Nexus between HRD and BSSFA: Effective Policy formulation to harness Brain Drain for Basic Education and Health in SAARC Member States.

2. Nexus between HRD and BSSFA:Effective Policy formulation to harness Brain Drain for Basic Education and Health in SAARC Member States.

3. Block Diagram of the Presentation SAARC BSSFA HRD Education Brain Drain Health

4. Human Resource Development To harness and Develop the potentials in other people that they, seemingly, are unaware of most of the time. To be able to channel the right personnel to the right cause and bring the best out of them. To lead ordinary individuals with ordinary skills to achieve extra-ordinary feats/ Goals.

5. Strengths Many Resources materials, activities are available e.g. manuals of trainings, guides, projects etc. Experienced Workforce is available in SAARC regions and it is the team work required by the members states. Adequate Logistics are available in each SAARC state. HRD in SAARC Region

6. Weaknesses Lack of a Strong Common Platform. No Frequent evaluation and updating of Human Resource Practices and Policies. Lack of Accountability of Managers and Employees to achieve clear and measurable performance levels. Failures to progress further in Various issues Lack of Persistent collaborative efforts (i.e. Political Instability in some Members).

7. Opportunities Opportunities of having Public Private Collaboration in Education and Health. Sharing of available Logistics of all SAARC Countries. (e.g. SAARC Agricultural Centre (SAC), Dhaka, Bangladesh, SAARC Meteorological Research Centre (SMRC), Dhaka, Bangladesh SAARC Tuberculosis Centre (STC), Kathmandu, Nepal, SAARC Documentation Centre (SDC), New Delhi, India, SAARC Human Resources Development Centre (SHRDC), Islamabad, Pakistan, SAARC Costal Zone Management Centre(SCZMC), Maldives, SAARC Information Centre(SIC), Kathmandu, Nepal, SAARC Energy Centre(SEC), Pakistan, SAARC Disaster Management Centre(SDMC), New Delhi, India, SAARC Forestry Centre (SFC), Bhutan). Availability of information about best Practices in Human Resources Development (e.g. Conjoint Pool for Communication, Exchange of expert Personnel).

8. Threats Policies are not sustainable on various issues (i.e. Terrorism, Security, Diplomatic Links) Governments are shifting towards Privatization like PTCL, Steel Mill in Pakistan etc. without proper regulatory framework. Job Security (i.e. Contractual Jobs, Lack of Long terms commitments.)

9. Basic social services for all (BASFA) Benefits and facilities such as education, food subsidies, health care, and subsidized housing provided by a government/ NGOs/ CSOs to improve the life and living conditions of the children, disabled, the elderly, and the poor in the national community.

11. It is a proven fact that all educational and health indicators in SAARC region are not up to the mark keeping in view the standards maintained in the contemporary world.

12. It is also true that problem of intra-SAARC brain drain is negligible.

13. SAARC countries are working in isolation from each other.

16. Brain circulation - the cycle of moving abroad to study, then taking a job abroad and later returning home to take advantage of a good opportunity.

20. Appointment of expatriate expert professors on tenure basis by Ministry of HRD, Government of India

21. The government of Ireland’s Science and Technology Agency. This agency promotes the use of native expatriates on sabbaticals.

24. Policy options for dealing with the issue of brain drain can be grouped into

25. the return option and

28. access to reliable quality health services.

29. competitive salaries,

30. relocation subsidies,

31. housing,

32. duty free privileges,

34. National policy dialogues and workshops on brain circulation using it to identify appropriate expertise.

35. A regional agency to promote a link and connection among its expatriate community overseas as well as their local counterparts.

36. This agency (SAARC Expatriate Facilitation Centre - SEFC) responsible for promoting the use of ICT as a tool in forging stronger cooperation and collaboration between the homeland and the Diaspora. The facility will act not only as Database of the expatriates from the region, but also will share these information with all members in order to enable them to locate and make use of their lost human potentials.

38. Can remittance earnings bridge the gap as official aid flows decline?

39. Is the money sent home by our expatriates living abroad simply used for consumption?

40. Could remittance earning be harnessed for our economic development?

41. Should the SAARC governments intervene to lower transaction costs much of which remains in North America and Europe?

42. Should the government devise mechanisms to direct remittances into productive investments?

43. These and many policy questions regarding remittances need to be explored in details.

46. of the brainpower, and other resources of the region abroad without necessarily moving them from where they live. The emerging technologies have opened a wide array of policy options for policy formulation and implementation regarding the use of human capital both at home and abroad. The expertise in health and education gained by the SAARC expatriates and the remittances earned by them may be directed for the development of education and health sector services in their respective countries. That will ease down the stressful financial situation with respect to allocations for these otherwise highly neglected sectors. A BOUNDARY FREE REGION at least with respect to education, health and media can help not only human resource development in a much shorter time and with a much lesser investment than otherwise. The concept of distance education system shared by all countries could lead to harmonization in the standards of education, and could be helpful to remove linguistic barriers. Expertise of all countries could be made available to other member states. Having a SAARC MEDIA CHANNEL can be one good example for utilizing collective wisdom.

48. Thank You