Guidance that gathering and processing data comes before any transparent HCR, all the more when figures are combined across networks and national borders, and calls for fit infrastructure and cooperation across functions whatever the organization's size. HR in principle carries four duties for data quality, integrity and security: reporting (content, format and data definitions); systems (keeping the systems that supply data working to requirements matched to the HCR definitions); resources and content (picking the metrics, judged on causality and correlation, how trustworthy the source is, need, meaning and how they can be read); and interpretation, insight and communication. Finance, governance and IT functions play a growing part; responsibility for systems lies with the HR manager, in-house IT or outside providers. The systems usually required (together an HRIS) hold master data on people within data protection limits and time records; pay and salaries; organizational data (cost centres, departments, sites, legal entities); and HR process systems for workforce planning, recruitment and development; other inputs include finance systems, outside benchmarks and surveys. The difficulties lie in the competence of those involved and in whether data are available, fit for purpose, of good quality and secure, and can be moved into a system linked to its sources; HCR has contextual, procedural and technical sides.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.