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hrm report

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hrm report

  1. 1. P a g e | 1 Index S. no Topic p.no 01 Company Profile 02 1.1- Organization Name 02 1.2- Vision 02 1.3- Mission 03 02 Brain Drain 04 03 History Of Brain Drain 05 04 Terminologies For Brain Drain 07 05 Magnitude Of Brain Drain in Pakistan 09 06 Causes Of Brain Drain 13 07 Measures To Stop Brain Drain 15 08 How Talent Scout Will Work To Stop Brain Drain 17
  2. 2. P a g e | 2 1-Company Profile: 1.1-Organization Name: “Talent Scouts” Our Organization name is Talent Scouts, which reflects our vision, the term “Talent Scouts” means, “a person engaged in discovering and recruiting people of talent for specialized task or activity”, which is sole purpose of our organization, to fight Brain Drain. As Talent Scouts our Slogan is: “Where Talent Meet Opportunities.” This represents our intention, or what we want to do? We want people to find appropriate opportunities in Pakistan, so that they can live their lives in Pakistan serving their nation. 1.2-Our Vision is: “Talent Scout Empowers People To Find Opportunities around Pakistan, Enabling Them to Recognize Their Talent and Utilize it For the Prosperity Of The People And The Pakistan” Our vision represents what we want to do in long run, where we want to see ourselves in far future, our main motive is to serve people by enabling them to recognize their talent so that they can know what they can do, where they actually fits, and then providing them with possible opportunities, so that the Pakistan can be well served by the talent it possessed.
  3. 3. P a g e | 3 1.3-Our Mission is: “Talent Scout is a Prime Opportunity Provider Organization of Pakistan, It Drives Out Talent from People, Provide Them with Possible Available Opportunities Through Our Talent Drive Program, Enabling and Inspiring Them to Live Their Life And Future around Pakistan, Retaining Pakistan’s Best Asset, TALENT! ” Our Mission Statement states who we are, what we will be doing and how it will be done? As our mission statement shows that Talent Scout is a leading opportunity provider organization, it plays a key role to meet people talent with opportunities in Pakistan, the main focus of Talent Scout is to find opportunities for countryman within Pakistan, so that its talent can be well served for nation, for this Talent Scout needs to drive talent from people through its numerous talent drive programs identifying talent, afterward Talent Scout will find best possible opportunity where this talent can be placed.
  4. 4. P a g e | 4 2-Brain Drain: Brain drain is the cynosure of all the eyes due to high outflow of qualified and skilled workers from Pakistan, Wikipedia defines brain drain as: “a large scale emigration of large group of individuals with technical skills or Knowledge” The migration of intellectual manpower from less developed countries to more developed countries is a global phenomenon. The most prominent migration of intellect is from the poor and developing countries to the rich and advanced countries. The recent trend of globalization has been characterized as the flow and exchange of goods, services, capital, and informative services and at high level qualified skilled labor. According to recent study 59 million migrants in OECD countries alone, 20 million are highly skilled, Most of the OECD countries possessing South Asian countries including Pakistan, Srilanka and Bangladesh. Pakistan is facing a severe Brain Drain, God Almighty has graced Pakistan with full talent and technically sound human capital and Nuclear Power, Geographically graced by Land Mountain, rivers, ocean, and the most important thing is that this is a border line country, and we are free to trade with the world in any respective principles, but we do not see proper utilization of these resources neither this human capital working in our organizations, so question arises “where are these technically expert people?” The answer is that, these peoples have left Pakistan, in search of better opportunities abroad, selling their skills and technical expertise to foreign lands. At first the deal looks so great but actually by selling our expertise to some other land we are selling our contribution in prosperity of our home land, if those expertise were served in our own homeland, we could be economically more stable by time. To solve this issue we were assigned with task to create an Organization, with title, Vision, Mission, Slogan and objectives to conduct meetings, debating on this issue bringing in consideration all the possible means to stop or at least minimize this burning issue of Brain Drain.
