, or processes to evaluate
  Programming (imp:1.62 lvl:0.62) — Writing computer programs for various purposes.
  Operations Monitoring (imp:1.50 lvl:0.50) — Watching gauges, dials, or other indicators to make sure a machine is working pr
  Operations Analysis (imp:1.25 lvl:0.25) — Analyzing needs and product requirements to create a design.
  Operation and Control (imp:1.12 lvl:0.12) — Controlling operations of equipment or systems.
  Equipment Selection (imp:1.00) — Determining the kind of tools and equipment needed to do a job.
  Installation (imp:1.00) — Installing equipment, machines, wiring, or programs to meet specifications.
  Equipment Maintenance (imp:1.00) — Performing routine maintenance on equipment and determining when and what kind o
  Troubleshooting (imp:1.00) — Determining causes of operating errors and deciding what to do about it.
  Repairing (imp:1.00) — Repairing machines or systems using the needed tools.

--- NATIONAL WAGES ---
  total_employment : 912,430
  annual_median    : $75,940
  annual_pct10     : $47,180
  annual_pct25     : $58,610
  annual_pct75     : $99,380
  annual_pct90     : $128,720
  annual_mean      : $81,990
  hourly_median    : $36.51

--- GEOGRAPHIC DISPERSION ---
  highest_state    : District of Columbia ($110,970)
  lowest_state     : Puerto Rico ($40,900)
  dispersion_ratio : 2.713x

--- TOP STATES BY WAGE (54 total) ---
  Administrative and Support and Waste Management and Remediation Services emp:  160,460  median: $  61,340
  Professional, Scientific, and Technical Services emp:  124,990  median: $  82,800
  Health Care and Social Assistance        emp:  105,300  median: $  64,130
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:   90,840  median: $  84,350
  Management of Companies and Enterprises  emp:   73,460  median: $  79,920
  Manufacturing                            emp:   67,120  median: $  79,270
  Finance and Insurance                    emp:   51,120  median: $  85,450
  Educational Services                     emp:   47,130  median: $  73,520
  Wholesale Trade                          emp:   30,710  median: $  82,110
  Retail Trade                             emp:   28,180  median: $  61,010

--- TOP INDUSTRIES BY EMPLOYMENT (20 total) ---
  Administrative and Support and Waste Management and Remediation Services emp:  160,460  median: $  61,340
  Professional, Scientific, and Technical Services emp:  124,990  median: $  82,800
  Health Care and Social Assistance        emp:  105,300  median: $  64,130
  Federal, State, and Local Government, excluding State and Local Government Schools and Hospitals and the U.S. Postal Service (OEWS Designation) emp:   90,840  median: $  84,350
  Management of Companies and Enterprises  emp:   73,460  median: $  79,920
  Manufacturing                            emp:   67,120  median: $  79,270
  Finance and Insurance                    emp:   51,120  median: $  85,450
  Educational Services                     emp:   47,130  median: $  73,520
  Wholesale Trade                          emp:   30,710  median: $  82,110
  Retail Trade                             emp:   28,180  median: $  61,010

exact_match_status : found
matched_title      : Human resource management
match_score        : 0.6538
wikidata_qid       : Q1056396
word_count         : 3,910
wikipedia_url      : https://en.wikipedia.org/wiki/Human_resource_management
license            : CC BY-SA 4.0
fetched_at         : 2026-06-02T20:11:25.960884Z

--- WIKIPEDIA FULL TEXT ---
Human resource management (HRM) is the strategic and coherent approach to the effective and efficient management of people in a company or organization. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and employee benefits systems.
The overall purpose of human resources (HR) is to ensure that the organization can achieve success through people. HR professionals manage the human capital of an organization to maximize employee performance. They can specialize in finding, recruiting, selecting, training, and developing employees, as well as maintaining employee relations or benefits. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations, and reward programs. Employee relations deals with the concerns of employees when policies are broken, such as in cases involving harassment or discrimination. Managing employee benefits includes developing compensation structures, parental leave, discounts, and other benefits. On the other side of the field are HR generalists or business partners. 
HR is a product of the human relations movement of the early 20th century when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 includes strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, inclusion, employee retention and lowering employee turnover.


