Yep. That's my experience too. But ‘burn and churn’ thrives in the absence of decent human resource management. Is it possible to link 'problem complexity' to 'concentration demands'? And from that, derive a metric that will enable better management of the human resource?
It would help if you defined what is to you "decent human resource management", as for most HR divisions I've seen this appears to mean "churn and burn".
