Final answer:
When a firm shifts to evidence-based HRM, it should not stop using workforce analytics. Workforce analytics provides the data needed for evidence-based decision making, and hence, it's an integral part of this approach.
Step-by-step explanation:
When asked if when a firm shifts to evidence-based HRM, it should stop using workforce analytics, the answer is b.False. Evidence-based HRM relies on the use of data, factual information, and scientific evidence to make and inform decisions about human resources practices. This method appreciates and integrates data derived through workforce analytics. Thus, workforce analytics is actually a key component of evidence-based HRM as it provides the empirical evidence needed for effective decision-making.
Workforce analytics involves the analysis of data related to workforce performance and behaviours. It provides insights that can help HR professionals understand the impact of their policies and practices, and make improvements based on factual evidence. Therefore, rather than abandoning workforce analytics, firms should look to enhance their analytics capability to better support an evidence-based approach to HRM.