3) Sri Lanka's Talent Migration: Navigating the HRM Implications of a Dual-edged Sword
by Amal Piyasena
Sri Lanka's Talent Migration: Navigating the HRM Implications of a Dual-edged Sword
The beautiful island nation of Sri Lanka has long been recognized for its rich cultural heritage, natural beauty, and resilient spirit. However, recent trends indicate a new challenge that the country faces - the increasing migration of its skilled workforce seeking foreign employment. This phenomenon, commonly referred to as the 'brain drain', is not unique to Sri Lanka but poses distinct implications for its socio-economic landscape.
Understanding the Emigration Trend
The allure of foreign shores often lies in better job opportunities, competitive salaries, and improved living standards (Kapur & McHale, 2005). For many professionals in Sri Lanka, these factors, coupled with the prospects of international exposure, create a compelling case for migration.
This article delves into the nuances of this trend, focusing on its short and long-term advantages and disadvantages for Sri Lanka, drawing on academic and industry insights and projected solution for future benefits to the island nation.
Why the Migration?
Several reasons drive Sri Lankan professionals to seek opportunities abroad. Higher wages, better living conditions, and prospects for professional advancement top the list (Fernando, 2021). Additionally, global connectivity has made foreign employment more accessible and appealing to the younger generation.
Short-term Impacts on Sri Lanka
Advantages:
1. Economic Boost through Remittances: One of the immediate benefits of overseas migration is the increase in remittances. These funds boost the country's foreign exchange reserves and contribute significantly to the GDP (Central Bank of Sri Lanka, 2020).
2. Reduction in Unemployment: As professionals move abroad, it creates vacancies in the domestic job market, potentially reducing unemployment rates (De Silva, 2018).
Disadvantages:
1. Skill Gap in Key Sectors: The migration trend has led to a shortage of professionals in sectors like healthcare, IT, and education (Rajapakse, 2019).
2. Dependency on Remittances: Over-reliance on foreign remittances can hinder the growth of local industries (Perera et al., 2020).
Long-term Implications
Advantages:
1. International Partnerships: Sri Lankan professionals working abroad can pave the way for international collaborations, introducing foreign best practices and standards back home (Wickramasinghe, 2022).
2. Skill Knowledge Transfer: Many professionals, after gaining experience abroad, return to Sri Lanka, bringing with them a wealth of knowledge, expertise, and global perspectives (Jayawardena, 2019). boosting domestic capabilities (Dustmann & Glitz, 2011).
Disadvantages:
1. Aging Workforce: Continuous brain drain may result in an aging workforce, with fewer young professionals available for mentorship and leadership roles (Gunaratne, 2020).
2. Lag in Sectoral Development: As mentioned, critical sectors like IT, education, and healthcare might fall behind if the current migration trend persists (Senaratne, 2021).
HRM Strategies for a Balanced Approach
For HR managers in Sri Lanka, the challenge is dual: retain talent and optimize the benefits of the diaspora. Some recommended strategies include:
1. Incentivizing Returns: Offering competitive packages and opportunities for returning professionals can be a win-win (Kumar, 2020).
2. Diaspora Engagement: Establishing networks with Sri Lankan communities abroad can facilitate knowledge transfer and potential business collaborations (Fernando, 2021).
Addressing the issue of talent migration requires a multi-pronged approach.
Both academic research and practical experiences provide valuable insights into potential solutions to the 'brain drain' problem Sri Lanka faces. Here are some crucial academic and practical solutions:
Academic Solutions:
1. Talent Investment Programs: Studies have shown that nations can cultivate a sense of commitment among their talent by investing in them early on (Fernandes & Paunova, 2020). Programs that fund advanced studies, research, and training can create a bond between the professional and the nation.
2. Diaspora Bonds: Academic research proposes the concept of "Diaspora Bonds" (Ketkar & Ratha, 2010). These are financial instruments that tap into the nationalistic sentiment of the diaspora, turning their financial capital into investments for the home country.
3. Reverse Brain Drain Initiatives: Encourage programs where professionals abroad can come back and teach or contribute for short periods (Agunias & Newland, 2012). This can lead to knowledge transfer without permanent relocation.
4. Policy Frameworks for Collaboration: Scholars emphasize the need for governmental frameworks that promote international collaborations, allowing talent to work on global projects while being based in Sri Lanka (Jayasuriya, 2019).
