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E-HRM focuses on the devolution of HR functions to management and employees, allowing them to access HR functions via intranet or web-technology channels. HRIS, on the other hand, refers to ICT systems used within HR departments.

V-HRM, or Virtual HRM, is defined by Lepak and Snell as a network-based structure built on partnerships and typically mediated by information technologies to help the organization acquire, develop, and deploy intellectual capital.

E-HRM empowers managers and employees by allowing them to perform certain chosen HR functions, relieving the HR department of these tasks and allowing them to focus more on the strategic elements of HR.

<p>The main goal of E-HRM is the devolution of HR functions to management and employees, allowing them to access HR functions via intranet or web-technology channels, and relieving the HR department of certain tasks.</p> Signup and view all the answers

<p>E-HRM benefits organizations by allowing HR staff to focus less on the operational and more on the strategic elements of HR, and by allowing organizations to operate more efficiently.</p> Signup and view all the answers