Brain drain refers to the emigration of skilled professionals from developing to developed countries. Historically, brain drains occurred from rural to urban areas and from Europe to North America. Developing countries experience outflows of individuals like engineers, medical professionals, and scientists to developed countries due to factors like higher wages, better opportunities, and advanced research facilities in developed nations. This mass emigration of human capital represents a loss of resources for developing countries.

2. INTRODUCTION
 A brain drain or human capital flight is an emigration
of trained and talented individuals ("human capital")
to other nations or jurisdictions.
 Brain drain can occur either when individuals who
study abroad and complete their education do not
return to their home country, or when individuals
educated in their home country emigrate for higher
wages or better opportunities.

3. HISTORY
 Historically, the greatest brain drains have been from rural to
urban areas. In the 19th century and 20th century there were
notable emigrations to North America from Europe, and in
modern times, from developing nations to developed
nations, especially after colonialism. Sometimes such drains
have occurred between developed countries.

4. definition
 It can be simply defined as the mass emigration
of technically skilled people from one country to
another country.

5. MAIN CHARACTERISTICS
 There are numerous flows of skilled and trained persons from
developing to developed countries.
 In these flows engineers, medical personnel and scientists
usually tend to predominate.
 They are characterized by large flows from a comparatively
small number of developed countries and by small flows from
a larger number of developing countries.
 The migratory trends are stimulated both by the character of
national educational systems by lack and inadequate planning
for the training of students from developing countries, in
developed states as well as the proper utilization of their-skills
in their home country etc.

6. CONCEPT & MAGNITUDE
 Migration of people as a phenomenon differs from
country to country and from time to time.
 Migration of HQM from LDCs may be due to several
different sets of underlying social, political and
economic forces.
 The phenomenon of migration of high quality
manpower can justify the use of the expression on
the term “brain drain”.
 Brain drain represents the defacto transfer of
resources spent on imparting education and nurturing
technical skills of the drained brain in question by the
parent country (DCs) to the country of the transfer.

7. MAJOR PROBLEMS
 A shortage of skilled and competent people in India.
 A tremendous increase in wages of high-skill labors in India.
 Problems for the public sector : With the exception of
ICICI, none of the public sector finance companies have done a
serious job of revamping their pay scales. They face two
alternatives: a sharp increase in wages of high-skill labors, or
bankruptcy.
 Problems of governance : In government itself, low wages at
senior levels are a serious problem. An economic advisor at the
Finance Ministry earns less than Rs.20,000 a month. It is possible
to have individuals take up these roles if they are independently
wealthy; altruistic; power-hungry; corrupt or incompetent. This
is not a happy state of affairs etc.

8. PUSH FACTORS
 Under employment.
 Economic under development.
 Low wage/salary.
 political instability.
 Over production and under utilization or HQM.
 Lack of research and other facilities.
 Lack of freedom.
 Discrimination in appointment and promotion.
 Poor working facilities.
 Lack of scientific tradition and culture.
 Unsuitable institution.
 Desire for a better urban life.

9. PULL FACTORS
 Better economic prospects.
 Higher salary and income.
 Better level of living and way of life.
 Better research facilities.
 Modern educational system and better
opportunity for higher qualifications.
 Prestige of foreign training.
 Intellectual freedom.
 Better working condition and better
employment opportunities.
 Relative political stability.
 Presence of a rich, scientific and cultural
tradition.
 Attraction of urban centre.

10. Individual's motives and experiences
 Economic and professional
a) suitable job
b) income and living standard
c) working conditions: facilities, autonomy, career
prospects, relations with superiors and with co-
workers.
 Personal influence
a) Spouse
b) Feelings and interests of the children
c) Family
d) Friends
e) Colleagues at work

11. Ways to overcome it
 Training.
 Ensure Job Fit.
 Mentorship.
 Succession Planning.

12. Conclusion
 Historically, wars between nations have always been about
land and its appropriation. Now a new type of war is
emerging, the war about technology, human brain and its
control.
 Because it is only a nation’s human capital that can be
converted into real wealth.
 There is a clear need for international cooperation.