Çağlar Özden - tubitak.gov.tr top foreign graduates in areas of critical skills gaps ......
Transcript of Çağlar Özden - tubitak.gov.tr top foreign graduates in areas of critical skills gaps ......
Küresel Beyin Göçü Ağları ve
Türkiye'nin Konumu
Çağlar Özden The World Bank
Temmuz 2012
* Usual disclaimer applies. The findings, conclusions and views expressed are entirely those of the authors and
should not be attributed to the World Bank, its executive directors or the countries they represent.
Chelsea 2012 UEFA Sampiyonu
Harvard Iktisat Bolumu - Yardimci Docentler
Hotamisligil Lab
Uluslararasi Beyin Göçü
Göçmen Stoğu 2000 (yaş25+)
OECDa Non-OECDb Imputed Imputed (%) Total
2000
Males 28.2 20.6 8.6 15 57.4
High-skilled 10.3 3.5 2.2 14 16.0
Low-skilled 17.9 17.1 6.4 15 41.4
Females 29.2 17.3 8.0 15 54.5
High-skilled 10.0 2.5 1.8 13 14.3
Low-skilled 19.2 14.8 6.2 15 40.1
Totalc 57.4 37.9 16.6 15 111.9
High-skilled 20.3 6.0 4.0 13 30.3
Low-skilled 37.1 31.9 12.6 15 81.5
Büyüme Hizi Tahmini 2000- 2010 (%)
OECD Non-OECD Total
Males 40% 6% 22%
High-Skilled 57% 29% 49%
Low-Skilled 31% 2% 14%
Females 41% 14% 29%
High-Skilled 75% 72% 74%
Low-Skilled 29% 9% 19%
Total 41% 9% 25%
High-Skilled 66% 44% 60%
Low-Skilled 30% 5% 16%
Uluslararasi Beyin Göçü
Uluslararasi Beyin Göçü
Bolgeler Dagilimi 2000
Immigration Emigration
Group Total (mil.) High-skill (%) Women (%) Growth (%) Total (mil.) High-skill (%) Women (%) Growth (%)
HIGH 67,8 33,1 48,7 36,0 25,9 36,5 52,0 9,8
DEV 44,1 18,1 48,8 45,0 85,9 24,4 47,8 51,8
LOW 4,9 7,8 46,4 -15,4 15,6 9,6 45,3 27,0
LDC 4,4 4,3 44,5 -16,7 15,1 8,4 43,8 17,8
SIDS 0,9 24,2 51,7 41,3 4,4 35,5 54,6 53,0
USA 24,3 42,7 51,0 62,1 0,9 58,9 50,2 21,4
CANZ 8,6 52,3 51,7 20,1 1,5 57,0 54,0 16,8
GCC 5,7 18,8 20,9 24,4 0,4 26,3 30,5 31,5
EU27 22,3 21,9 50,5 26,2 20,1 32,3 52,0 5,7
OTHERS 2,9 19,9 53,6 42,9 4,3 21,4 50,1 55,8
SSA 8,8 4,2 45,4 -16,0 10,5 11,2 45,4 -4,0
CIS 17,9 32,2 53,4 140,3 20,2 32,8 54,3 102,3
INDIA 5,2 2,8 48,3 137,6 5,9 24,1 37,3 22,1
CHINA 0,1 14,2 53,2 198,0 3,9 27,8 51,8 22,3
MENA 4,7 21,4 44,4 15,0 8,4 24,3 36,3 23,2
ASIA 8,8 14,2 47,7 13,6 20,1 25,9 48,0 65,8
LAC 2,6 17,5 49,3 40,8 15,6 25,1 50,2 90,1
TOTAL 111,9 27,2 48,7 39,4 111,9 27,2 48,7 39,4
Uluslararasi Beyin Göçü
Göç Alan Ulkeler 2000
Total migration stock (in millions)
receiving countries
Country
Immig
(mil)
High-sk
(%)
Woman
(%)
Growth
(%)
United States 24.3 42.7 51.0 62.4
Russia 9.1 24.3 50.2 -5.8
India 5.2 2.8 48.3 -20.1
Germany 4.7 21.8 46.2 45.9
Canada 4.6 58.8 52.3 25.2
Cote d'Ivoire 3.9 0.9 44.7 19.6
France 3.7 16.4 49.5 8.8
United Kingdom 3.5 34.9 53.0 29.7
Australia 3.5 45.2 50.8 12.9
Saudi Arabia 3.1 18.8 14.1 8.3
Uluslararasi Beyin Göçü
Göç Alan Ulkeler 2000
High-skilled migration (in millions)
receiving countries
Country Immig Women (%) Growth (%)
United States 10.3 50.0 67.1
Canada 2.7 48.4 45.2
Australia 1.6 49.3 39.5
United Kingdom 1.2 50.2 122.9
Germany 1.0 45.2 87.4
France 0.6 46.6 80.6
Uluslararasi Beyin Göçü
Göç Veren Ulkeler, 2000
High Skilled Emigration
sending countries
Country Emig. Women Growth
United Kingdom 1.6 47.2 30.9
India 1.4 37.2 -11.5
Philippines 1.2 59.9 75.0
China 1.1 48.6 101.1