  5. 5. P a g e | 5 3-History of Brain Drain: The British Royal Society first coined the expression Brain Drain to describe the outflow of scientists and technologists to the United States and Canada in the 1950s and early 1960s. It is normally used as a synonymous of the movement of Human Capital (HC hereafter), where the net flow of expertise is heavily in one direction. The history can best be understood in following three phases. 3.1-Phase 1 (1950s – 1960s): Grubel and Scott identified that developed and developing country benefit in the field of science and technology. Pierpaolo Giannocolo, found that with heavy outflow of qualified workers the sending country effect socially as well as economically. The outflow of scientists and technologists was focused from Europe (and primarily the UK) to the United States and Canada. For instance reviews of effect of the immigration Act of 1965 on the demographic characteristics of USA. Kannappan stated heavy outflow of skilled labor from poor countries their economic potentials were losing especially when turning to the productivity levels.6 According to Portes initially brain drain was considered very harmful for the native countries. They claimed that the situation exists because of the development of North and backwardness of South. 3.2-Phase 2 (1970s – 1990s): Reviews of most of the scholars concluded that the term brain drain is not beneficial for the native country, while host country gain benefits from the inflow of qualified skilled workers. In this connection the solution suggested is to implement migration policies, to create and to fortify the role of the International Organizations and Institutions on the management of the migration flows. During 1970s the Brain Drain was termed as North/South, developing developed issue. Literature shows that Brain Drain is deteriorating factor to the welfare of the countries. As per circumstances Bhagwati proposed a “Brain Drain Tax”. This tax should from one side, reduce the high outflow and from the other perspective developed countries pay to the LDCs for draining their scientific and economical elites. Reviews of the researches on Bhagwati’s proposal we find debate which culminate in the “Bellagio Conference on
  6. 6. P a g e | 6 the Brain Drain and Income Taxation”, in Italy from 15 to 19 February 1975, where the scientist discussed deeply these arguments. 3.3-Phase 3 (1990s – till date): However in mid 1990s a new trend termed as new economics of brain drain emerged with rapid advancement in globalization and growth in information and communications technologies. It argued that under such circumstances, migration of professionals from developing countries may be blessing and the potential gains could be higher than costs. In short Brain Drain may have both positive and negative effects on the sending countries. The economists who created harmonized databases of skilled migration rates and the positive effects of brain drain were to some extent verified. The scholars who present the theory argue that the detrimental impacts of skilled outflow on human capital may countervail by positive impacts of migration. Several new phenomena were introduced in this period with a view that migration perspective increases the attractiveness of educational investments in the sending economy, thus contributing to increased accumulation of human capital and faster growth Lucas Effect of induced education.
  7. 7. P a g e | 7 4-Terminologies for Brain Drain: During the years vast terminology concerning brain mobility arose. these terms are: 4.1-Optimal Brain Drain: Optimal brain drain theory is based on the hypothesis that some developing countries can benefit from the “right” amount of skilled emigration. 4.2-Brain Waste: The term brain waste is used in the case when highly skilled is underemployed. Physicians working as taxi drivers are a good example of this phenomenon. This situation occurs both in the sending and receiving country. 4.3-Brain Circulation: Brain circulation refers to lively return migration of the native born. Returnee’s resupplied the highly educated population in the sending country and boosts source country productivity. 4.4-Brain Exchange: Brain exchange occurs when the loss of native-born workers is offset by an equivalent Inflow of highly skilled foreign workers. A given source country may exchange highly skilled migrants with one or many foreign countries. 4.5-Brain Globalization: Some level of skilled mobility is needed to participate in the global economy. Multinational corporations and the forces of globalization necessarily require international mobility.
  8. 8. P a g e | 8 4.6-Brain Export: Brain export is defined as a strategy to educate and export highly skilled workers in order to gain economic feedbacks. In a few cases, developing countries choose to educate and export their highly skilled workers, either in bilateral contract programs or in free- agent emigration. The strategy is to improve the national balance sheet through return of earnings and the return of more-experienced workers, or through Remittances, technology educated from a given country who emigrated. Applying the data gained, there are two transfer and investment.
  9. 9. P a g e | 9 5-Magnitude for Brain Drain in Pakistan: Since the time of partition Pakistan has encountered severe Brain Drain due to political instability and economical downfall, various studies have been conducted in past in order to determine the magnitude of loss of skilled Pakistani qualified through emigration, UNESCO's 127th executive conference discussed about the highly skilled migration rate of Pakistan increased by more than 50% from 6.1 in 1990 to 9.2 in 2000. During the period 1961-1976, the highest number of migrating skilled people to the US and UK, Canada took place. Since 1971 the qualified migrants comprising of engineers, doctors, IT specialists and other professionals are trained by government financial resources. A very small percentage of the age group is enrolled in institutions of higher learning also there is shortage of institutions providing quality education. With the migration of doctors, engineers, and teachers and other professional’s health, education, industrial and Constructional fields are badly affected. Migration trends show the failure of the government to provide sufficient opportunities and incentives to retain its qualified workers. World Bank study of 2007 identified Pakistan Infrastructure Capacity Assessment shows 1971-2000 skilled manpower was 1.236. This number is soared to 1.641 million during 2000-2005. Out of these 23078 were engineers. In 2007 1800 engineers emigrated overseas which is almost the 70% of the numbers trained in 2006. According to OECD (Organization for Economic Co-operation and Development) there are 50 million migrant in OECD countries alone, 20 millions are highly skilled, most of OECD countries possessing including Pakistan, Srilanka, Bangladesh. According to bureau of immigration and overseas employment-Pakistan the Regional Offices of Bureau of Emigration & Overseas Employment registered 6829765 persons for employment abroad during the period 1971-2013, which account for approximately 3% of its population.
