What is Planning? “In preparing for battle I have always found that plans are useless, but planning is indispensable.” General of the Army Dwight D. Eisenhower From an HR perspective…….what is “planning?” Each group has 20 minutes to develop their response.

Learning Objective Action: Examine the Role of the HR Planner Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors. Standard: Analysis includes: 1. Sustainment Warfighting function and integration of HR support. 2. Staff and HR Planner characteristics and competencies.

Army Doctrine Army Doctrine Publications (ADP) Fundamental principles by which the military forces or elements thereof guide their actions in support of national objectives. It is authoritative but requires judgment in applications (JP 1-02) Army Doctrine Reference Publications (ADRP) Detailed explanation of all doctrinal principles which provide the foundational understanding so everyone in the Army can interpret the same way. Field Manuals (FM) Lays out tactics and procedures. Army Techniques Pubs (ATP) Non-prescriptive ways or methods used to perform missions, functions, or tasks (JP 1-02). Maintained, accessed, updated through MilWiki. Applications (APP) Consists of interactive Media, Podcasts, Mobile APPs http://usacac.army.mil/sites/default/files/misc/doctrine/CDG/army_doctrine.html

Warfighting Functions Group of tasks and systems (people, organizations, information, processes) united by a common purpose that commanders use to accomplish missions and training objectives. Warfighting Functions Mission Command Movement and Maneuver Intelligence Fires Protection Sustainment Logistics Personnel Services Health Service Support ADP 3-0 Operations - is the Army’s warfighting doctrine

The Sustainment Warfighting Function Sustainment is the provision of Logistics, Personnel Services and Health Service Support necessary to ensure freedom of action, extend operational reach, and prolong endurance. Sustainment sub-functions include: Logistics Personnel Services Health Service Support Maintenance Transportation Supply Field Services Distribution Operational Contracting Support General Engineering Support Human Resources Support Financial Management Legal Support Religious Support Band Support Organic and Area Medical Support Hospitalization Dental Care Behavioral Health Clinical Laboratory Services Medical Evacuation Medical Logistics 5 ADP 4-0, Sustainment, para 1

FM 1-0 Short Summary Human Resources Support Man the Force Chapter 3 Provide HR Services Chapter 4 Personnel Support Chapter 5 HR Planning and Operations Chapter 6 Personnel Readiness Management Section I Personnel Accountability Section II Strength Reporting Section III Retention Operations Section IV Essential Personnel Services Postal Operations Casualty Operations MWR Operations Command Interest Programs Army Band Operations Operate HR C2 Nodes Personnel Info Management Section V Human Resources Support The Army’s single source of doctrine for HR Support focuses on deployed operations. It describes HR doctrine and how it fits into the Army’s current and future operational concept in support of Operations and promotes a common understanding of HR support fundamentals.

And Redeployment Operations Provide Human Resources Support FM 1-0 – Short Summary Theater Opening And Redeployment Operations Chapter 7 Civilian Support Chapter 8 Section I Theater Deployment Section II Provide Human Resources Support

Human Resources Support Enduring Principles Synchronization Effectively aligned Time, space, purpose Maximum readiness and operational capabilities Timeliness Relevant HR information Through analysis Near real-time common operational picture Accuracy Attention-to-detail oriented Understand the dynamics of data input to HR systems Anticipation Project requirements Intuitive nature Experience, knowledge and education based Responsiveness Right support to the right place at the right time Resources, capabilities, and information Integration Tasks and functions Systems and processes Organizations Unity of purpose and effort Competency Based Performance Oriented

HR Planning and Support Strategic Operational Tactical 1. What organizations or elements provide HR planning and support at the Strategic level? 2. What organizations or elements provide HR planning and support at the Operational level? 3. What organizations or elements provide HR planning and support at the Tactical level?

FM 6-0, Commander and Staff Organization and Operations, “The Staff” RESPONSIBILITIES Supports the commander Assists subordinate units Informs units and organizations outside the HQs CHARACTERISTICS Competent Initiative Critical and creative thinking Adaptive Flexible Self-confidence Cooperative Communicates clearly ORGANIZATION Based on mission, areas of expertise and regulations and laws. While staffs at every echelon and type of unit are structured differently, all staffs are similar. EXAMPLE FM 6-0, Commander and Staff Organization and Operations, Chapter 2 10

TASKS / SKILLS / KNOWLEDGE The HR Planner First and foremost, an HR Planner must: Be technically competent in current HR systems, processes, policies, and procedures Know and understand how to employ doctrine Understand the full capabilities of HR units and organizations HR PLANNER CRITICAL TASKS / SKILLS / KNOWLEDGE MDMP HR Input to Plans and Orders Running Estimates Key Performance Indicators HR Rules of Allocation HR Mission Command Nodes CCIRs Problem Solving / Critical Thinking Risk Management Process Rehearsals / Briefings Assess P R E A L N X C U T Mission Command

The Keys… Know your boss… Know what your boss wants / expects from you… Understand your organization’s mission and priorities …work to them Spend the time “up front” to set up systems, HR planning tools, Key Performance Indicators, etc. Master, as quickly as possible, enabling systems that support HR planning Learn the systems to a level of familiarity Know the data you need regularly and what system provides it Network with other HR planners, staff sections and supported/supporting organizations

Learning Objective Action: Examine the Role of the HR Planner Condition: Senior HR Leaders in a classroom environment working individually and as a member of a small group, using doctrinal and administrative publications, practical exercises, case studies, personal experience, handouts, and discussion with an awareness of the Operational Environment (OE) variables and actors. Standard: Analysis includes: 1. Sustainment Warfighting function and integration of HR support. 2. Staff and HR Planner characteristics and competencies.

HR Planning Considerations SRC 12 / HR Staff Elements HR Planning Considerations GROUP PRACTICAL EXERCISE #1 GROUP 1 Human Resources Sustainment Center (HRSC) GROUP 2 Human Resources Company GROUP 3 Human Resources Operations Branch (HROB) (SB) GROUP 4 Brigade / Battalion S-1s Each group has 20 minutes to analyze the HR planning doctrinal responsibilities for their assigned HR staff element or SRC 12 organization. Identify the top three critical HR planning considerations, tasks and/or responsibilities for your assigned organization and be prepared to defend your reasoning. Each group has 10 minutes to present their analysis to the class.