Literature Review: HRM, Challenges, and Skilled Migrants

This literature review explores the multifaceted aspects of skilled migration, encompassing the meaning of migration, relevant theories, and national legislation governing the entry of high-skilled workers. It delves into the challenges faced by skilled migrants, such as social and cultural integration issues, financial factors, and discrimination, while also examining strategies for overcoming these obstacles. The review further investigates the reasons behind the settlement of highly skilled migrants, the role of human resource management (HRM) in managing international skilled migrants, and the impact of migration on economic and social structures. The review draws on various sources to provide a comprehensive overview of the key issues and debates surrounding skilled migration, offering valuable insights for understanding the complexities of this global phenomenon.

LITERATURE
REVIEW

Table of Contents
LITERATURE REVIEW................................................................................................................1
Meaning and concept of the migrants and immigration..............................................................1
Concept and theories used argument in articles related to highly skilled migrants....................2
National legislation for the entry of high skilled workers...........................................................3
Analysis of the challenges faced by the skilled migrants...........................................................3
Identify the strategies through which migrants overcome it challenges.....................................5
The reasons for settlement of highly skilled migrants................................................................7
Human resource management of international High skilled Migrants......................................7
Role of human resource management in managing the high skilled migrants.........................10

LITERATURE REVIEW
Meaning and concept of the migrants and immigration
As per the view of Shi, (2016) human migration is a process or movement by people
when they shift from one place to another location in order to fulfilled some purposes. It can be
said that while people wants to settle in the new location for achieve something then this
movement process is known as the migration. Migration may divided into two types that is
internal and external migration. While people move from one place to another location within the
country then it is known as internal migration. On the other hand while people move from one
country to another nation then this process is called the external migration. The mentioned
concept related to individuals, family units or in large groups. Wesseling, Niesten and Hekkert,
(2015) stated that internal migration includes the process while people can take place within a
country, either seasonal human migration like agriculture, tourism to urban places etc or shift of
the population of the cities or states. On the other hand in the context of external migration,
people changes their location and resident in order to employment According to the studies it
was found that east Asian countries were having the people who visited UK mostly after the
Brexit. But their was downfall of the EU people as they were not interested in doing the business
with UK. More than 17% declination was found after the policy was signed. Their was
decrement of more than 35000 immigrants in later 12 months. However, as the job requirement
increased their was rise in the immigrants and 82000 people visited which counts for more than
43% of the ratio.
As per the view of Staake, Thiesse and Fleisch, (2012) international migration is a global
phenomenon which is continuously enhanced in the countries. The major reason for
enhancement in the international migration is to demand of employment. Jaber and et.al., (2015)
stated that in the every year, there are large numbers of humans cross international borders due
to the several reasons. Many people across the national border due to business deals and most
people cross for the holiday.
According to the view of Shi, (2016) a migrant worker is those people who either
migrates within the home country or outside from country. The people who work outside of their
home country is also known as the foreign workers or expatriates. The international labour
organisation stated that in the 2014 there are 232 million international migrants who are outside
from their home country from at least 12 months. As per the view of Mor, Kaur and Khaiwal,
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(2016) in some countries there are a million of migrants worker who have legal license for go
outside of the country. In order to go outside of the country, they have taken the permission from
the government and make their passport and visa. On the contradicting view Bale, (2013) stated
that some migrants worker may be illegal immigrants who have not any legal permission or
proof which authorised by the national government.
In the opinion of Mitchell and et.al., (2016) there are various migrants who have active
part in the migration like economic migrant, emigration, immigration, internal migration,
migrants worker, bird migration, migrant etc. In the context of economic migrants, people who
move from the one region to another in order to improve their living standard. On the other hand
in the emigration, people leaving one residential country in order to settle else there.
Immigration is that people who movement into the country with the intent to settle down.
Internal migration is a process under which people move within one geopolitical entity. Bird
migration is a process under which people move from one country to another country. As per the
view of Jaber and et.al., (2015) the highly skilled migrant programme is a scheme which is
designed to allow highly skilled people to immigrants into the united kingdom to look for the
work or self employment opportunity. This scheme helps high skilled and talented people as