== History ==


=== Precedent theoretical developments ===
The human resources field began to take shape in 19th century Europe. It is built on a simple idea by Robert Owen (1771–1858) and Charles Babbage (1791–1871) during the Industrial Revolution. These men concluded that people were crucial to the success of an organization. They expressed the thought that well-being of employees led to perfect work; without healthy workers, the organization would not survive.
The term "human resource" was first coined by labor economist John R. Commons in 1893. HR emerged as a specific field in the early 20th century, influenced by Frederick Winslow Taylor (1856–1915). Taylor explored what he termed "scientific management" (sometimes referred to as "Taylorism"), striving to improve economic efficiency in manufacturing jobs. He eventually focused on one of the principal inputs into the manufacturing process—labor—sparking inquiry into workforce productivity.
Meanwhile, in London C S Myers inspired by unexpected problems among soldiers who alarmed generals and politicians. During the First World War, he co-founded the National Institute of Industrial Psychology (NIIP) in 1921. He set seeds for the human relations movement, this movement, on both sides of the Atlantic, built on the research of Elton Mayo (1880–1949) and others to document through the Hawthorne studies (1924–1932) and other studies how stimuli, unrelated to financial compensation and working conditions, could yield more productive workers.
Work by Abraham Maslow (1908–1970), Kurt Lewin (1890–1947), Max Weber (1864–1920), Frederick Herzberg (1923–2000), and David McClelland (1917–1998) formed the basis for studies in industrial and organizational psychology, organizational behavior and organizational theory.


=== Birth and development of the discipline ===
By the time there was enough theoretical evidence to make a business case for strategic workforce management, changes in the business landscape—à la Andrew Carnegie (1835–1919) and John Rockefeller (1839–1937)—and in public policy—à la Sidney (1859–1947) and Beatrice Webb (1858–1943), Franklin D. Roosevelt and the New Deal of 1933 to 1939—had transformed employer-employee relationships, and the HRM discipline became formalized as "industrial and labor relations". In 1913 one of the oldest known professional HR associations—the Chartered Institute of Personnel and Development (CIPD)—started in England as the Welfare Workers' Association; it changed its name a decade later to the Institute of Industrial Welfare Workers, and again the next decade to Institute of Labour Management before settling upon its current name in 2000. From 1918 the early Soviet state institutions began to implement a distinct ideological HRM focus
alongside technical management—first in the Red Army (through political commissars alongside military officers), later (from 1933) in work sites more generally (through partorg posts alongside conventional managers).
In 1920, James R. Angell delivered an address to a conference on personnel research in Washington detailing the need for personnel research. This preceded and led to the organization of the Personnel Research Federation. In 1922 the first volume of The Journal of Personnel Research was published, a joint initiative between the National Research Council and the Engineering Foundation. Likewise in the United States, the world's first institution of higher education dedicated to workplace studies—the School of Industrial and Labor Relations—formed at Cornell University in 1945. In 1948 what would later become the largest professional HR association—the Society for Human Resource Management (SHRM)—formed as the American Society for Personnel Administration (ASPA).
In the Soviet Union, Stalin's use of patronage exercised through the "HR Department" equivalent in the Bolshevik Party, its Orgburo, demonstrated the effectiveness and influence of human-resource policies and practices,
and Stalin himself acknowledged the importance of the human resource,
exemplified in his mass deployment of it, as in the five-year plans and in the Gulag system.
During the latter half of the 20th century, private-sector union membership in the U.S. declined significantly,
while workforce-management specialists continued to expand their influence within organizations. In the U.S., the phrase "industrial and labor relations" came into use to refer specifically to issues concerning collective representation, and companies began referring to the proto-HR profession as "personnel administration."
Many current HR practices originated with the needs of companies in the 1950s to develop and retain talent.
In the late 20th century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets. "Human resource management" consequently became the dominant term for the function, with the ASPA even changing its name to the Society for Human Resource Management (SHRM) in 1998.
"Human capital management" (HCM) is sometimes used synonymously with "HR", although "human capital" typically refers to a narrower view of human resources; i.e. the knowledge the individuals embody and can contribute to an organization. Other terms sometimes used to describe the HRM field include "organizational management", "manpower management", "talent management", "personnel management", "workforce management", and simply "people management".