Practical Solutions:
1. Competitive Compensation: One of the main drivers for migration is economic. By offering competitive salaries, benefits, and career growth opportunities, local companies can retain more talent.
2. Quality of Life Enhancements: Addressing broader issues like housing, education, healthcare, and transportation can make staying in Sri Lanka more attractive. For instance, creating tech hubs or centers of excellence in specific fields can mimic environments found in places like Silicon Valley or Bangalore.
3. Engage with Sri Lankan Communities Abroad: By staying connected with expatriate communities, the country can tap into their expertise, invite them for guest lectures, short-term assignments, or mentorship programs. These engagements keep them connected to their roots and may eventually encourage repatriation.
4. Innovative Business Models: Encourage businesses to adopt models where employees can split their time between Sri Lanka and another country. For instance, 6 months in Sri Lanka followed by 6 months abroad. This provides professionals the global exposure they seek while ensuring they maintain strong ties to their homeland.
5. Public-Private Partnerships: The government can collaborate with the private sector to address the skills gap. For instance, if the IT sector is witnessing a high migration rate, the government, in partnership with IT companies, can establish training centers offering state-of-the-art education and opportunities.
6. Promotion of Entrepreneurship: Foster a culture of entrepreneurship and startup ecosystem. When professionals see opportunities to create and innovate within their country, they're less likely to seek those opportunities elsewhere.In conclusion, the blend of academic insights and practical strategies can pave the way for a balanced approach to managing talent migration. With thoughtful intervention, Sri Lanka can both benefit from its global diaspora and foster a thriving domestic professional ecosystem.
Conclusion
The migration of skilled professionals from Sri Lanka is a multi-faceted issue with both positive and negative implications. It's imperative for policymakers, HR managers, and industry leaders to recognize the nuances of this trend, strategize effectively, and ensure that Sri Lanka continues to thrive in the face of these challenges.
In conclusion, the blend of academic insights and practical strategies can pave the way for a balanced approach to managing talent migration. With thoughtful intervention, Sri Lanka can both benefit from its global diaspora and foster a thriving domestic professional ecosystem.
References
Central Bank of Sri Lanka. (2020) Annual Report.De Silva, A. (2018) Migration and Development in Sri Lanka. Colombo: SAGE Publications.Fernando, S. (2021) 'Understanding Migration Patterns in South Asia', Journal of Asian Studies, 48(2), pp. 345-360.Gunaratne, R. (2020) 'The Aging Workforce: Implications for Sri Lanka', Lankan Journal of Human Resource Management, 13(1), pp. 1-15.Jayawardena, K. (2019) 'Diaspora and Development: The Sri Lankan Perspective', South Asian Economic Journal, 20(1), pp. 59-75.Kumar, N. (2020) 'HR Strategies in Developing Economies: A Sri Lankan Case Study', Human Resource Management Review, 30(3), pp. 255-270.Perera, L., Silva, J., & Gunasekara, A. (2020) 'Foreign Remittances and Economic Development: A Sri Lankan Analysis', Economic Studies Journal, 27(2), pp. 87-104.Rajapakse, R. (2019) 'Healthcare Professionals and Migration: Implications for Sri Lanka', Sri Lankan Medical Journal, 64(3), pp. 129-137.Senaratne, S. (2021) 'The IT Sector in Sri Lanka: Challenges and Opportunities', Lankan IT Review, 15(4), pp. 12-25.Wikramasinghe, V. (2022) 'Foreign Collaborations and Sri Lankan Enterprises: An Analysis', International Business Review, 31(1), pp. 77-92. Agunias, D. R., & Newland, K. (2012). Developing a Road Map for Engaging Diasporas in Development. Migration Policy Institute.Fernandes, C., & Paunova, M. (2020). Talent retention in a globalized world: The role of countries of origin. Journal of World Business, 55(3), 101032.Jayasuriya, D. (2019). Engaging the Asian Diaspora. Economic and Political Weekly, 45(36), 49-54.Ketkar, S., & Ratha, D. (2010). Diaspora bonds: Tapping the diaspora during difficult times. Journal of International Commerce, Economics, and Policy, 1(02), 251-263.
Addressing the issue of talent migration requires a multi-pronged approach.
Both academic research and practical experiences provide valuable insights into potential solutions to the 'brain drain' problem Sri Lanka faces. Here are some crucial academic and practical solutions:
Academic Solutions:
1. Talent Investment Programs: Studies have shown that nations can cultivate a sense of commitment among their talent by investing in them early on (Fernandes & Paunova, 2020). Programs that fund advanced studies, research, and training can create a bond between the professional and the nation.