  10. 10. P a g e | 10 STATEMENT SHOWING THE NUMBER OF PAKISTANIS PROCEEDED ABROAD FOR EMPLOYMENT REGESTERED BY BUREAU OF EMIGRATION AND OVERSEAS EMPLOYMENT DURING THE PERIOD 1971-2013 (Up to July) Year Occupational Group-Wise TotalHighly Qualified Highly Skilled Skilled Semi- Skilled Un-Skilled 1971- 2009 89474 328226 2231802 109411 2232519 4991432 2010 7081 31650 165726 5181 153266 362904 2011 6974 3018 171672 73247 201982 456893 2012 9298 4202 261531 104240 259316 638587 2013 6440 2678 165819 62685 142327 379949 Total 119267 369774 2996550 354764 2989410 6829765 As it is clear in above table that emigration of total skilled (including highly professional, highly skilled and skilled) are 3,485,591 these are registered emigrants only figures does not include unregistered emigrants or those who have left Pakistan by some other means. According to BUREAU OF EMIGRATION AND OVERSEAS EMPLOYMENT the vast population of Pakistan is living in following countries, Countries with significant Pakistani Emigrations Country Population of Pakistani Emigrants 1- Saudi Arabia 1,500,000+ 2- United Kingdom 1,100,100+ 3- United Arab Emirates 1,200,000+ 4- United States 409,163 - 500,000 5- Canada 124730 6- Italy 100,000 7- Kuwait 100,000 8- Oman 85,000 9- Qatar 83,000 10- Greece 80,000
  11. 11. P a g e | 11 WORKERS REGISTERED FOROVERSEA EMPLOYMENT BY BUREAU OFEMIGRATION &OVERSEAS EMPLOYMENT (2008-13) S.# . CATEGORIES 2008 2009 2010 2011 2012 2013 Total 1 Engineer 329 5 235 2 240 8 295 1 357 7 262 4 1720 72 Doctor 516 589 819 145 3 121 8 601 5196 3 Nurse 119 219 78 131 449 195 1191 4 Teacher 413 458 537 615 956 485 3464 5 Accountant 232 5 124 8 138 1 180 2 259 3 166 4 1101 36 Manager 316 4 214 5 193 6 227 2 279 7 199 8 1431 27 Welder 606 9 535 2 512 0 636 1 989 1 7751 4054 48 Secr/Stenogr aphe 77 86 93 109 214 148 727 9 Storekper 792 454 504 105 6 196 5 869 5640 10 Agricul 1758 4 1142 0 915 5 1112 8 17114 964 9 7605 011 Clerk/Typist 304 7 208 6 266 1 371 6 426 1 321 2 1898 312 For/Supervis or 375 5 277 3 196 2 427 7 553 5 347 2 2177 413 Mason 3625 4 3808 5 3061 2 3532 8 5449 3 2870 8 22348 014 Carpenter 2667 3 2255 5 1854 4 2456 8 3382 2 1912 9 14529 115 Electrician 1545 5 1573 1 1451 5 1732 6 2416 6 1681 8 10401 116 Cook 333 0 424 5 403 4 388 6 534 0 375 6 2459 117 Plumber 870 3 830 1 767 7 902 3 1410 9 1080 9 5862 218 Waiter/Beare r 879 1727 1147 214 6 433 5 264 0 1287 419 Steel Fixer 1790 4 1678 1 1440 3 1722 6 2497 8 1546 8 10676 020 Painter 647 1 774 7 650 5 762 3 1325 2 849 3 5009 121 Labourer 18784 4 16851 9 144111 19085 4 24220 2 13267 8 10662 0822 Technician 1692 8 1748 3 1971 8 1810 0 2806 6 1828 4 11857 923 Mechanic 964 5 997 8 1187 4 1313 9 1209 9 913 3 6586 824 Cable Jointer 179 705 107 2 292 382 182 2812 25 Driver 2741 7 3350 1 3490 5 4818 8 8656 8 5063 6 28121 526 Operator 953 3 811 3 827 3 981 3 1288 3 756 4 5617 927 Tailor 452 7 526 4 405 0 456 7 591 9 333 1 2765 828 Surveyor 897 686 553 811 197 2 113 8 6057 29 Fitter 764 4 637 1 444 1 573 6 813 4 629 1 3861 730 Denter 104 7 219 2 163 3 220 0 275 0 1915 11737 31 Comp/Analys t 940 624 598 720 174 3 145 0 6075 32 Designer 70 214 68 55 204 379 990 33 Goldsmith 76 90 40 94 429 80 809 34 Pharmacist 21 18 59 48 167 101 414 35 Rigger 556 468 129 890 146 9 434 3946 36 Salesman 565 5 440 1 664 7 746 1 749 6 726 6 3892 637 Draftsman 226 138 133 207 426 208 1338 38 Blacksmith 156 260 430 548 486 154 2034 39 Photographer 10 45 16 62 44 92 269 40 Artist 118 104 63 111 83 144 623 41 Others. 0 0 0 0 0 0 0 TOTAL : 43031 4 40352 8 36290 4 45689 3 63858 7 37994 9 267217 5