=== In popular media ===
Several popular media productions have depicted human resource management in operation. The U.S. television series The Office, HR representative Toby Flenderson is sometimes portrayed as a nag because he constantly reminds coworkers of company policies and government regulations.
Long-running American comic strip Dilbert frequently portrays sadistic HR policies through the character Catbert, the "evil director of human resources". An HR manager is the title character in the 2010 Israeli fi

--- SEMANTIC NEIGHBORS (5) ---

  Title: Relocation service (similarity: 0.2667)
  URL: https://en.wikipedia.org/wiki/Relocation_service
  QID: Q642121
  Extract: 
Relocation services, employee relocation, military permanent change of station (PCS) or workforce mobility include a range of internal business processes to transfer employees, their families, and/or entire departments of a business to a new location. Like other types of employee benefits, these pr

  Title: List of United States Army careers (similarity: 0.1639)
  URL: https://en.wikipedia.org/wiki/List_of_United_States_Army_careers
  QID: Q6601816
  Extract: The United States Army uses various personnel management systems to classify soldiers in different specialties which they receive specialized and formal training on once they have successfully completed Basic Combat Training (BCT).

  Title: Open space technology (similarity: 0.2917)
  URL: https://en.wikipedia.org/wiki/Open_space_technology
  QID: Q921550
  Extract: Open space technology (OST) is a method for organizing and running a meeting or multi-day conference where participants are invited to focus on a specific, important task or purpose. The agenda and schedule of presentations are partly or mostly unknown until people begin arriving. The scheduling of 

  Title: United States Army Adjutant General's Corps (similarity: 0.2857)
  URL: https://en.wikipedia.org/wiki/United_States_Army_Adjutant_General's_Corps
  QID: Q7889433
  Extract: The Adjutant General's Corps, formerly the Adjutant General's Department, is a branch of the United States Army first established in 1775. This branch provides personnel service support by manning the force, providing human resources services, coordinating personnel support, Army band operations, an

  Title: A Family Man (similarity: 0.1538)
  URL: https://en.wikipedia.org/wiki/A_Family_Man
  QID: Q21528122
  Extract: A Family Man is a 2016 American drama film directed by Mark Williams, in his directorial debut, and written by Bill Dubuque. The film tells the story of Dane Jensen, a Corporate Recruiter from Chicago, who must balance his career aspirations and his increasingly complex family life. The film stars G

model_pass1          : claude-sonnet-4-20250514
model_pass2          : claude-haiku-4-5-20251001
inference_confidence : high
confidence_notes     : Strong confidence based on comprehensive O*NET data including detailed task descriptions, skill requirements, and clear RIASEC profile. BLS wage data provides robust market intelligence, and education distribution offers clear entry requirements.
inferred_at          : 2026-06-03T13:13:09.847563+00:00
tokens_input         : 4,599
tokens_output        : 4,818
cost_usd             : $0.053571
wikipedia_used       : True
wikipedia_title      : Human resource management
wikipedia_note       : The Wikipedia match provides relevant context about HRM as a strategic approach to people management in organizations, focusing on policies and systems. This aligns well with the specialist role's emphasis on implementing HR practices and ensuring policy compliance.