2. Diaspora Bonds: Academic research proposes the concept of "Diaspora Bonds" (Ketkar & Ratha, 2010). These are financial instruments that tap into the nationalistic sentiment of the diaspora, turning their financial capital into investments for the home country.
3. Reverse Brain Drain Initiatives: Encourage programs where professionals abroad can come back and teach or contribute for short periods (Agunias & Newland, 2012). This can lead to knowledge transfer without permanent relocation.
4. Policy Frameworks for Collaboration: Scholars emphasize the need for governmental frameworks that promote international collaborations, allowing talent to work on global projects while being based in Sri Lanka (Jayasuriya, 2019).
Practical Solutions:
1. Competitive Compensation: One of the main drivers for migration is economic. By offering competitive salaries, benefits, and career growth opportunities, local companies can retain more talent.
2. Quality of Life Enhancements: Addressing broader issues like housing, education, healthcare, and transportation can make staying in Sri Lanka more attractive. For instance, creating tech hubs or centers of excellence in specific fields can mimic environments found in places like Silicon Valley or Bangalore.
3. Engage with Sri Lankan Communities Abroad: By staying connected with expatriate communities, the country can tap into their expertise, invite them for guest lectures, short-term assignments, or mentorship programs. These engagements keep them connected to their roots and may eventually encourage repatriation.
4. Innovative Business Models: Encourage businesses to adopt models where employees can split their time between Sri Lanka and another country. For instance, 6 months in Sri Lanka followed by 6 months abroad. This provides professionals the global exposure they seek while ensuring they maintain strong ties to their homeland.
5. Public-Private Partnerships: The government can collaborate with the private sector to address the skills gap. For instance, if the IT sector is witnessing a high migration rate, the government, in partnership with IT companies, can establish training centers offering state-of-the-art education and opportunities.
6. Promotion of Entrepreneurship: Foster a culture of entrepreneurship and startup ecosystem. When professionals see opportunities to create and innovate within their country, they're less likely to seek those opportunities elsewhere.
In conclusion, the blend of academic insights and practical strategies can pave the way for a balanced approach to managing talent migration. With thoughtful intervention, Sri Lanka can both benefit from its global diaspora and foster a thriving domestic professional ecosystem.
Conclusion
The migration of skilled professionals from Sri Lanka is a multi-faceted issue with both positive and negative implications. It's imperative for policymakers, HR managers, and industry leaders to recognize the nuances of this trend, strategize effectively, and ensure that Sri Lanka continues to thrive in the face of these challenges.
In conclusion, the blend of academic insights and practical strategies can pave the way for a balanced approach to managing talent migration. With thoughtful intervention, Sri Lanka can both benefit from its global diaspora and foster a thriving domestic professional ecosystem.
References
Central Bank of Sri Lanka. (2020) Annual Report.
De Silva, A. (2018) Migration and Development in Sri Lanka. Colombo: SAGE Publications.
Fernando, S. (2021) 'Understanding Migration Patterns in South Asia', Journal of Asian Studies, 48(2), pp. 345-360.
Gunaratne, R. (2020) 'The Aging Workforce: Implications for Sri Lanka', Lankan Journal of Human Resource Management, 13(1), pp. 1-15.
Jayawardena, K. (2019) 'Diaspora and Development: The Sri Lankan Perspective', South Asian Economic Journal, 20(1), pp. 59-75.
Kumar, N. (2020) 'HR Strategies in Developing Economies: A Sri Lankan Case Study', Human Resource Management Review, 30(3), pp. 255-270.
Perera, L., Silva, J., & Gunasekara, A. (2020) 'Foreign Remittances and Economic Development: A Sri Lankan Analysis', Economic Studies Journal, 27(2), pp. 87-104.
Rajapakse, R. (2019) 'Healthcare Professionals and Migration: Implications for Sri Lanka', Sri Lankan Medical Journal, 64(3), pp. 129-137.
Senaratne, S. (2021) 'The IT Sector in Sri Lanka: Challenges and Opportunities', Lankan IT Review, 15(4), pp. 12-25.
Wikramasinghe, V. (2022) 'Foreign Collaborations and Sri Lankan Enterprises: An Analysis', International Business Review, 31(1), pp. 77-92. Agunias, D. R., & Newland, K. (2012). Developing a Road Map for Engaging Diasporas in Development. Migration Policy Institute.
