Goals of Human Resources Management Areas Personnel Recruitment A combined model will be retained for manning Officer’s duties. This model presents a combination of the modified and upgraded ‘’Cadet’’ model, granting scholarships in support of lacking Services and Occupations, admission from labor market, admission among employees from the category of NCOs and contract soldiers/ seamen, education in foreign countries. The possibility of contract based admission will also be taken into consideration. Soldiers/seamen will be, as so far, admitted to Contract service and NCOs solely from the ranks of the best soldiers/seamen who served at least one contract. Standards for professional/contract soldier/seaman will be defined taking into account the heterogeneity of requirements and obligations resulting from missions of individual services of the Armed Forces, operations in international environment and roles of the Armed Forces in society. Stimulating measures will be developed for unavailable, i.e., critical specialties of Active Duty military personnel aimed at more efficient attraction/recruitment and retention in service. A particular status and consideration will be given to the physicians, that is, to a model of attraction and retention that will be established and suitable for requirements of the military system and specific characteristics of the medical profession. Up to 100 NCOs, 350 to 1000 soldiers/ seamen and up to 80 officers will be annually admitted in service. Annual number for admission of Cadets and Contract Reserve will be established according to requirements for individual occupations and ca- pacities of education. The number of conscripts will be up to 2,000 annually with increase in the second part of the planning period for the manning purposes of the Active Duty military composition and Assigned Reserve. Personnel who underwent military training or have given up Active Duty military service will enter Assigned Reserve on annual basis, and an equal number will be discharged. Exceptionally, a minimal number of candidates for officer and NCO duties of military specialists will be admitted directly from labor market and this will apply also to civil employees. Professional Development Professional Development of Active Duty military personnel during their service will be based on training and education, carrying out of duty, and continuous life-long learning and self-development. Educational system will be harmonized with national educational standards and with NATO recommendations. Advancement in service will be based on acquiring new knowledge and skills that will be evaluated, on building and maintaining capabilities that are necessary for carrying out duties at higher level. The existing system of Military-occupational specialties will be upgraded in support of development. Personnel Support Particular attention will be paid to quality of living and the implementation of specific measures in the area of Support to Readiness, Welfare and Recreation of the members of the Armed Forces and protection of their rights. That will contribute to attracting and retaining quality-personnel as well as development and maintenance of appropriate organizational culture that should be monitored and systematically T H E C R O AT I A N A R M E D F O R C E S L O N G − T E R M D E V E L O P M E N T P L A N 2 0 1 5 − 2 0 2 4