text: Chapter 1
  PERSONNEL INFORMATION MANAGEMENT
  1-21. Personnel information management is the foundation of successful man the force operations, and is the
  connective force that supports the execution of all HR core competencies and subordinate key functions. It
  encompasses the collecting, processing, storing, displaying, reconciling, and disseminating of relevant HR
  information about units and personnel. Personnel information management provides essential personnel
  information to commanders, Soldiers, and families. It integrates and distributes the information products
  necessary to man and sustain Soldiers and their systems on the battlefield. Commanders, HR professionals,
  and planners rely on personnel information management systems when performing their mission.
  1-22. Human resources systems are essential in accomplishing Army-wide PIM execution and COP
  integration. It is critical for HR professionals to be competent with HR systems and databases and understand
  how HR functions and tasks are processed and conducted. Commanders should ensure HR professionals are
  cross-trained across all HR systems. Despite the expectation for units to operate in disconnected, degraded
  or disrupted communications environments during LSCO against near peer competitors, HR professionals
  should prioritize the maintenance of Non-classified Internet Protocol Router Network (NIPRNET) and
  SECRET Internet Protocol Router Network (SIPRNET) connectivity when arriving in theater to conduct
  required HR functions and tasks. For specific information regarding HR databases, systems, and other
  automation systems and equipment needed to perform HR missions, refer to appendix A of this publication.
  1-23. As the enemy’s ability to disrupt communications and command and control elements increases, HR
  support and services becomes more challenging. This is especially true when the enemy targets mission
  command nodes and critical infrastructure. Enabling HR mission command nodes by establishing, operating,
  and maintaining connectivity to HR data and voice communications is essential for effective HR operations.
  Human resources mission command nodes enable HR professionals’ access to HR systems and must provide
  access across all commands and echelons. Refer to ATP 6-0.5, Command Post Organization and Operations,
  for additional information on mission command nodes.
  MAN THE FORCE
  1-24. Man the force consists of subordinate key functions affecting the personnel aspects of building and
  maintaining the combat power of an organization. Man the force encompasses PIM, PASR, HR support to
  replacement operations, HR support to casualty operations, and PRM. Successful execution of these
  subordinate key functions assures the uninterrupted flow of Soldiers to the battlefield and accurate
  accountability and reliable data for all Soldiers, DOD and DA Civilians, and contractors authorized to
  accompany the force (CAAF). The following paragraphs provide a brief description of each subordinate key
  function of man the force. Refer to chapter 3 for detailed information regarding each function.
  Personnel Accounting and Strength Reporting
  1-25. The objective of PASR is to account for Soldiers, report strength-related information, and update
  command databases at all levels. Personnel accounting is the by-name management of the location and duty
  status of every person assigned or attached to a unit. It includes tracking the movement of personnel as they
  arrive and depart from a unit, to include maintaining visibility of individuals as they enter, transit, and depart
  the theater. Battalion and brigade S-1s manage HR systems supporting theater and Army-wide personnel
  accountability. Strength reporting is the numerical end product of by-name data and conducted at all levels
  of command. The process starts with by-name personnel accounting data submitted at battalion or separate
  unit-level and ends with personnel systems updates. Strength reports reflect the combat power of a unit and
  inform PRM actions such as prioritizing replacements, monitoring deployable and non-deployable personnel,
  executing personnel distribution, and making decisions.
  HR Support to Replacement Operations
  1-26. Human resources support to replacement operations is an ongoing and enduring effort beginning in the
  planning phase and continuing through redeployment. Human resources support to replacement operations
  includes communicating the priority of manning in coordination with the Headquarters, Department of the
  Army (HQDA), deputy chief of staff (DCS), Operations/Readiness/Exercises (G-3/5/7) and the HQDA, DCS,
  Logistics (G-4); maintaining personnel accountability; executing orders processing; and conducting