--- PROSE FIELDS ---

ROLE SUMMARY:
Human Resources Specialists serve as the strategic workforce management backbone of organizations, handling recruitment, screening, interviewing, and placement of personnel while ensuring compliance with employment laws and regulations. They manage the complete employee lifecycle from hiring through termination, maintaining employment records, addressing workplace issues, and interpreting HR policies. These professionals combine strong interpersonal skills with administrative expertise to bridge the gap between organizational needs and employee relations.

DAY IN THE LIFE:
A typical day involves reviewing employment applications and matching candidates to job requirements, conducting interviews or coordinating with hiring managers, and processing hiring-related paperwork for new employees. They spend significant time documenting employment actions, updating employee records in HR information systems, and ensuring compliance with Equal Employment Opportunity guidelines. Much of their work involves communicating with supervisors, peers, and employees to address workplace concerns, explain HR policies, or resolve employee relations issues such as harassment allegations or work complaints. They also evaluate recruitment practices to ensure they meet professional standards and make hiring recommendations to management.

WHO THRIVES:
Individuals who excel in this role possess strong communication abilities and enjoy working with people while maintaining high attention to detail in administrative tasks. They demonstrate excellent judgment and decision-making skills when evaluating candidates and resolving workplace issues, combined with the integrity and dependability essential for handling sensitive employee information. Those who thrive are naturally service-oriented with strong social perceptiveness, allowing them to understand employee needs and organizational dynamics. They must be comfortable with both interpersonal interaction and computer-based administrative work, as the role requires significant time spent in HR information systems alongside face-to-face employee interactions.

CAREER ENTRY:
This role typically requires a bachelor's degree (46.6% of practitioners) with many organizations preferring coursework in human resources, business administration, psychology, or related fields. A master's degree is held by 24.9% of specialists, often in HR management or organizational psychology, which can accelerate career advancement. Entry-level positions may accept candidates with high school diplomas (13.5%) who gain experience through HR assistant roles or specialized training programs. Professional certifications from organizations like SHRM or HRCI, while not always required, significantly enhance employment prospects and demonstrate commitment to the field.

CAREER TRAJECTORY:
Human Resources Specialists commonly advance to HR Manager positions (11-3121.00) where they oversee entire HR departments and develop strategic workforce policies. Specialization paths include becoming Compensation, Benefits, and Job Analysis Specialists (13-1141.00) or Training and Development Specialists (13-1151.00), focusing on specific HR functions. With additional education and experience, practitioners may progress to senior leadership roles such as Training and Development Managers (11-3131.00) or Compensation and Benefits Managers (11-3111.00), or transition into consulting roles within Professional, Scientific, and Technical Services firms.

MARKET INTELLIGENCE:
According to BLS OEWS May 2025 data, Human Resources Specialists earn a median annual salary of $75,940 with employment of 912,430 professionals nationwide, making it a substantial occupation with strong market presence. The salary range spans from $47,180 at the 10th percentile to $128,720 at the 90th percentile, reflecting significant earning potential with experience and specialization. Geographic variation is notable, with the District of Columbia offering the highest median wages at $110,970 compared to Puerto Rico at $40,900, representing a 2.71x ratio. The largest employment sectors include Administrative and Support Services (160,460 employed), Professional Services (124,990), and Healthcare (105,300), indicating diverse industry demand. The strong RIASEC profile of Enterprising (5.67) and Conventional (5.52) aligns with business environments that value both relationship-building and systematic processes.

AUTOMATION OUTLOOK:
The role faces moderate automation pressure as HR information systems increasingly handle routine administrative tasks like record-keeping and initial application screening. However, the core interpersonal aspects including employee counseling, complex hiring decisions, and workplace issue resolution remain highly resistant to automation due to their requirement for emotional intelligence and nuanced judgment.

