A common consensus in Human Resources has recently been established that the emphasis should be on HRM systems rather than distinct Human Resource practices. This practice highlights the effects of human resource approaches likely to rely on other practices within the system. Regardless of the consensus, the degree to which the essential hypothesis in the area of interactions and synergy within the system holds fact remains to be determined. The article examined in this review conducted a systemic assessment of 495 empirical studies and more than 500 human resource systems to identify significant leanings that explicitly link the conceptualization and Measurement of human resource systems.

The assessment revealed that much of the research needs to line up with the essential hypothesis of synergies among human resource practices within a system and that the measures are problematic. In addition, Boon et al. (2436) found numerous misperceives in human resource systems and an attention deficit in HR systems at different tiers. Furthermore, Boon et al. (2440) offers actionable suggestions on areas of future studies in Measuring and Combining Practices in a Human Resource (HR) System; and HR System Levels and Appropriate Measurement.

In Measuring and Combining Practices in a Human Resource (HR) System, the researchers suggest that future studies use distinct conceptual definitions to describe how the system's target aligns with associated constructs. Additionally, Boon et al. (2498) recommend that future studies distinguish human resource practices and systems from associated concepts, such as the role of HR and leadership outcomes. The researchers also recommend that future studies limit the attention on HR practices to organizational processes and job descriptions that emphasize enticing, developing, and motivating staff. On human resource levels and appropriate Measurement, the researchers recommend that future studies distinguish between HR systems perspectives, intended HR systems, collective employee perceptions, personal perceptions, and manager-rated HR systems. In addition, future studies could examine which factors improved the comparison between intended, manager-rated, and perceived HR systems to progress the cross-tier hypothesis on HR systems further.

What hypotheses can you find in it? Are they one-tailed or two-tailed?
Work Cited
Boon, Corine, et al. "A Systematic Review of Human Resource Management Systems and Their Measurement. Journal of Management, vol. 45, no. 6, Jan. 2019, pp. 2498-537, https://doi.org/10.1177/0149206318818718.