1. 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.

2. 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.

3. 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

4. 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

5. 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

6. 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.

7. 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

8. 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

9. 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?

10. 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

11. 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

12. 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

13. 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.

14. 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.