--- REASONED EDGES ---
  [career_pathway] Human Resources Managers (11-3121.00) — confidence:high
    reasoning: Direct advancement path with overlapping Personnel and Human Resources knowledge (HR Managers imp:4.7, lvl:4.5 vs Specialists imp:4.6, lvl:5.7) and shared administrative activities.
    data: Personnel and Human Resources knowledge overlap
    data: Administrative knowledge similarity
    data: Natural career progression
  [career_pathway] Human Resources Assistants, Except Payroll and Timekeeping (43-4161.00) — confidence:high
    reasoning: Entry-level feeder role sharing Administrative knowledge (imp:3.9 vs 4.2) and personnel record-keeping work activities.
    data: Administrative knowledge overlap
    data: Personnel record-keeping tasks
    data: Job Zone progression from 2 to 4
  [skill_overlap] Compensation, Benefits, and Job Analysis Specialists (13-1141.00) — confidence:high
    reasoning: High skill overlap in Writing (both 3.9 importance), Critical Thinking (both 3.9 importance), and shared Job Zone 4 preparation level with specialized HR focus.
    data: Writing skill match
    data: Critical Thinking skill match
    data: Shared Job Zone 4
    data: HR specialization area
  [knowledge_overlap] Training and Development Specialists (13-1151.00) — confidence:medium
    reasoning: Strong overlap in Education and Training knowledge (both importance 3.1) and shared Instructing transferable skill (importance 3.1).
    data: Education and Training knowledge overlap
    data: Instructing skill overlap
    data: Employee development focus
  [riasec_cluster] Industrial-Organizational Psychologists (19-3032.00) — confidence:medium
    reasoning: Shared Enterprising and Social RIASEC orientation with focus on workplace behavior analysis and organizational effectiveness.
    data: Enterprising RIASEC overlap
    data: Social orientation
    data: Workplace behavior focus
  [task_similarity] Eligibility Interviewers, Government Programs (43-4061.00) — confidence:medium
    reasoning: Similar interview and evaluation tasks with shared emphasis on reviewing applications and determining eligibility based on established criteria.
    data: Interview tasks overlap
    data: Application review process
    data: Eligibility determination
  [career_pathway] Compensation and Benefits Managers (11-3111.00) — confidence:medium
    reasoning: Advanced career path sharing Administrative knowledge and management responsibilities in specialized HR domain.
    data: Administrative knowledge overlap
    data: HR specialization
    data: Management progression
  [transferable_skill] First-Line Supervisors of Office and Administrative Support Workers (43-1011.00) — confidence:medium
    reasoning: Shared supervisory and administrative coordination skills with overlapping work styles of Dependability (5.0 importance) and Attention to Detail.
    data: Supervisory responsibilities
    data: Administrative coordination
    data: Dependability work style
    data: Attention to Detail

--- NORMALIZER SIGNALS ---
  match_keywords   : ['human resources specialist', 'hr specialist', 'personnel specialist', 'recruitment specialist', 'employee relations specialist', 'hr coordinator', 'talent acquisition specialist', 'staffing specialist']
  exclude_keywords : ['payroll', 'benefits administrator', 'compensation analyst', 'training coordinator', 'labor relations']
  title_patterns   : ['*HR Specialist*', '*Human Resources Specialist*', '*Personnel Specialist*', '*Recruitment Specialist*', '*Employee Relations*']
  common_variations: ['HR Specialist', 'Personnel Specialist', 'Human Resources Generalist', 'Talent Acquisition Specialist', 'Employee Relations Specialist', 'Staffing Specialist', 'Recruitment Specialist', 'HR Coordinator']

total_terms    : 40
top_words      : ['management', 'human', 'others', 'tendency', 'resources', 'personnel', 'resource', 'organization', 'performance', 'equipment', 'organizational', 'business', 'benefits', 'activities', 'recruitment', 'hiring', 'policies', 'development', 'professionals', 'needs']
source_layers  : onet_tasks | onet_dimensions | dwas | wikipedia | inference

