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Index

S. no Topic p.no

01 Company Profile 021.1- 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

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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.

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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.

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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.

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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.

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):

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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 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

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accumulation of human capital and faster growth Lucas Effect of induced

education.

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.

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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.

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.

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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.

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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.

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)

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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 Emigrants1- Saudi Arabia 1,500,000+2- United Kingdom 1,100,100+3- United Arab Emirates 1,200,000+4- United States 409,163 - 500,0005- Canada 1247306- Italy 100,0007- Kuwait 100,0008- Oman 85,0009- Qatar 83,00010- Greece 80,000

WO R K E RS R EGISTER E D FOR OVERSEA E M PLOYM E NT B Y

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B U REAU O F E MIGRA T I O N & OVERSEAS E M PLOYM E NT (2008-13)

S.#.

CATEGORIES

2008 2009 2010 2011 2012 2013 Total1 Engineer 3 2 2 2 3 2 12 Doctor 516 589 819 1 1 601 51963 Nurse 119 219 78 131 449 195 11914 Teacher 413 458 537 615 956 485 34645 Accountant 2 1 1 1 2 1 16 Manager 3 2 1 2 2 1 17 Welder 6 5 5 6 9 7 48 Secr/ 77 86 93 109 214 148 7279 Storekper 792 454 504 1 1 869 564010 Agricul 1 1 9 1 1 9 711 Clerk/Typist 3 2 2 3 4 3 112 F 3 2 1 4 5 3 213 Mason 3 3 3 3 5 2 214 Carpenter 2 2 1 2 3 1 115 Electrician 1 1 1 1 2 1 116 Cook 3 4 4 3 5 3 217 Plumber 8 8 7 9 1 1 518 Waiter/ 879 1 1 2 4 2 119 Steel Fixer 1 1 1 1 2 1 120 Painter 6 7 6 7 1 8 521 Labourer 1 1 1 1 2 1 122 Technician 1 1 1 1 2 1 123 Mechanic 9 9 1 1 1 9 624 Cable 179 705 1 292 382 182 281225 Driver 2 3 3 4 8 5 226 Operator 9 8 8 9 1 7 527 Tailor 4 5 4 4 5 3 228 Surveyor 897 686 553 811 1 1 605729 Fitter 7 6 4 5 8 6 330 Denter 1 2 1 2 2 1 131 Co 940 624 598 720 1 1 607532 Designer 70 214 68 55 204 379 99033 Goldsmith 76 90 40 94 429 80 80934 Pharmacist 21 18 59 48 167 101 41435 Rigger 556 468 129 890 1 434 394636 Salesman 5 4 6 7 7 7 337 Draftsman 226 138 133 207 426 208 133838 Blacksmith 156 260 430 548 486 154 203439 Photo 10 45 16 62 44 92 26940 Artist 118 104 63 111 83 144 62341 Others. 0 0 0 0 0 0 0

TOT 4 4 3 4 6 3 2

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Emigration by Region

47

28

156 21 1

Emigration by Region

Middle East Europe U.SLatin AmericaAustralia and NewzealandAsia and Far East Africa

Data Taken From Wikipedia.com

Majority of Skilled Professionals Prefer to work in Middle East, European Countries, and U.S.A.

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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

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- 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

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.

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- Good professional working environment, skills utilization at

professional and technical proficiency that allows for international

recognition.

- Availability of experience/supporting staff.

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

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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.

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

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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

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:

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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:

Talent Announcement

Talent Drive

Talent Selection

Talent Training

Talent Placement

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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.