Germany 1.1 51.7 19.9
Mexico 1.0 47.3 157.7
Korea 0.6 51.9 78.8
United States 0.5 50.4 36.8
Uluslararasi Beyin Göçü
Ana Göç Koridorlari 2000 ve 1990-2000 Artisi
Largest migration stocks in 2000 (in thousands) Largest migration net flows 1990-2000 (in thousands)
Origin Destination Stock H-S Women Origin Destination Flow H-S Women
Mexico United States 6374.8 14.4 45.2 Mexico United States 3718.8 15.2 45.1
Bangladesh India 3211.9 2.1 48.0 Russia Belarus 566.8 27.0 56.4
Ukraine Russia 3024.2 25.2 52.1 Russia Kazakhstan 557.8 147.7 41.8
Burkina Faso Cote d'Ivoire 2238.5 0.3 44.7 India United States 490.6 81.2 46.0
Russia Ukraine 2183.7 17.5 61.5 Vietnam United States 484.9 44.2 51.9
Kazakhstan Russia 1837.3 21.3 53.6 Philippines United States 418.2 80.8 62.5
China Hong Kong 1620.5 12.9 50.6 Turkey Germany 390.0 9.2 47.6
India Pakistan 1613.3 2.7 42.4 China United States 378.7 57.9 54.3
Russia Kazakhstan 1611.1 60.5 54.2 Burkina Faso Cote d'Ivoire 367.5 0.3 44.7
Pakistan India 1288.2 4.4 47.5 El Salvador United States 341.3 19.4 48.3
Uluslararasi Beyin Göçü
Guney-Kuzey Göç Stoklari 2000
High-income Developing
(destination) (destination)
High-income Stock (in millions) 22,5 3,5
(origin) High-skill (percent) 38,2% 25,4%
Women (percent) 52,6% 47,7%
Growth (percent) 8,7% 22,2%
Developing Stock (in millions) 45,3 40,6
(origin) High-skill (percent) 30,5% 17,5%
Women (percent) 46,8% 48,9%
Growth (percent) 55,4% -0,1%
Uluslararasi Beyin Göçü
Turkiye Datasi
Turkiye’den Göç –OECD ulkeleri emek piyasalari– 2.7 milyon
Ilk Ogretim– 75%
Universite Egitimli– 10%
Ulke egitim seviyesiyle esdeger.
Dar anlamda beyin gocu yok!
Cesitli Ulkelerdeki Turk Gocmeler arasinda Universite Mezunlari
Orani
Almanya– 6.3%, Fransa– 6.0% , Hollanda– 4.5%
Avustralya– 32.9%, Kanada– 47.2%, ABD– 59.2%
Turk Gocmenler Arasinda ABD’ne Gidenlerin Orani – 3%
Universite MezunuTurk Gocmenler Arasinda ABD’ne Gidenlerin
Orani – 22%
Tubitak Kurultayina katilanlar arasinda ABD’den gelenler– 63%
Arti Kanada – 8%
Uluslararasi Beyin Göçü
Turkiye Datasi
DIKKAT!!! – ESKI DATA!!
Turkiye Disinda Dogup Turkiye’de Calisanlar: 700,000
Bulgaristan (50%), Sirbistan(13%), Almanya(12%), Yunanistan(7%),
Makedonya(4%)
Universite Mezunlari Orani(21%)
Bulgaristan (8%), Sirbistan(6%), Almanya(7%), Yunanistan(10%),
Makedonya(8%)
187 bin Yabanci Uyruklu Turkiye’de Oturma Iznine Sahip (2007)
(Azerbeycan, Almanya, Ingiltere, Rusya, ABD).
18% calisma izni sahibi ve 13% ogrenci. Gerisi Aile Uyeleri
Istanbul’un nufusunun yuzde 10’u 1920’lere kadar yabanci
uyruklulardan olusuyordu.
Uluslararasi Beyin Göçü
Turkiye Datasi
Chelsea 2012 UEFA Sampiyonu
Harvard Iktisat Bolumu - Yardimci Docentler
Hotamisligil Lab
En onemli Goc Nedenleri –
1 – economik “çekici” faktorler
2 – economik “itici” faktorler
3 – economik ve yasal engeller/kolaylastirici faktorler
Hedef Secilirken goze alinin en onemli faktorler
Gelir farklari
Profesyonel Kariyer Secenekleri
Sosyal ve Kulturel Benzerlikler
Uluslararasi Beyin Göçü
Göç Nedenleri
Uluslararasi Beyin Göçü
Ortam
Gunumuzdeki Ortam
EURO Krizi vs. Turkiye’ninEkonomi Ortami
Arap Bahari
Istanbul’un tekrar bir ticaret merkezi oalrak ortaya
Osmanli Donemi Istanbul’una donus?