TERM                    COUNT     FREQ  DOMINANT SOURCE      SOURCE BREAKDOWN
──────────────────────────────────────────────────────────────────────────────────────────
management                 79  0.01631  wikipedia            wikipedia:80%  onet_dimensions:9%  onet_tasks:6%
human                      73  0.01507  wikipedia            wikipedia:78%  onet_dimensions:10%  inference:5%
others                     43  0.00888  onet_dimensions      onet_dimensions:88%  dwas:7%  wikipedia:5%
tendency                   42  0.00867  onet_dimensions      onet_dimensions:100%
resources                  39  0.00805  wikipedia            wikipedia:51%  onet_dimensions:23%  onet_tasks:10%
personnel                  35  0.00723  dwas                 dwas:40%  wikipedia:40%  onet_dimensions:11%
resource                   34  0.00702  wikipedia            wikipedia:97%  onet_dimensions:3%
organization               26  0.00537  wikipedia            wikipedia:85%  onet_dimensions:15%
performance                24  0.00496  wikipedia            wikipedia:58%  onet_dimensions:29%  onet_tasks:12%
equipment                  23  0.00475  onet_dimensions      onet_dimensions:100%
organizational             22  0.00454  wikipedia            wikipedia:77%  inference:14%  onet_tasks:5%
business                   21  0.00434  wikipedia            wikipedia:71%  dwas:14%  inference:10%
benefits                   20  0.00413  wikipedia            wikipedia:65%  onet_dimensions:15%  inference:10%
activities                 20  0.00413  onet_dimensions      onet_dimensions:45%  dwas:45%  onet_tasks:5%
recruitment                19  0.00392  dwas                 dwas:42%  wikipedia:37%  inference:11%
hiring                     18  0.00372  wikipedia            wikipedia:28%  inference:28%  dwas:22%
policies                   18  0.00372  wikipedia            wikipedia:33%  dwas:28%  inference:22%
development                18  0.00372  wikipedia            wikipedia:89%  inference:11%
professionals              18  0.00372  wikipedia            wikipedia:89%  inference:11%
needs                      17  0.00351  onet_dimensions      onet_dimensions:47%  wikipedia:29%  onet_tasks:12%
principles                 17  0.00351  onet_dimensions      onet_dimensions:94%  wikipedia:6%
practices                  17  0.00351  wikipedia            wikipedia:41%  dwas:35%  onet_dimensions:12%
relations                  16  0.00330  wikipedia            wikipedia:75%  inference:12%  onet_tasks:6%
research                   16  0.00330  wikipedia            wikipedia:88%  onet_tasks:6%  onet_dimensions:6%
includes                   16  0.00330  onet_dimensions      onet_dimensions:75%  wikipedia:25%
programs                   15  0.00310  wikipedia            wikipedia:53%  onet_dimensions:27%  onet_tasks:7%
control                    14  0.00289  onet_dimensions      onet_dimensions:86%  wikipedia:14%
laws                       13  0.00268  wikipedia            wikipedia:54%  onet_dimensions:23%  onet_tasks:15%
standards                  13  0.00268  onet_dimensions      onet_dimensions:62%  onet_tasks:15%  wikipedia:15%
organizations              13  0.00268  wikipedia            wikipedia:54%  inference:31%  onet_dimensions:8%
developing                 13  0.00268  onet_dimensions      onet_dimensions:62%  wikipedia:38%
function                   13  0.00268  wikipedia            wikipedia:85%  onet_dimensions:15%
industrial                 13  0.00268  wikipedia            wikipedia:100%
compensation               12  0.00248  wikipedia            wikipedia:58%  inference:17%  onet_tasks:8%
techniques                 12  0.00248  onet_dimensions      onet_dimensions:83%  onet_tasks:17%
strategic                  12  0.00248  wikipedia            wikipedia:67%  inference:25%  onet_dimensions:8%
services                   12  0.00248  onet_dimensions      onet_dimensions:50%  wikipedia:25%  inference:25%
psychology                 12  0.00248  wikipedia            wikipedia:75%  inference:17%  onet_dimensions:8%
objects                    12  0.00248  onet_dimensions      onet_dimensions:100%
hrm                        12  0.00248  wikipedia            wikipedia:92%  inference:8%