Brain Circulation : Korean Experience Misug JIN Senior Fellow Korea Research Institute for Vocational Education and Training(KRIVET)

Brain Circulation : Korean ExperienceBrain Circulation : Korean Experience

Misug JINMisug JIN

Senior FellowSenior Fellow

Korea Research Institute for Vocational Korea Research Institute for Vocational Education and Training(Education and Training(KRIVET)KRIVET)

<Contents><Contents>

2

I. I.

II. II.

IV. IV.

III. III.

Introduction

Brain Circulation in Korea

Strategies

Policy Direction

Ⅰ. Introduction

• Advancement to knowledge-based economy-> high skills and knowledge-> the highly Skilled in R&D and service area

‘The Highly skilled HR really matter’

• Increased the international mobility of the highly skilled.

War for Talents

3

•

Why the issue, international mobility of Human resources important?

Why the issue, international mobility of Human resources important?

4

The Change of perspective on the international mobility The Change of perspective on the international mobility of the highly skilledof the highly skilled

Direction

Win – or – LoseWin – or – Lose Win – WinWin – Win

PermanentPermanent Multiple, TransitionalMultiple, Transitional

Return home / BlockingBrain drain

Return home / BlockingBrain drain

Global Collaboration‘Diaspora’

Global Collaboration‘Diaspora’

Developing → Advan.Developing → Advan. Advan. ↔ Advan.Advan. ↔ developing

Advan. ↔ Advan.Advan. ↔ developing

Benefits

Pattern

Strategies

Brain DrainBrain Drain Brain CirculationBrain Circulation

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Positive effect

Negative effect

Positive effect

•Brain gain by return of natives•Increased ties to global networks•Remittances and venture capital from diaspora networks

•Increased incentive for natives to see higher skills

•Brain gain by return of natives•Increased ties to global networks•Remittances and venture capital from diaspora networks

•Increased incentive for natives to see higher skills

Negative effect

•Shortage of HR•Lower returns from public investment in tertiary education

•Shortage of HR•Lower returns from public investment in tertiary education

•Decreased incentive of natives to

train higher skills •Crowd out native students from best schools •Technology transfers to foreign competitors

•Decreased incentive of natives to

train higher skills •Crowd out native students from best schools •Technology transfers to foreign competitors

•Increased R&D/economic activity Entrepreneurship•Foster diversity and creativity•Export technology•Increased enrolment in graduate programmes •Wage moderation

•Increased R&D/economic activity Entrepreneurship•Foster diversity and creativity•Export technology•Increased enrolment in graduate programmes •Wage moderation

Sending countriesSending countries Receiving countriesReceiving countries

GLOBAL EFFECTSGLOBAL EFFECTS

• Development knowledge and R&D by

better international flows of knowledge

• Better job matches,

• Increase individual human capital

investments.

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II. Brain Circulation in Korea

ForeignForeignPh.DsPh.Ds

Domestic Domestic Ph.DsPh.Ds

Total Total Ph.DsPh.Ds

% of foreign % of foreign Ph.DPh.D

‘‘80-’8480-’84 1,513 3,656 5,169 29.3

‘‘85-’8985-’89 3,462 9,899 13,361 25.9

‘‘90-’9490-’94 7,028 17,550 24,578 40.4

‘‘95-’9995-’99 8,167 24,964 33,131 32.7

‘‘00-’0400-’04 7,815 36,374 44,189 21.5

• Korea: one of the brain gain countries: by sending and returning• Starting to receive foreign students: In 2006, 2,173 foreign students in

doctoral program in Korea. 2% of all graduate programs

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1. From Brain Gain country to Brain Circulation one1. From Brain Gain country to Brain Circulation one

Comprehensive Korean Policies in 1970s for attracting expatriate S&Es: It did Work!!

• Provided excellent job opportunities -Establish national research centers such as

KIST(Korea Institute for Science and Technology) or KDI(Korea Development Institute) and KAIST(Korea Advanced Institute for Science and Technology)

-Intensive Support(higher salary)

• Provide Housing and excellent Opportunities for children’s education -best elementary schools under best universities

• Respect for S&E as patriots by government -Strong Will of the Powerful President

But not any more

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2. The number of Korean Ph.Ds in USA 2. The number of Korean Ph.Ds in USA

• During last 20 years, about 1,300-1,500 Korean Ph.Ds a year

• The second largest foreign countries

– 3%of Total US Ph.Ds.