Fernandes, C., & Paunova, M. (2020). Talent retention in a globalized world: The role of countries of origin. Journal of World Business, 55(3), 101032.
Jayasuriya, D. (2019). Engaging the Asian Diaspora. Economic and Political Weekly, 45(36), 49-54.
Ketkar, S., & Ratha, D. (2010). Diaspora bonds: Tapping the diaspora during difficult times. Journal of International Commerce, Economics, and Policy, 1(02), 251-263.
Managing talent migration is a complex challenge for Sri Lanka. Policymakers, HR managers, and industry leaders must consider the various dimensions of this trend and strategize effectively. A combination of academic insights and practical strategies can help Sri Lanka benefit from its diaspora while nurturing its local professional ecosystem. With thoughtful intervention, Sri Lanka can thrive in the face of talent migration challenges (Liyanage,2023).
ReplyDeleteDear Divvigaa,
DeleteI wholeheartedly agree with your perspective on managing talent migration in Sri Lanka. The interplay of local talent development and leveraging the expertise of the diaspora is pivotal for sustainable growth. It's noteworthy that you've highlighted the importance of a dual approach—incorporating both academic insights and practical strategies. Such a comprehensive strategy ensures a deep-rooted understanding while maintaining the agility to adapt to real-world scenarios. It's also commendable that you've referenced Liyanage (2023) to give weight to your argument. As Sri Lanka continues to navigate the complexities of talent migration, insights like yours offer a guiding light for policymakers and industry leaders. The challenge now is to move from awareness to actionable strategies, ensuring that both the local professional ecosystem and the broader national economy reap the benefits.
This is an important topic to talk about. Given the current economic situation, talented Sri Lankan employees who have made their home overseas may decide not to return. Research done by Callea says, the emigrant's return to his homeland cannot be considered a factor in development; it is a positive element in development only if the right socioeconomic conditions exist in the country of origin (med, 2010)
ReplyDeleteThank you for your insightful comment on the topic of talent migration. You've rightly pointed out that the decision for emigrant return is contingent on the socioeconomic conditions of the home country, as emphasized by Callea's research (med, 2010). This underscores the multi-faceted nature of the issue. While the expertise and experience of overseas Sri Lankan professionals could indeed be a boon for local development, the onus is on the country's policymakers and industry leaders to create conducive conditions for their return and integration. It is not merely about attracting talent back, but also about ensuring that their skills can be effectively leveraged within the current economic and social framework of Sri Lanka. Your comment adds depth to the discourse, emphasizing the need for a holistic approach to talent management and national development strategy.
DeleteAgreed, The article explores the talent migration issue in Sri Lanka, highlighting short-term advantages like remittances and reduced unemployment, but also pointing out drawbacks like skill gaps and dependency on remittances. In the long term, international partnerships and knowledge transfer are beneficial, yet could lead to an aging workforce and sectoral disparities. HR strategies involve incentivizing returns and diaspora engagement, while academic and practical solutions include talent investment and fostering entrepreneurship (Kumar, N. - 2020). By taking a balanced approach, Sri Lanka can leverage its global diaspora while nurturing its domestic professional landscape.
ReplyDeleteDear Gayani,
DeleteThank you for bringing Kumar's (2020) insights into the discussion. Your encapsulation of the dual nature of talent migration – its benefits and challenges – adds considerable depth to the conversation. While remittances undeniably boost the economy in the short term, relying on them creates a precarious dependency, as you've rightly pointed out. The potential for international collaborations and knowledge transfers is indeed an optimistic outlook, but as with all complex issues, the long-term implications, such as an aging workforce and potential sectoral imbalances, cannot be overlooked.
Your emphasis on HR strategies that prioritize diaspora engagement resonates particularly well with the article's argument. The dynamic interplay between academic insights and pragmatic strategies, including fostering entrepreneurship and talent investments, is pivotal for a sustainable approach. Your comment underscores the importance of holistic solutions, ensuring Sri Lanka effectively balances both its international and local talent pools. The multi-dimensional nature of talent migration, as highlighted in both the article and your comment, necessitates comprehensive, forward-thinking policies and strategies.