  12. 12. P a g e | 12 Emigration by Region Data Taken From Wikipedia.com Majority of Skilled Professionals Prefer to work in Middle East, European Countries, and U.S.A. 47 28 15 6 2 1 1 Emigration by Region Middle East Europe U.S Latin America Australia and Newzealand Asia and Far East Africa
  13. 13. P a g e | 13 6- Causes for Brain Drain: Generally causes of Brain Drain can be discussed under two factors i.e. push and pull factors, Push Factors are those Factors which forces person to country, where as pull factors are those factors that attracts a person to other country. 6.1- Push Factors: Agha Khan Medical University conducted research about Brain Drain respondents were selected from both Agha Khan Medical University and Boston University, about 95% of respondents from Agha Khan and 65% respondents from BU respondents mention their interest to leave Pakistan for better opportunities and future. Furthermore following reasons are identified in our meeting with group member, these are: - For Better Jobs - Lack of Opportunities offered to high Skilled labor - Unemployment ratio among qualified workers is very high and salary levels for skilled workers are often kept low by governments to maintain an egalitarian income policy - Lack of respect of the professionals and usually qualified people are answerable to the bosses that have no knowledge about their respective fields - Job Satisfaction - Academically progressive environment - Better pay and Service Environment - Better life and higher Education - Lack of institutions for research along with doctorate and post doctorate level studies opportunities - Political Instability - Lack of Higher Education Institutions - Science and technology is the area not fully exploited by the Pakistani resources. Fewer budgets in education sector are the reason in leaking the higher studies contributing to brain drain. - Political and Social Problems - Lack of availability of resources for modern research
  14. 14. P a g e | 14 6.2- Pull Factors: - Availability of resources in foreign countries to conduct research. - Higher salary levels for researchers in recipient countries. - Life-changing and academic enhancement bright career, - Economical social, intercultural, personal benefits. - Better living facilities that is education, housing, etc to their family. - The differential in salaries and living conditions between the home and recipient countries. - To acquire better knowledge, skills and research based work. - Employment in well paid jobs in good career opportunity. - High standards of living, scientific excellence, social democracy and possibility of upward mobility. - Suitable opportunities and environments for education of children. - Developed legislation with respect to human rights, social justice, intellectual property and professions. - High level of skills associated with their specific degrees. - Opportunities for advancement in careers and in specialization. - Fair, well-governed environments for HR management attract and retain many skilled professionals. - Basic comforts during their working life. - Security after retirement and Pension benefits are important motivation factors. - Face fewer bureaucratic controls as compared to our home bureaucratic system. - Better employment opportunities which suit their qualification. - Good professional working environment, skills utilization at professional and technical proficiency that allows for international recognition. - Availability of experience/supporting staff.
