text: Chapter 1
  1-3. Human resources support is a critical part of determining current combat capabilities and projecting
  future requirements to sustain or build combat power throughout all phases of LSCO. Success on the
  battlefield will depend, in part, on the effective execution of HR competencies. Through the execution of
  these competencies, essential personnel information is collected, analyzed, and used by commanders in the
  decision-making process to sustain the fight. Regardless of the type of military operation, HR support must
  be tailored to satisfy requirements of Army commanders or in concert with a joint or combined force.
  1-4. Human resources support is executed at strategic, operational, and tactical levels. At the strategic-level,
  HR support encompasses national mobilization and falls within the purview of national political and
  military-strategic leadership. Strategic HR support deals with mobilization of the Reserve Component (RC)
  and national manpower, acquisition and integration, deployment, and demobilization. It links the nation’s
  natural resources (people) to theater military operations. Operational HR support focuses on reception,
  allocation, management, and redeployment of units and Soldiers as well as reconstitution operations. Tactical
  HR support focuses on the specific functions of manning units and sustaining Soldiers and units.
  1-5. Human resources support includes all activities and functions executed within the eight Army
  personnel development system life cycle management functions (structure, acquisition, distribution,
  development, deployment, compensation, sustainment, and transition). These functions man the force and
  provide HR support and services to Soldiers, their families, military retirees, and Department of Defense
  (DOD) and Department of the Army (DA) Civilians. Refer to Army Regulation (AR) 600-3, The Army
  Personnel Development System, for specific information regarding the Army personnel development system
  life cycle management functions.
  PRINCIPLES OF HR SUPPORT
  1-6. A principle is a comprehensive and fundamental rule or an assumption of central importance that
  guides how an organization approaches and thinks about the conduct of operations (ADP 1-01). All
  sustainment operations are guided by fundamental principles that apply in LSCO as well as any other
  operation along the conflict continuum. The principles of sustainment enable freedom of action, create
  strategic and operational reach and provide the joint force with prolonged endurance. The principles of
  sustainment are integration, anticipation, responsiveness, simplicity, economy, survivability, continuity, and
  improvisation.
  1-7. Human resources support uses a competency-based and performance-oriented strategy guided by
  enduring principles that assure a higher quality, more diverse and ready Total Army enabled by effective HR
  systems and agile policies. Human resources leaders should not only understand the importance of their
  efforts and unit mission, but also the missions of their supported and supporting units. To meet the challenges
  of current and future operations, HR professionals are guided by the six overarching principles of sustainment
  and three additional principles of HR support (synchronization, timeliness, and accuracy). These principles
  must be thoughtfully weighed and applied during the planning, execution, and assessment of missions.
  INTEGRATION
  1-8. One of the primary functions of the sustainment staff is to ensure the integration of sustainment with
  operations plans. Integration combines all sustainment elements within operations, assuring unity of
  command and effort. It requires deliberate coordination and synchronization of sustainment with operations
  across all warfighting functions. Army forces integrate sustainment with unified action partners to maximize
  the complementary and reinforcing effects of each Service component’s and other unified action partners’
  resources. The success of strategic, operational, and tactical plans depends on the integration of HR concepts
  and operations with those plans. The time needed to arrange HR support and to de-conflict problems requires
  continuous integration of HR support into the planning process. To enable HR professionals to weigh the
  supportability of proposed courses of action, personnel estimates and plans that are grounded in doctrine
  must be developed and incorporated into operation plans (OPLANs).
  ANTICIPATION
  1-9. Anticipation is the ability to forecast operational requirements and initiate necessary actions that most
  appropriately satisfy a response, without waiting for operations or fragmentary orders. That ability requires