There is a two-way relationship between HRM and IT. First, IT can affect the HR function itself. Secondly, HRM can also help IT to be used to its full potential. This chapter mainly deals with the first factor by focusing on the diffusion of electronic HRM (e-HRM). We will show that this diffusion has been rather slow, although in the last decade it has become more widespread, especially with respect to the operational use of e-HRM. There is, however, no support for the claim that e-HRM has enabled the HR function to become more strategic. In fact, it is very unlikely that e-HRM as such will ever be able to do so. Research evidence about the spread of e-HRM within the public sector is mixed, but it probably lags slightly behind the private sector in this respect.