– 20%of foreign Ph.Ds ( China → Korea)

• 700-900 Ph. Ds a year in S&T-60%

• Of total Korean expatriate Ph.D, US doctorate more than 60%

0

200

400

600

800

1000

1200

1400

1600

Year 1965 1967 1969 1971 1973 1975 1977 1979 1981 1983 1985 1987 1989 1991 1993 1995 1997 1999 2001 20030

5000

10000

15000

20000

25000

30000

35000

40000

45000

Korean Total

10

The trend of Korean Ph.Ds of total US Ph.DsThe trend of Korean Ph.Ds of total US Ph.Ds

• Selected Human Resources

- From high family SES

- Selective Colleges gradauated

• High Satisfaction on US Graduate Programs:

- Quality of curriculum

- Financial assistance

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Characteristics of Korean Ph.DCharacteristics of Korean Ph.D

3. 37

3. 3

3. 42

3. 39

3. 49

3. 35

3. 53

3. 6

2. 89

2. 82

2. 58

2. 64

2. 6

2. 84

2. 98

2. 73

2. 42

2. 65

0 0. 5 1 1. 5 2 2. 5 3 3. 5 4

Courses

Lab

Curriculum

Teaching

Research G uide

Facilities

Schola rship

RA/ TA ship

Counseling&Info .

US Ph.D Korean Ph.D

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Comparison of Satisfaction of Graduate Programs of Korean and US Ph.Ds

Comparison of Satisfaction of Graduate Programs of Korean and US Ph.Ds

• The proportion to plan to return home on completing degree has been decreased

• 2004, 26% of S&T; 46% of Non S&T

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3. 3. The Return Plan of Korean Ph.Ds The Return Plan of Korean Ph.Ds

Return Plan on Completion of Ph.DReturn Plan on Completion of Ph.D

73.0 72.6 71.769.5

60.4 59.1 57.3

50.553.0

45.649.9 49.8

47.2

37.7

29.025.5

19.817.8

24.6 26.1

0.0

10.0

20.0

30.0

40.0

50.0

60.0

70.0

80.0

1995 1996 1997 1998 1999 2000 2001 2002 2003 2004

(%)

S&T Non S&T

• High: China, India • Low: Japan, Taiwan, South Africa.

40

60

80

100

1999 2000 2001 2002 2003 200414

Stay plan rate of selected countriesStay plan rate of selected countries

Korea

Japan

China

India

Taiwan

South Africa

0%

10%

20%

30%

40%

50%

60%

1yr. 2yr. 3yr. 4yr. 5yr.afterdegree

completion

98 cohort 96 cohort 94/95 cohort 92/93 cohort

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Stay RatesStay Rates

• Actual return rate : 5 years after degree completion• 66% of 1998 Ph.D Cohort, 89% in 1992-93 cohort.• Much higher than the return plan rate, 40%

4. Actual Return Rate of Korean Ph.Ds 4. Actual Return Rate of Korean Ph.Ds

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5. 5. The Interpretation of the trend of The Interpretation of the trend of Korean Ph.Ds Stay RatesKorean Ph.Ds Stay Rates

From Korean government perspective, is this return rate too low to be worried?

Difficult to evaluate!

Dependent on three questions;

1) Who are staying and why?

2) Permanent or Temporary?

3) The quantity and Quality of Collaboration and Linkage of expatriate Ph.Ds with home colleagues

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1987/88 1990/91 1992/93 1994/95 1996 1998

China 65 88 92 91 96 90

India 72 79 83 87 86 86

Taiwan 47 42 36 42 40 47

Japan 17 13 21 27 24 37

Korea 17 11 9 15 21 34

All countries 41 47 53 51 56 61

Sources: Finn,M(2001-2005).Stay Rate Foreign Doctorate Recipients from US University

Stay Rates of foreign Ph.Ds in USA 5 years after degree completion by countries (%)

Lower than other foreign countries

One third of Chinese, Indian Ph.Ds’ stay rates Not too high rate of stay

Lower than other foreign countries

One third of Chinese, Indian Ph.Ds’ stay rates Not too high rate of stay

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• 75% of Ph.Ds in S&T received (or plan to receive) Post-doc.

• Of Post-doc planner, 90% choose for Post-doc program in USA

→ Post-doc makes one factor to postpone the return of Korean Ph.Ds

→ High Proportion of Ph.Ds reveals preference to work in higher education

Postpone Returning:High proportion of Post-doc of Korean Ph.Ds

Postpone Returning:High proportion of Post-doc of Korean Ph.Ds

• Favorable Job Market

• Cultural factors: patriotism, family-duties

• Research Condition facilities, • Work (research) climate or environment• Quality of Education for children• Quality of life: environment, housing costs

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Pushing factors

Pulling factors

6. Factors of Returning (Staying abroad)6. Factors of Returning (Staying abroad)One out of five Ph.Ds said I have to return for my parent

