IT IS not just the Government who is concerned. Employers worry about brain drain too.
One in five (22 per cent) Singapore employers, polled as part of a global survey, is concerned about Singaporean talent leaving to work abroad, at a time when many vacancies need to be filled and talent is in short supply.
Within the Asia Pacific, employers in Taiwan were most concerned (64 per cent), while employers in China were least concerned (8 per cent).
The survey of 28,000 employers in 27 economies - done by United States-based employment services agency Manpower - found, on average, 31 per cent of employers worried about losing local talent to other countries.
Most worried were employers in Peru, Argentina and South Africa, with more than two in three concerned about talent outflow.
Of the 563 employers surveyed here, those in finance, manufacturing and transportation and utilities were most concerned (32 to 33 per cent), while those in public administration and education were least concerned (6 per cent).
Explaining some of the figures, Manpower Singapore country manager Rosa Goh cited Singaporeans heading to China to take up jobs like financial controller, or to Macau to become hotel managers.
Singapore National Employers' Federation executive director Koh Juan Kiat said employers here are most concerned about people who are hard to replace. They could have expert knowledge about a computer system, or critical engineering skills that the company spent years to build up.
Four in 10 (41 per cent) employers here polled also felt that the Government and businesses are not doing enough to slow the talent outflow.
However, this figure is significantly lower than that in most other countries polled. In Germany, Peru, Belgium, Italy, Argentina, Britain, Canada, Mexico and South Africa, at least double that percentage felt more should be done.
Ms Goh felt there are limits to what a government can do to stem the outflow. 'We cannot stop top brains from seeking global or regional pastures. They have to be exposed to climb the corporate ladder.'
Mr Koh noted that more employers are initiating programmes, such as long-service gratuities and overseas exposure stints, to retain talent.
But he agreed that more should be done. 'With other economies opening up and growing at a much faster rate, they are also drawing talent.'
In its research report, Manpower cited Arabian Gulf states which have embarked on large-scale development projects as a magnet drawing professionals away from other countries.
Dubai, for instance, will have to add 100,000 workers every year for the next 20 years if the region is to grow at the rates targeted by its government.
The Manpower report noted that worker mobility is also higher today because the Internet has made job search easier.
The proliferation of mobile phones, and cheaper calling costs, allow them to maintain strong ties with those at home.
While noting that many governments are struggling to manage talent flows, the report singled out Singapore as an exception in looking long term at the number of skilled workers it needs to import, and ensuring its immigration laws support these needs.
