text: Human Resources (HR) Support
  Note: A forthcoming FM 5-0 (Planning and Orders Production) manual will become the Army’s
  reference for planning, which includes the MDMP. This reference manual is programmed for an
  expected publication date of September/October 2021.
  1-82. The MDMP is a primary tool for commanders to solve problems, make decisions, and develop plans
  and orders. Human resources planners may adapt information collected and processed during the MDMP for
  their own organization’s purpose. Human resources planning is a continuous process in evaluating current
  and future operations from the functional perspective of the HR professional. Throughout the MDMP, the
  G-1/AG, S-1, and HR staff planner considers how the information impacts HR support to each phase of a
  military operation. When conducting HR support across the range of military operations, HR planners must
  consider the frequency of occurrence for HR tasks in each strategic role during LSCO (for example, shape
  the operational environment, prevent conflict, prevail in LSCO (defensive/offensive), and consolidate gains).
  During LSCO (defensive/offensive), units focus heavily on PASR and casualty reporting, while other tasks
  are accomplished as the situation permits.
  1-83. To be effective in the planning process, it is important to position HR planners where they can not only
  track the current operation, but also influence the operation with additional HR support. Generally, at division
  and higher levels of command, elements of the G-1/AG section are in the sustainment cell of the main
  command post. Requirements stemming from operational situations for the G-1/AG section are determined
  by closely tracking the COP. For example, casualties monitored on the command voice or data network
  should prompt the G-1/AG and S-1 of the requirement to generate casualty reports, possible EPS actions (for
  example, awards and letters of condolence), and HR support to replacement operations necessary to replace
  casualty losses. By remaining engaged with the operation and maintaining situational understanding,
  G-1/AGs and S-1s can better support subordinate and/or supported units (HR and non-HR) in the execution
  of their HR mission. Similarly, HROBs must remain engaged and integrated with the ESC/sustainment
  brigade/division sustainment brigade/division sustainment brigade STB staff to influence HR support to
  supported organizations (G-1/AGs and S-1s) and to provide direction and guidance to the HR assets in their
  organization.
  HR INPUT TO OPERATION ORDERS
  1-84. Human resources staff officers are responsible for providing input to the base plan/order, input to annex
  A, Task Organization, and writing portions of annex F, Sustainment, specifically appendix 2, Personnel
  Services Support. FM 6-0 provides the format and instructions for preparing an OPLAN and OPORD and
  integrates the sustainment warfighting functions.
  Note: A forthcoming FM 5-0 (Planning and Orders Production) manual will become the Army’s
  reference for planning, which includes plans and orders formats. This reference manual is
  programmed for an expected publication date of September/October 2021.
  1-85. Human resources planners, when developing their portion of the OPLAN and OPORD, ensure the
  following capabilities, units, and functions are addressed in the plan or order. Human resources planners
  recommend appropriate command relationships and support relationships for the HR specific units
  supporting the command and subordinates. Units, locations, and functional area support provided by a
  supporting unit should be addressed by HR support to annex A, Task Organization. This includes, but is not
  limited to––
  * Army Service component command G-1/AG.
  * Field army G-1/AG.
  * Corps G-1/AG.
  * Division G-1.
  * HROC.
  * Brigade S-1.
  * Battalion S-1.