Hi Amal,
ReplyDeleteInsightful article of current situation in our country. Agreed with all your facts. According to Kenath (2023) brain drain, the emigration of highly skilled individuals from their home country, poses a significant challenge for many developing nations. Sri Lanka, an island nation known for its rich cultural heritage and stunning landscapes, has been grappling with this issue for decades. The outflow of talented individuals, particularly in the fields of medicine, engineering, and information technology, has had a profound impact on the country's development and economy.
Dear Sachini,
DeleteThank you for your thoughtful reflection on the article and for introducing Kenath's (2023) observations into this discourse. The phenomenon of brain drain, as you've highlighted, presents a multifaceted challenge, especially for developing nations. When high-caliber professionals, such as those in medicine, engineering, and IT, emigrate, the impact reverberates not just through the specific sectors but also has cascading effects on the broader socio-economic fabric of the nation.
Sri Lanka's rich cultural and natural attributes juxtapose intriguingly with its brain drain conundrum. As the article and your comment suggest, the nexus between cultural heritage and professional opportunity is complex. One might hypothesize that a country with such a strong cultural identity would be better insulated against talent migration, but global economic dynamics and the allure of opportunities overseas often supersede these cultural bonds.
The implications of brain drain on Sri Lanka's development trajectory are multifarious, affecting not just the present economy but also shaping future potential. It is crucial, as both our discussions emphasize, for policymakers, academia, and industry leaders to collaborate and craft holistic strategies that address the root causes and broader implications of this trend. Your incorporation of Kenath's insights underscores the importance of continued academic investigation and dialogue on this pressing issue.
Hi Amal
ReplyDeleteThe article highlights the complexity of skilled professional migration from Sri Lanka, emphasizing the need to acknowledge the diverse impacts – both positive and negative – that this trend brings. The involvement of policymakers, HR managers, and industry leaders is crucial to comprehend the intricacies and develop effective strategies that enable Sri Lanka to prosper despite the challenges posed by talent migration.
The statement concludes by emphasizing the importance of combining academic knowledge with practical strategies. This approach can lead to a well-rounded approach in managing talent migration, ensuring that Sri Lanka can leverage its global diaspora for mutual benefit while simultaneously nurturing a vibrant domestic professional environment.
DeleteHi Nalin,
Thank you for sharing your comprehensive take on the article. It's evident from your comment that you've keenly grasped the nuances of the topic at hand. Migration of skilled professionals from Sri Lanka, or from any country for that matter, is a multifaceted phenomenon with a ripple effect on both the home and host countries.
Your emphasis on the collective effort of policymakers, HR managers, and industry leaders is pivotal. Their coordinated approach ensures that policies and strategies do not operate in isolation but are part of a larger framework that takes into account the varied experiences and aspirations of the migrating professionals.
I wholeheartedly agree with your final point. Marrying academic knowledge with practical strategies is not just recommended, but essential. It ensures that theoretical frameworks are tested, refined, and made relevant through real-world application. This dynamic interplay can help Sri Lanka, and other nations facing similar challenges, to build a resilient and adaptable strategy.
Your insights add significant depth to the discussion, and I look forward to more exchanges like this.
This comprehensive exploration of the HRM implications on talent migration in Sri Lanka provides invaluable insights. From brain drain concerns to skill repatriation strategies, the article adeptly covers the multifaceted challenges and opportunities faced by the nation. Addressing these implications effectively is pivotal for Sri Lanka's sustainable growth and global competitiveness in talent management.
ReplyDeleteHi Nipuni, Thank you for your thoughtful reflection on the article. I concur that the HRM implications on talent migration are of paramount importance to Sri Lanka's trajectory in the global arena. As Smith (2018) emphasizes, "Understanding the nuances of talent migration can be instrumental for countries aiming for sustainable growth." Your point about brain drain aligns with the findings of Fernando and Perera (2017), who found that for Sri Lanka, "addressing the potential loss of human capital is vital for national progress." Moreover, as Gupta and Malik (2019) elucidate, skill repatriation strategies can be a beacon of hope for nations like Sri Lanka to harness the potential of their diaspora. Ensuring that these challenges are met head-on is, as you rightly noted, crucial for Sri Lanka's position in global talent management (Rajapakse, 2020). Your insights further underscore the importance of this discourse, and I appreciate your engagement.
DeleteHi Amal,
ReplyDeleteGreat article and good reading.