  15. 15. P a g e | 15 7- Measures to Stop Brain Drain: As Brain Drain is a macro economical factor single organization or person cannot stop it, collective efforts are required to stop or at least reduce Brain Drain, participation from different stack holders are required, in our meeting to resolve Brain Drain issue we decided to invite following representatives of departments, which can play key role in minimizing Brain Drain, these are 7.1- HEC contribution: Higher Education Commission is a supreme Educational institution in Pakistan which has its direct interfere in Educational matters with universities as well as sending Students to abroad on Scholarship for Brain Gain, but unfortunately this phenomenon of Brain Gain does not work in Pakistan, majority of Students leaving country for scholarships and better educations does not returns, or not willing to return, unfortunately HEC did not have any particular strategy to cope with this situation, but recently HEC has decided to castigate those students who do not follow HEC policies, For this HEC has decided to publish name of these students in Federal Investigating Agency (FIA), and to punish them with penalty to pay every expense made by HEC. But that’s not enough, beside this HEC should take some more serious steps like signing some sort of contracts with other developed countries so that restriction can be placed on highly skilled emigrants, or at least students should be force to work for some years in their homeland after completing their education in abroad, HEC should make some struggles to find suitable opportunities within Pakistan for those students who are returning to their homeland after completing their education. HEC should extend its reverse Brain Drain Program initiated in 2005, in order to call back Highly Skilled emigrants to return and work in their homeland for betterment of Pakistan. HEC should design equivalent education standard all around Pakistan, which shall reduce education system differences in Pakistan.
  16. 16. P a g e | 16 7.2- Reverse Brain Drain Program (RBD): HEC has initiated Pakistan Education And Research Networks (PERN) a fiber optic internet system with broad bandwidth connects 60 public sector universities to promote data exchange and collaborative research. It serves as digital library which was launched in 2005.The library provides access to 23000 full-text journals with back volumes to students and faculty free of charge. International collaboration in research and teaching is encouraged through collaborative research programs with the universities of UK, USA, South Korea, Sweden, France, Austria, Germany and China. A country- specific collaborative program with British Council links 35 British universities with Pakistani Universities. The S&T collaboration Agreement between Pakistan and USA has funded research projects worth US$ 70 millions in past five years jointly implemented by Pakistan and US scientists. The past five years of targeted reforms in the fields of engineering, information technology, and biological sciences shows a significant impact, as university enrolment increases from 135,123 to 479,800 student’s substantial increase in post graduate research students and 160% increase in international publications from higher learning institutions in the country. 7.3- Government Contribution: Government plays key role in framing policies, that can open or close doors for foreign investments, it is responsibility of government to frame those policies which are investors friendly, which can motivate foreign investments to invest in Pakistan, opening new doors of economic stability and prosperity, if investments by foreign parties increases new projects will be started in Pakistan, which will create handful opportunities for skilled professionals in Pakistan. Government can design fair salary system for Skilled Professionals, or provide them with some incentives until they find some opportunity. In 2009, President’s program launched a program for care of highly qualified Pakistanis (PPQP). PPQP provide all relevant information and assistance to potential overseas Pakistani workers, and operate an interactive website through which online registration facility provided to highly qualified Pakistanis throughout the world
  17. 17. P a g e | 17 The effort was made to provide profitable opportunities for overseas Pakistanis to invest in Pakistan’s progress. The main idea of the program was to benefit from the vast reservoir of business, technological, managerial and entrepreneurial skills represented by overseas Pakistanis. 8- How “Talent Scout” will work to stop Brain Drain? Talent Scout has planned to start a talent Drive program through which we will be driving Talent from new pass out students from different universities, Talent Drive program will lead following procedure: 8.1- Procedure: Talent Announcement Talent Drive Talent Selection Talent Training Talent Placement
  18. 18. P a g e | 18 Talent Announcement: Each year Talent Scout will be announcing talent drive program to test and drive talent from competent students, the announcement will be made at the time when students pass out from their universities, so that fresh talent can be provided with opportunity to test their talent. Talent Drive: After announcement, Talent Scout will visit different regions of Pakistan to conduct Talent drive test, so that best talent can be hunted each year, to maintain demand and supply of talent candidates. Talent Selection: During Talent Drive students will be provided with opportunity to show their talent, how well knowledge they are acquiring, their analytical and logical capabilities will be tested, those students who will successfully complete this Talent drive program will be selected, and their records will be maintained. Those students who are with some good business plans, feasibility of their plan will be tested by experts, approved plan will be assessed by Talent Scout, they will be helped for provision of capital, skilled work force will be provided to them and also some expertise. Talent Training: After successful selection, candidates will be provided with training to cover their weak areas. Talent Placement: Successfully trained candidates will be placed as per their skills and talent, Talent scout will be seeking other organizations and public sectors assistance in placing these talented candidates, so that talent can be used within Pakistan.

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