Brain gain
As Brain Gain (spelled in German also brain gain, English brain gain , literally brain-gain in terms of profits generated by the migration to the intelligence of the people) or talent immigration referred to - in contrast to the talent exodus ( Brain Drain ) - the economic gains that arise in a country through the immigration of particularly trained or talented people. This primarily affects trained skilled workers, academics and managers.
Developing the theory
First of all, the profit for the country of arrival is trivial: an increase in the number of people compensates for demographic developments in the country of arrival in the long term.
In society, in politics and in the media, it is often underestimated and insufficiently investigated in theory what time and effort is required to realize these gains. This is known from national education policy.
While the brain drain approach has dominated migration research and politics for a long time , the view is now increasingly gaining ground that the one-sided loss of investment in education and human capital is offset by reciprocal long-term gains in the country of origin. In contrast to the more well-known brain drain syndrome for the country of origin, braingain represents a welfare gain for society as a whole through migration movements. However, whether this gain can offset or even exceed the loss of the brain drain depends on the individual case.
Welfare gains through migration
- Brain gain through demographic growth
The country of arrival benefits from the increase in performance potential from heads and hands.
- Braingain through return transfers
The country of origin can benefit from migration movements in the long term through constant remittances from migrants . Family members are often financially supported by the migrants. Furthermore, many migrants return to their country of origin and make investments there.
- Braingain through training
The qualifications of employees can be improved and expanded through temporary stays abroad . The national economy of the country of origin can benefit from this knowledge upon return. Especially in the area of research, this factor can make a decisive contribution to a country's international competitiveness .
- Brain gain through economic contacts
Migration networks enable national economic actors in the country of origin as well as in the country of arrival to establish international connections and to rely on this network of former citizens. This can greatly facilitate and accelerate international trade and company expansion projects. This stimulates both the export and import volume. Furthermore, investment movements are stimulated.
Braingain as a national strategy
The mechanisms of brain gain can be used by individual countries as a method to supply their economy with targeted investments from abroad. For example, the Philippines , India and Cuba train medical professionals well above their own needs in order to then "export" these professionals to wealthier countries. Given the great shortage of healthcare professionals within OECD countries, this appears to be a successful strategy and has led to large migration flows from less developed countries.
See also
swell
- Hamilton, Kimberly / Jennifer Yau (2004): The Global Tug-of-War for Health care Workers, Migration Policy Institute, Migration Information Source December 1st 2004, accessed October 26, 2008
Individual evidence
- ↑ Frithjof Arp: Typologies: What types of foreign executives are appointed by local organizations and what types of organizations appoint them? . In: German Journal of Research in Human Resource Management / Zeitschrift für Personalforschung . 27, No. 3, 2013, pp. 167-194. doi : 10.1688 / 1862-0000_ZfP_2013_03_Arp .
- ↑ Frithjof Arp: Emerging giants, aspiring multinationals and foreign executives: Leapfrogging, capability building, and competing with developed country multinationals . In: Human Resource Management . 53, No. 6, 2014, pp. 851-876. doi : 10.1002 / hrm.21610 .
- ↑ Frithjof Arp, Kate Hutchings, Wendy A. Smith: Foreign executives in local organizations: An exploration of differences to other types of expatriates . In: Journal of Global Mobility . 1, No. 3, 2013, pp. 312-335. doi : 10.1108 / JGM-01-2013-0006 .