Approved for public release, distribution is unlimited / The purpose of this thesis is threefold. Firstly, to attempt to provide validity for the two-sided matching process; secondly, analyze FITREP attributes to determine their suitability for a weighted criteria evaluation system and; thirdly, compare the USMC promotion and assignment process with contemporary human resource management practices. Using data from the USMC Officer Accession Career file (MCCOAC), a logit model is used to estimate the effects of TBS preference and other officer characteristics on retention to the seven year mark. Findings indicate that there was little difference in the probability of retention throughout most preference levels except for the bottom sixth. Using USMC FITREP data, an ordinary least squares model is used to estimate the effects of rank and MOS on FITREP scores across all attributes. Multiple comparison tests demonstrated that there are statistical differences at the 0.05 level between the means of the MOSs. Additionally, reporting creep is continuing across all attributes. Surveys were also conducted. The first survey indicated that USMC officers believe the FITREP attributes were not all equally important within, and across each MOS - although the USMC assesses them as such. The second survey indicated that the USMC promotion and assignment process can be strengthened through a clearly defined HRM plan that extends beyond 'faces' and 'places', and provides very clear links to the organizational strategy. Based on the findings it is recommended that the USMC review its HRM processes and conduct further analyses on the FITREP data for: (1) correlation, (2) longitudinal analysis as a predictor for success and, (3) relevance and relationship to MOS characteristics, position descriptions, and organizational strategy. / Major, Royal Australian Infantry Corps / Major, United States Marine Corps