Core Business Mission (CBM)
Human Resources Management (HRM)
HRM encompasses all functional processes required to acquire, train, manage, pay and provide benefits to the military and civilian personnel in the DoD (throughout their careers and beyond), as well as support family members, veterans, retirees, volunteers and contractors. A primary objective of the HRM CBM portfolio is to provide accurate human resources information to decision makers such as numbers, competencies (occupations, skills, education and training), reception accounting, individual readiness, patient accountability and status reporting, individuals’ unit and location, and assigned duty within organizations. This mission includes ensuring that Combatant Commanders have access to timely and accurate data on personnel that includes their skill sets and competencies. The Under Secretary of Defense for Personnel and Readiness (USD (P&R)) is the senior official responsible for the HRM business area, pursuant to title 10 U.S. Code section 2222.
Key Initiatives
In an effort to increase efficiency, and interoperability in HRM business processes, P&R continues to document the HRM processes and standards within the architecture by adding new content and conducting deep dive analysis on the business areas with the highest importance to the department. P&R is also aligning the latest HRM architecture capabilities and models into the End-to-End (E2E) construct and has identified for further analysis 8 of the 24 HRM Capabilities that are not currently addressed within the E2E framework. In addition, P&R has aggressively coordinated with the components to improve the accuracy of DoD Information Technology Portfolio Repository (DITPR) information and completed foundational work on relating DITPR entries to H2R to begin the path to improvement in business operations.
In October 2012, the Office of the Undersecretary of Defense (OUSD)(P&R) took ownership of the newly reconstituted CJCS J-1‘s electronic Manpower & Personnel System (eJMAPS) and renamed the system Fourth Estate Manpower System (FMTS). It has been implemented by six volunteer organizations with a total of 40,064 organization and position records that support all of their manpower data management and reporting. Twenty three additional DoD organizations are scheduled to be fully using FMTS by August 2013.
In FY 2012, the scope of the EIW was expanded beyond HR to address FM community issues. The VIPS program has been cancelled and the MDA directed that, subject to funding, DLA complete a Tech Demo to inform any future acquisitions in the SOA. Future near term efforts in MIRS (previously a Legacy system related to VIPS) will support the HRM FS requirement to "Improve capability to accurately capture and track all personnel and pay events from accession through retirement in a single logical record across all Services and Components."
VLER capability has now been successfully employed across six Military Treatment Facilities (MTF) throughout the country. This ongoing expansion continues to demonstrate that electronic health data can be successfully sent to and retrieved from Veteran Affairs and private partner electronic health record systems.
What's New in HRM
HRM Enterprise Systems
DoDAF Models related to HRM BEA Products
All Viewpoint
AV-1 Overview and Summary Information
AV-2 Integrated Dictionary
Data & Information Viewpoint
DIV-1 Conceptual Data Model
DIV-2 Logical Data Model
Operational Viewpoint
OV-2 Operational Resource Flow Description
OV-3 Operational Resource Flow Matrix
OV-5b Operational Activity Model
OV-6a Operational Rules Model
OV-6c Business Process Model
Systems Viewpoint
SV-1 Systems Interface Description
SV-1 Systems Interface Details
SV-6 Systems Resource Flow Matrix
Standards Viewpoint
StdV-1 Standards Profile
Other DoDAF Models
Defense Financial Management Improvement Guidance (includes FFMIA Rules)
HRM Enterprise Standards