The visionary who transformed private health care in India

Dr. Prathap Chandra Reddy is the Founder-Chairman of the Apollo Hospitals Group (AHG) and is considered a living legend and architect of modern private health care in India. In 1983, Dr. Reddy started the first professionally run private hospital – Apollo Hospitals in Madras (now Chennai). Since then, the AHG has expanded to over 73 hospitals across the country. The state-of-the-art facilities have made advanced health-care services accessible and affordable to all in need. AHG has a presence in primary care, secondary care, tertiary care, quarterly care, health IT, tele-health (tele-consults, tele-pathology, tele-cardiology, and tele-radiology), eICU pharmacy retailing, project consultancy, research, and academics. He catalyzed a “reverse brain drain” by inspiring hundreds of Non-Resident Indian Doctors to come back to India, by creating opportunities and providing them with a world class medical ecosystem. Dr. Reddy’s contributions are widely recognized by patients, doctors, the health-care fraternity across the world, the community at large, and by the Government of India.

Rising stars in the global race for skill? A comparative analysis of Brazil, India, and Malaysia

How do emerging economies compete for international skilled workers? To explore policies used by non-Western countries to attract or retain high-skilled workers in the context of the ‘race for talent’, this article analyses and compares governmental measures employed in three emerging economies: Brazil, India, and Malaysia. Based on insights from 17 expert interviews, we describe the practices and strategies of these three countries to reverse ‘brain drain’—that is, the loss of human capital through migration. The article argues that the design and development of migration and skill recruitment policies are at different stages and of varying relevance to respective national actors. While Malaysia has become an active player and innovator on the international talent recruitment market, the other two countries still consider themselves as ‘self-sufficient’, relying on either their domestically produced human resources or, in the case of India, their skilled diaspora. The three countries are situated at different, mostly early stages of a ‘migration policy transition’, with rising demand for human capital, but still insufficient legal, administrative, and economic provisions to recruit and admit many skilled foreign workers. The ‘global race for talent’ is less of a race for the global South as it is in the global North.

Greece will struggle to reverse ‘brain drain’

Net emigration of Greek nationals is slowing, but weak economic fundamentals are pushing out others, too

Delhi will push to promote research and development

Subject The state of R&D in India. Significance Last month’s Economic Survey, which the finance ministry presents to parliament as a prelude to the budget, highlighted the poor state of research and development (R&D) in India. However, the country is becoming a preferred destination for R&D conducted by foreign companies and an estimated 1 million Indian-trained scientists and technologists work in laboratories abroad. Impacts Delhi will continue to court foreign direct investment (FDI) in R&D. India may benefit from a reverse ‘brain drain’ if its skilled professionals struggle to secure US H-1B visas. The Modi government will face more accusations of interference in universities and come under pressure to desist. Reports suggest that the US administration is poised to restrict technology transfer to China; R&D in the whole of Asia would be affected.

From Brain Drain to Reverse Brain Drain

A reverse brain drain trend has resulted in a significant shift in the mobility of highly skilled workers educated as international students in Western countries to Asian countries. This chapter explores the brain drain to reverse brain drain situation in South Asia and highlights the implications for South Asia and the United States of America through an extensive literature review. The author argues that understanding the effects of reverse brain drain for South Asia and the USA can be crucial, and special policies and governmental programs are required to manage the trend in South Asia, and fill the void of professional workers in the USA.

Evidence of Reverse Brain Drain in Selected Asian Countries: Human Resource Management Lessons for Malaysia

Reverse brain drain (RBD) is a fertile area to examine in the inter-countries movement of professionals. The basic idea of RBD is that the professionals who migrated to the industrialized nations represent potential human resources for the socioeconomic development of their home countries. It is argued that every ‘brain drain’ is a potential ‘brain gain’ for a country. However, there is inconclusive evidence on the best practices of RBD that may become lessons for any country to adopt in tapping the valuable experiences of the intellectual elites. Using ‘human capital theory’ and ’diffusion of innovation theory’, this conceptual paper specifically aims i) to illustrate evidence of the best practices of RBD in selected Asian developing countries of South Korea, Taiwan, China, and India that have commended track records in dealing with RBD; and ii) to suggest strategies for Malaysia, which is a beginner in developing the RBD programs, to adopt the best practices as experienced by the selected countries.