Kritik Yan Politikalar
Uluslarasi Yatirimi Cekmeye Yonelik Politikalar
Ozel Universiteler ve Arastirma Kurumlarinin Rolu
Ulasim ve Iletisim Altyapisinin Rolu
Profesyonel Ruhsat ve Lisans Yonetmelikleri
Yabanci Ogrencileri Cekmeye Yonelik Politikalar– Avustralya
/Singapur Modeli
Uluslararasi Beyin Göçü
Kritik Yan Politikalar
Aile ve Kadinlara Yonelik Yaklasimlar…
Turkiye’de ilk ve ortaogretim olanaklari…
Uluslararasi Beyin Göçü
Increased
growth and
investments
Malaysia
as
talent hub
Enhanced
talent
availability
High income
jobs, careers &
quality of life
catalyse change to spur a virtuous cycle
of investments, jobs and talent.
Enhance
school-to-
work
transition
Build platforms
to optimise talent
Raise
career
awarene
ss
Malaysian homegrown
talent will be
TalentCorp’s priority
Strategic Thrust 1:
Optimise Malaysian
Talent
Facilitate
returning
talent
Enhance
expatriate
facilitation
Outreach to
Malaysians
Abroad
In the global race
for talent, we
need to compete
to attract, retain,
and grow the
best.
Strategic Thrust 2:
Attract & Facilitate
Global Talent
Strategic Thrust 3:
Build Networks of
Top Talent
A talent network
ensures a steady
stream of readily
available talent.
Building diversity in Malaysian
talent landscape
35
Residence
Pass-Talent
Employment
Pass
liberalisation
• Introduced in April 2011, offers top foreign talents a longer tenure
of 10 years to reside & work in Malaysia
• Also extended to spouses, enabling them to work in Malaysia
• Residence Pass-Talent scope being reviewed to extend to
Knowledge-Based Entrepreneurs and Persons of Malaysian
origin • Employment Pass policy liberalisation e.g. longer tenure & to
facilitate top foreign graduates in areas of critical skills gaps
from local universities to work in Malaysia
• iPass offered to RP-T talents in October 2011 to ease their
mobility
• Joint Working Committee jointly chaired by Ministry of Home
Affairs and TalentCorp established in May 2012 to review
immigration related instruments and practices Snapshot: Facilitating foreign talent in Malaysia
482 RP-T were approved in 2011
Successful applicants comprised technical experts & top and
middle-management professionals with backgrounds in
Business Services, ICT, O&G, Education, Financial Services
and E&E
Engaging Malaysians abroad
36
Outreach Activities
• Directly engaged over 5,000 Malaysian professionals and students
currently living abroad through its outreach programmes
• Outreach conducted in collaboration with leading employers
• Outreach programmes so far have included UK, USA, Australia &
Japan
• Recent outreach to UK in April 2012, included Career Fair attended
by 40 Malaysian employers and attended by more than 2,000
students
Snapshot: TalentCorp-Silicon Valley Workshop creates win-
win web
Engagement with Malaysians abroad includes looking for
opportunities for Malaysians to contribute from abroad
October 2011 : Successfully organised workshop between
Silicon Valley-based Malaysian technoentrepreneurs with
Malaysian technopreneurs
Such platforms allow for knowledge transfer and network
building
Sector Focus
• Engagement going forward will increasingly be sector focused
• Also in April 2012, conducted Healthcare outreach to Dublin and
London to engage with Malaysian doctors. Delegation included
representatives from Health Department and leading private
hospitals eg. KPJ, Parkway
• Upcoming engagements will include Oil & Gas outreach
Engaging Malaysians abroad
37
Returning Expert
Programme
STAR & TAPS
• Revised in April 2011 to encourage more Malaysian professionals
abroad to return & contribute to Malaysia’s economic
transformation
• Greater emphasis on relevant work experience related to NKEA
sectors
• Launched in August 2011 to enable JPA scholars to build careers in
priority sectors of the GTP & ETP
• In 2011,
• TAPS - 43 top JPA scholars placed in key Government
agencies
• STAR –157 JPA scholars from top overseas universities
secured placement with over 100 leading employers in private
sector
Snapshot: REP more than doubled in 2011
680 applications approved in 2011 (2010: 313)
Since REP under TalentCorp - 18 months to 30.6.12 : 1,159
approved; compared to pre-TalentCorp 2001 to 2010 : 1,130
approved
REPs from UK, Singapore, US, Australia, China & Middle East
Key industries: O&G, Financial Services, ICT, Healthcare &
Business Services
Senior management positions in leading Malaysian corporates &
MNCs