text: Chapter 1
  SYNCHRONIZATION
  1-14. Synchronization is ensuring HR support operations effectively align with military actions in time,
  space, and purpose. Synchronization requires planning and promotes unity of effort. It includes ensuring HR
  operations are planned, executed, and assessed. Human resources professionals must understand the
  commander’s vision of the end state and how to sequence activities to achieve them. When resources are not
  forward-deployed, early entry, build-up, and sustainment are highly complex. Joint and combined operations
  also demand careful synchronization of HR support to ensure effective interoperability and efficient use of
  all available resources. The result of synchronization is the maximum use of every resource when and where
  it will contribute most to success.
  TIMELINESS
  1-15. Timeliness ensures decision makers have access to relevant HR information and analysis that support
  current and future operations to make effective decisions. It also supports a near real time COP across all
  echelons of HR support. Maintaining a near real-time COP will be a challenge in LSCO against a near-peer;
  therefore, HR professionals must plan for ways to improve the timeliness of the HR COP in both connected
  and disconnected environments.
  ACCURACY
  1-16. Accuracy of information not only influences the decisions made by commanders, but also impacts
  Soldiers and their families. For Soldiers, accurate information affects their careers (for example, retention,
  compensation, and promotion) while supporting the general well-being of their family members. Accuracy
  of information is critical to ensure the integrity of HR processes. Human resources professionals must
  understand the dynamic nature of HR systems architecture and that data input at the lowest level has a direct
  impact on decisions made at the highest level. It is critical for HR professionals to ensure the accuracy of the
  information they provide to support commander’s decision making.
  FOCUS OF HR SUPPORT
  1-17. Efficient and effective HR support relies on multi-functional HR leaders who focus their knowledge
  and skills to support the Army’s most important asset–its people. In all areas, HR professionals should focus
  on the following:
  * Agile and clear HR policies. Human resources policies must be clear, encompassing, and flexible
  enough to apply to the greatest number of personnel and address the widest range of
  circumstances. They must be adaptable enough to guide and inform personnel in complex and
  changing circumstances (both in a connected and disconnected environment).
  * Effective HR practices. Human resources practices emanating from the policy-level should be
  streamlined, intuitive, and foster stable and predictable process results.
  * Competency-based skills. Human resources professionals must be competent and able to
  accomplish HR core competencies and subordinate key functions. Core competencies align the
  responsibilities, knowledge, skills, and behaviors needed to fulfill mission requirements.
  * Outcome-oriented actions. In an environment that measures HR performance, the emphasis is on
  successful outcomes in fulfillment of mission priorities. While it is important to have effective HR
  processes and practices in place, it is critical that the ends drive the means.
  * Self-development. One of the three domains of leader development, it requires leaders to display
  discipline and a desire for excellence in lifelong learning. Using assessments, HR leaders must
  invest the time to become competent and confident across all facets of HR operations and support.
  CORE COMPETENCIES AND KEY FUNCTIONS OF HR SUPPORT
  1-18. Human resources professionals must execute two fundamental core competencies in providing HR
  support. As depicted in figure 1-1, each of the two core competencies includes subordinate key functions,
  which contribute to the success of the core competency. Figure 1-1 emphasizes the critical role of personnel
  information management as the connective force supporting the execution of all HR core competencies and