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Core Business Mission (CBM)
Human Resources Management (HRM)
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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.
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.
- Capabilities Framework - Restructured the HRM Capabilities into an improved framework for specifying business requirements and initiatives as well as supporting business portfolio investment management analysis. Sixteen of the twenty-four restructured capabilities also replaced the corresponding H2R Level 1 functionality groupings. The revised HRM Operational Activity Decomposition Tree more accurately reflects the current clusters of HRM functionality to be utilized in the DoD IT Portfolio Repository (DITPR) system mapping supporting HRM Capability based Portfolio Management.
- Enterprise Process Models to Complete Hire-to-Retire (H2R) Mapping: - In order to align HRM functionality with the H2R End-to-End (E2E) Business Flow, over 50 new HRM high level process models based on leaf level OV-5a activities were created. The analysis and mapping effort introduced in FY12 will ultimately result in detailed HRM BEA process models. The new HRM high level process models will facilitate business system staffs analysis efforts to gain visibility of how processes that they are implementing align to major enterprise business functionality groupings.
- Enterprise Standard Business Rules: Over 3800 HRM Enterprise Standard Business Rules were added to the BEA and associated to applicable processes. These rules will ensure the Service Integrated Personnel and Pay Systems (SIPPS) improve pay consistency and customer service coupling pay and personnel processes as well as related information utilized in pay computations. Through compliance with the HRM Enterprise Standard Business Rules and previously introduced HRM Enterprise Standard Business Process Standards, the SIPPS will improve the Department's ability to solve the inefficiencies and sustainability of the current processes and solutions and ultimately to achieve a clean audit.
- Manage Accession - Process models, associated business rules and activity models needed for the standardization of enterprise accession processing, improved data quality and information exchanges were added to the BEA. Stakeholders will use the operational activities, process models and associated business rules to guide and constrain their implementation/execution of the standardized processes. These refinements, formulated with the functional process owners, will enable a responsive, flexible, and efficient means to qualify applicants to meet routine and contingency operation manpower resource requirements. This new HRM related content will:
- Establish the authoritative source for establishing electronic personnel, compensation and health record
- Enable paper work reduction as well as reduction of data errors and redundancies
- Reduce reliance on self-disclosure of information which substantially increases the quality of qualification decision
- Result in decreased attrition at the training bases and decreased recruiter resources spent on applicants who are unlikely to qualify
- Enable the exchange of applicant data with service recruiting, personnel, and medical record systems and execution of distributed business processes