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By Rajkamal Rao
Go back to Earning in India
It is a well-known fact that Indian companies face an enormous human resources challenge of developing and nurturing the next generation of leaders in senior and middle management. A 2012 Ernst and Young report says that risks associated with the war for talent are on the rise for the third consecutive year globally, and in emerging markets such as India, the risk ranks in the top four.
And this despite the fact that the reverse brain drain in significant numbers has been happening for nearly a decade. A Dec 26, 2005 article in the New York Times titled “Indians Find They Can Go Home Again” described “the gated community of Palm Meadows in the Whitefield suburbs of Bangalore”. It highlighted how such communities are full of Indians “who were educated in and worked in the United States and Europe, but who have been lured home by the surging Indian economy and its buoyant technology industry”. In the article, Nasscom, a trade group of Indian outsourcing companies, estimated that 30,000 technology professionals “have moved back in the last 18 months”. Remember, this was Dec 2005. “These cities, with their Western-style work environment, generous paychecks and quick career jumps, offer the returnees what, until now, they could only get in places like Palo Alto and Boston”.
That the much publicized "reverse brain drain" has not been sufficient to offset the rising need for skilled workers has not been lost on westerners who are migrating to China and India to look for good paying jobs. A Feb 23, 2012 New York Times story reported that over 40,000 employees in the Indian technology and BPO industries are not Indian!
The simple conclusion is that if opportunities exist for westerners migrating to India, there ought to be opportunities for diaspora Indians as well.
Go back to Earning in India
It is a well-known fact that Indian companies face an enormous human resources challenge of developing and nurturing the next generation of leaders in senior and middle management. A 2012 Ernst and Young report says that risks associated with the war for talent are on the rise for the third consecutive year globally, and in emerging markets such as India, the risk ranks in the top four.
And this despite the fact that the reverse brain drain in significant numbers has been happening for nearly a decade. A Dec 26, 2005 article in the New York Times titled “Indians Find They Can Go Home Again” described “the gated community of Palm Meadows in the Whitefield suburbs of Bangalore”. It highlighted how such communities are full of Indians “who were educated in and worked in the United States and Europe, but who have been lured home by the surging Indian economy and its buoyant technology industry”. In the article, Nasscom, a trade group of Indian outsourcing companies, estimated that 30,000 technology professionals “have moved back in the last 18 months”. Remember, this was Dec 2005. “These cities, with their Western-style work environment, generous paychecks and quick career jumps, offer the returnees what, until now, they could only get in places like Palo Alto and Boston”.
That the much publicized "reverse brain drain" has not been sufficient to offset the rising need for skilled workers has not been lost on westerners who are migrating to China and India to look for good paying jobs. A Feb 23, 2012 New York Times story reported that over 40,000 employees in the Indian technology and BPO industries are not Indian!
The simple conclusion is that if opportunities exist for westerners migrating to India, there ought to be opportunities for diaspora Indians as well.
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