Now, I’ d like to go home and to do service for my homeland—expatriate scientists in his early fifities

Complex factors :cultural, educational as well as economic factor:

• The relatedness of work to their specialty is higher

• The level of work requirement is more relevant to doctoral degree

• Higher job satisfaction

• Especially low job satisfaction for Ph.Ds employed in Korean companies

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The level of job’s requirementThe level of job’s requirement

67.7%

73.4%

32.3%

19.1%

0.0%

7.4%

0% 20% 40% 60% 80% 100%

ReturnedPh.Ds

Ph.Ds stayingin USA

Ph.D lower than Ph.D higher than Ph.D

Better working condition for Ph.Ds in USABetter working condition for Ph.Ds in USA

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Lower Same Higher Others

71.3 22.3 2.8 3.7

Lower Same Higher Others

54.6% 34.3 8.3 % 2.8%

[Research Productivity]

[Quality of Life]

If you had returned, what happen to your research and quality of life…

If you had returned, what happen to your research and quality of life…

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Reason to move to foreign countries of returned Ph.DsReason to move to foreign countries of returned Ph.Ds

14.1 For professional development

19.2  For children’s better education

6.4 To live permanently

100.0 Total

46.2  Better working (research) environment

3.8 Higher income

10.3       More Job opportunities

(%)(%)ReasonReason

III. Policy Direction

• Closed, nationalistic

• Recruiting only

• Quantity

• Short-term and disparate policies

-Buying HR

• Open, global sourcing

• Utilization as well

• Quality

• long-term and comprehensive HR policies

-Buying and Making HR

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Brain Gain Brain Circulation

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IV. Strategies

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Strengthen the competitiveness of Korean Universities

Improving the work/research climate to utilizethe globally highly skilled R&D experts

Strengthen the foreign network to improve collaboration

Facilitate the global cooperating for research

Support living conditions for foreigners55

Low Competitiveness of Korean Universities: 3 Korean Uni. Among 100 top universities

-high achievement of Korean youth (PISA, TIMMS) -Bottleneck of Educational Development -quality of higher education maintain talented Korean students

in Korea as well as inviting foreign students into Korea. Financial Support for higher education -R&D Program Brain Korea 21:-provide research fund for universites 20

billion US$ during last 10years -Enhancing Educational capacities Financial Support for universities of good quality of eduationSince 2009, 30 billion KRW(9 0million US $) each year

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Strengthen the competitiveness of Korean Universities

• The working and research culture • -closed, hierarchical, top-down

approach• -> hinder creativity of global talents• open, free, bottom up, and long-

term perspective• This is not easy one;-need training

programs for managers and leaders in S&T related organization

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Improving the work/research climate to utilize the globally highly skilled R&D experts

Strengthen the Expatriate Korean network to improve collaboration

• 13 Korean Expatriate Science and Engineers Associations

• -> government financial Support for these associations

Active collaboration and networking with KASEA KASEA(Korean American Scientiscts and Engeneers Association)

• Young Generation Forum• (invite young scientists and engineers with

Korean origin)

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Facilitate the global cooperating for research

• Collaborative Research Funds-Invite Foreign Research Lab-Branch eg) Pasteur Research Lab

- Establish a branch center in Europe or USA• Brain Pool System• Invite young scientists and engineers• (Postdoc for foreign Ph.D-> mostly Ph.D from

Asian countries• Competition for brains( esp. Post doc level) with

Japan(agressively invite foreign S&E)

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Support living conditions for foreigners

• Closed and unfriendly atmosphere toward foreigners

• Language problem• Education and housing support• Children’s education: expensive and competitve-

disincentive for coming to Korea• Housing: high costs• On –line and off-line One stop centers for foreign

S&Es• Information, counseling

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Strategies for attracting expatriate Korean S&E based on Career Development Stages• Most Effective target group;• S&E who have passed their peak in

their careers• -> They are ready to be attracted.• Use their expertise for consulting or

management.

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`̀

average

Strategies for cooperation

Establish research cluster for global talented researchers

2.98

Invite foreign LAB 2.7

Establish Korean research center abraod 2.92

Support for expatriate Korean researcher network 3.05

Joint project with Korean and foreign research team 3.28

Strategies to improve

Work Environment

Support for Children’s education 3.36

Support for spouse’s employment 3.14

Improving research environ. 3.52

Ease for immigration rules for expatriate’s research 3.01

Support for short-term, midterm staying places 3.27

Open public funded research to expatriates 3.29

Allow combine professorship in Korea and abroad 3.38

Dual nationality 3.3

Opinion of expatriate Ph.Ds for global talented researchers Opinion of expatriate Ph.Ds for global talented researchers

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