Researchers have reached to general understandings and conclusions based on the outcomes of the e-HRM activities.
For instance, Marler and Fisher (2010) argue that HRM investments help reducing the costs by restructuring HRM
operations, advancing efficiency by improving the quality of HRM services and transformation of the HRM functions
to a strategic business partner. HRM’s influence on the efficiency and effectiveness of HRM activities is well captured
by Kaur (2013: 37) through reducing the paper work by increasing data precision and also by reducing excess HRM
while preserving the quality of HRM’s data. Additionally, because e-HRM provides easy access to HR data and
facilitates classifying and reclassifying of data, it also entails a more transparent system. Furthermore, it can be deducted
that e-HRM facilitates a more positive organizational culture through a higher internal profile for HR. Among the other: