LSE explores why HR generally failing to use analytics effectively. Agree that too often they go for large, complex and lengthy projects whilst ignoring simpler projects that would make a major difference. For example.

1) Analyse the free form text in performance and exit interviews where you'll often find the illuminating insights ignored by HR

2) Be able to access and analyse all the documents, reports, emails, letters, texts, SMS messaging to have a complete picture of past, present and predictively future employee & HR issues

3) Apply same to Health & Safety data  

If insurance companies, Police and HMRC can do this across structured, semi-structured and unstructured data with 360TRetrieve why can't every enterprise and public sector organisation do so today?