An organizational view & HR Impacts on the brain & drain

 

An organizational view & HR Impacts on the brain & drain



Introduction

One of the main problems facing knowledge-based companies globally is brain drain. Organizational-level factors as antecedents of brain drain are largely understudied, despite the fact that it accounts for an excessively large portion of all international human migration (Wanniarachchi, et al., 2020).

Key factors of the brain & drain for any organizations

·        Career growth

·     Workload

·     Salary Increment & Incentives

·     Perception of organizational politics

·     Unhealthy environment

·     External factors of the country and personnel life

(Guo & AlAriss, 2015).

 




Impacts of Brain drain on HR perspective

According to Volacu & Terteleac (2021), Although the uniqueness of the industries makes it difficult to generalize the links between organizational characteristics and migration intention to other industries, some of these findings may nevertheless apply to specific other industries. For instance, it can be said that such interactions between personnel career and career growth opportunities can be expected to have a negative impact on other industries as well, leading to employees in those industries avoiding organizational citizenship behaviors or neglecting work. Since they are not based on a solid understanding of unfair disadvantage, they fail to see that brain drain unfairly increases the disadvantages of people who are already in a vulnerable position and that this unfairness is of vital concern. Further, one such conception is easily accessible in the shape of the envy test's well-being value account, and its use would inevitably result in an expansion of the scope of policies that evaluate the obligations of people in developed countries. Eventually, the company's profit graph growth gradually slows down.

Brian & drain in Srilankan Companies HR functions

The private sector in Sri Lanka is active because it sees a big potential and a strategic match for the mid-market. However, until we make that investment now, Sri Lanka's actual progress would not be seen. It needs to be a joint effort between the public sector and private sector.There are numerous other nations, including Vietnam and Cambodia, that are entering the region, and they are all competing for the same market share as Sri Lanka. Therefore, the government must comprehend and fully support the sector if Sri Lanka is to be acknowledged for its technological advancements and if we are to realize our ambition of becoming the best (Peiris, 2013).

 

 

Conclusion

Its been understood that educated and talented professionals are more likely to relocate when they have limited opportunities for career advancement, insufficient incentives, and a background in organizational politics. Furthermore, even good career progression prospects do not lessen migration intention when employees perceive a high level of organizational politics. As a result, this study advises managers to avoid giving the impression that their companies support organizational politics while also giving their staff better prospects for professional advancement. In hindsight with more organizational homework will take significant action to stop brain drain.

References

Kumar, S., 2019. Towards data science. [Online]
Available at: https://towardsdatascience.com/advantages-and-disadvantages-of-artificial-intelligence-182a5ef6588c
[Accessed 11 December 2020].

Donaldson, C., 2019. Inside HR. [Online]
Available at: https://www.insidehr.com.au/google-ai-employee-experience/
[Accessed 11 December 2020].

Wanniarachchi, H., Kumara, J. & Jayawardana, A., 2020. The International Journal of Human ResourceManagement. Routledge taylor & francis group, 1(1), pp. 1466-4399.

Guo, C. & AlAriss, A., 2015. Human resource management of international migrants:Current theories and future research. International Journal of Human ResourceManagement, 26(10), pp. 1287-1297.

Peiris, K., 2013. Business Today. [Online]
Available at: https://businesstoday.lk/slasscom-driving-the-it-bpo-industry-of-sri-lanka/
[Accessed 24 July 2023].

Volacu, A. & Terteleac, V., 2021. Mitigating the costs of departure. Brain drain, disadvantage and fair burden-sharing. Ethics & Global politics, 14(3), pp. 127-141.

 

 





Comments

  1. Prabath MudaligeAugust 8, 2023 at 8:34 PM

    The conclusion drawn from the text emphasizes the factors that contribute to migration intentions among professionals, such as limited career opportunities, inadequate incentives, and organizational politics. It's advised that companies should focus on providing clear career advancement prospects and minimizing perceptions of organizational politics to retain talent.

    ReplyDelete
  2. I U K YaddehigeAugust 10, 2023 at 10:53 PM

    as per summarize your discussion brain drain occurs when educated, professional workers leave a place or company in order to move elsewhere where they can benefit from better pay, working conditions, lifestyle and sometimes work-life balance. It is typically regarded as economically costly to the country or place the individuals are leaving.

    ReplyDelete
  3. Lakshani N UlladupitiyeAugust 13, 2023 at 3:33 AM

    This means improvements in the factors causing brain drain will lead to the same in the status of human resource assets

    ReplyDelete
  4. Jude RishendraAugust 13, 2023 at 6:34 AM

    In today's competitive business landscape, organizations are constantly seeking ways to attract, develop, and retain top talent.Through a combination of competitive compensation, professional development, and a positive workplace culture, organizations can ensure that their employees remain engaged, motivated, and committed for the long term. This article gives a clear insight to what is brain drain and a pragmatic approach to the issue.

    Jude Rishendra
    MBA (Batch 28)

    ReplyDelete
  5. Dinesh Chamira WijesinghaAugust 13, 2023 at 10:24 PM

    great information investigating the complex relationship between organisational perspectives and the HR influences that result on talent retention and attrition.

    ReplyDelete
  6. Nimantha WickremasingheAugust 18, 2023 at 3:01 AM

    Brain drain is indeed a factor of concern for organisations and organisations can tackle it by strengthening their employee retention strategies.

    ReplyDelete
    Replies
    1. E211227_MohamedAugust 19, 2023 at 4:15 AM

      Agreed! In my current position, I feel that if there aren't enough salary increases to keep up with the workload, there will be a brain drain.
       

      Delete

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