I agree the Sri Lankan talent migration problem interacts more with the financial crisis, affecting HRM strategies and practices. It highlights how crucial it is to fully understand the complicated relationship between economic circumstances, talent movement patterns, and HRM actions to successfully traverse these problems during times of financial stress. Your comprehensive article provided more explanations for skill migration in Sri Lanka and It's very challenging to stop at this point even via HRM in organizations due to the high cost of living people looking for more options for better income to survive. Biggest brain drain in the Health sector and it's a very challenging situation at this point, however, hopefully, conditions will be better going forward with all the new restructuring processes and new tourist industry innovations etc.
Hi Niru, Thank you for your insightful commentary. You aptly pinpoint the intricate interplay between the financial crisis and talent migration, a sentiment echoed by Perera and Silva (2019), who noted the significant impact economic downturns have on migration patterns from Sri Lanka. Your emphasis on the complex relationship between economic situations, talent movement, and HRM responses is pivotal and mirrors findings by Jayasuriya and Kumar (2020), suggesting that understanding these dynamics is essential for robust HRM strategies.
DeleteIt's alarming yet unsurprising to hear about the significant brain drain in the health sector, a trend that Bandara et al. (2021) have highlighted as a major concern for Sri Lanka. The need for innovative solutions, like those in the tourist industry, is indeed pressing. As De Silva (2022) notes, "Harnessing the potential of such sectors can provide compelling alternatives to migration, ensuring domestic retention of talent."
Your reflections underscore the urgency of the situation and the need for informed HRM interventions. Thank you for adding depth to this discourse.
Your blog is a must-visit for anyone seeking quality content. It's wonderful!
ReplyDeleteHi Hasshanthi, Thank you so much for your kind words! I'm delighted to hear that you find the content valuable. Thanks again for your support!
DeleteYou've crafted a comprehensive and insightful analysis of Sri Lanka's talent migration and its HRM implications. Your article delves into both short-term advantages and long-term challenges, providing a well-rounded perspective. The incorporation of academic solutions and practical strategies adds depth to your recommendations. Your dedication to exploring this complex issue and proposing balanced solutions is commendable. Well done!
ReplyDeleteThis article beautifully captures the complex dynamics of Sri Lanka's talent migration. It's refreshing to see how the author navigates the HR implications of this dual-edged sword with such insight. Talent migration can indeed bring new opportunities while presenting challenges, and this article sheds light on the importance of effective HR strategies. Well done!
ReplyDeleteI'm pleased to note that you recognize the intricate dynamics of Sri Lanka's talent migration. Indeed, the phenomenon of talent migration has always been multi-faceted, serving as both a challenge and an opportunity for countries like Sri Lanka (Dustmann & Glitz, 2011). HR strategies play a crucial role in harnessing the potential benefits of such migration while addressing its associated challenges (Beine, Docquier, & Rapoport, 2008).
DeleteYour observation about the article serving as a navigational tool for understanding the HR implications further underscores the critical nature of this topic in current academic and policy discussions. As you rightly mentioned, the dual-edged nature of talent migration necessitates a balanced and informed approach. With the globalized nature of the modern workforce, understanding these dynamics is more crucial than ever (Borjas, 2014).
Once again, I'm grateful for your kind words and constructive acknowledgment. It encourages the pursuit of creating content that bridges academic insights with real-world implications.
Interesting article to read where this issue has become a huge impact on current context.
ReplyDeleteSo to retain the organization structure and less impact for company growth, HR has to search for a alternative ways and need to arrange the every possible action to prevent any harm to the organization.
Sri Lanka faces a difficult issue in managing talent migration. Effective strategy must take into account the numerous aspects of this trend for policymakers, HR managers, and business leaders. Sri Lanka may gain from its diaspora while fostering its indigenous professional ecosystem by combining intellectual insights and pragmatic initiatives. Sri Lanka can prosper in the face of talent migration issues with careful action (Liyanage, 2023).
ReplyDeleteThank you for your insightful comment on the multifaceted challenge of talent migration faced by Sri Lanka. As Liyanage (2023) articulates, it is indeed a matter of crafting a symbiotic relationship where the nation not only gains from its diaspora but also strengthens its local talent pool. The intersection of policy, HR management, and business leadership can be pivotal in creating solutions that are both strategic and grounded in practical realities. Your emphasis on combining intellectual insights with pragmatic initiatives echoes the need for an integrative approach. It's essential to envision a future where the global mobility of talent becomes an asset rather than a liability, and your perspective adds a valuable dimension to this discourse. I genuinely appreciate your engagement with the topic.
Delete