Over the years, the research and investigative practice on the discipline of HRM has gradually morphed into assimilating the scientific practices from other disciplines. This is highlighted in the significant number of studies on the use of intermediate variables to identify their impacts on key functional areas of the field (e.g. performance, pay and reward, welfare etc...).

Likewise various forms of measurement instruments are currently being used sometimes to the relegation of indepth qualitative analysis and input. Surely, a balance in these approaches could help, if anything. Or perhaps a reconsideration of how these approaches are used on a discipline that had traditionally thrived on an emphasis on the human aspects.