they can use and enhance their skill and knowledge in order to attain self employment
opportunities. The high skilled migrant programme was introduced and launched on the 28
January 2002. Mitchell and et.al., (2016) stated that many migrants move their own country due
to the demand of employment. They want to utilise their skill, knowledge and talent so as self
employment in the other countries are the best way to settlement.
As per the view of Bale, (2013) the sociology of immigration involves the sociological
analysis of the immigration. In this manner includes race, ethnicity, social structure and political
policy. In the present era, highly skilled migration represents an increasingly large components
of global migration streams. While any individual transfer from one country to another country
then their sociology can also transfer from there. It includes value, beliefs, customer, tradition,
perception etc. While one individual transfer from one to another then their social nature also
transfer from one to another country. Migration studies cuts across disciplinary boundaries is one
of the reason by it has gained little acceptance in mainstream departments. Migration have major
issue is related to the diversity. Migrants people faced many issue related to the socialism like
different culture, value, beliefs, language,, customer, tradition etc. In the different country there
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are different culture and social environment at where many kinds of people leave within the
country. It is major issue for the migrants to face these issue and in order to cope up with new
social and cultural environment people have to understand this new issues related to the
customer and culture. The grand theory is applied in sociology to the talcott parsons. The
sociological imagination to refer to the form of highly abstract theorizing in which the formal
organisation and arrangement of the concept takes priority over understanding the social world.
This theory focused on the social norms, tradition, cultural value and belief of the people.
Concept and theories used argument in articles related to highly skilled migrants
As per the view of Liu, (2015) highly skilled immigrant are those people which excellent
knowledge, skill, ability and talent. Human migration is a process or movement by people while
they shift by one place to another location in order to full fill some purposes. It can be said that
while people wants to settle in the new location for achieve something then this movement
process is known as the migration. The highly skilled migrants programme was a scheme of the
2002 until the 2008. It was organised to allow highly skilled people to immigrant into the UK for
work or allow them for self employment. With assistance of this scheme, people who have
excellent skill, talent, knowledge can easily use their skill in order to gain the opportunity of
expand business or organise their self employment in the country. With help of this scheme
people can able to improve their living standard and knowledge, skill, talent and capability. This
scheme may assist in overcome the issue related to the economy. On the contradicting view Adar
and et.al., (2016) stated that high skilled employees are asset for the country who assist in
improving the economic condition of the country. With assistance of the skilled employees,
organisation can easily attain its determined objective and expand business in the other
countries. Some organisations which operates its business in the other country send or transfer
their high skilled employees in other country where already its branch has well established.
These high skilled employees helps to the company in enhancing its business in the international
level. These high skilled migrants can transferred by the organisation for specific time period or
temporary.
Economic Impact channels for skilled migration theory
As per the view of Jaber and et.al., (2015) economic impact of the migration has tended
to concentrate on labour market or fiscal impacts. As per the analysis it has been founded that
migrants have single roles modelling is restricted to one off shocks and adjustment period. In the
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host country, organisation productivity is determined by the labour cost, trade cost and capacity
of technology. Migrants enter the country solely as worker and are perfect substitute with natives
Skilled migrants has limited economic impact. In the international organisation, company can
improve its productivity and profitability while it have high skilled migrants and its have
effective technology used in the company.
National legislation for the entry of high skilled workers
As per the view of Grünig and Kühn (2015) in every country government has been
developed such legislation, policies, regulation and rule for the employees and people who
transfer from one country to another for their personal objective or company objective. The
corporation which send or transfer its employees in the other country for expansion of business
or any other business purpose have to follow the regulation and legislation which have designed
by the country government. In the context of migrants, government has designed the visa rule
under which every person who go across the country must have their own visa. The country
where employees and people go will not accept and enter them without visa.
Analysis of the challenges faced by the skilled migrants
As per the view of Jaber and et.al., (2015) while the people enters in the new country for
the purpose of settle or business deal then there are various kinds of issues which faced by them.
Borjas, (2013) stated that social and culture is major issue which faced by the highly skilled
migrants. In the different countries there are different kinds of culture, region, languages, living
standard, beliefs, customer, value etc. These all are major issues for the migrants who came from
the other countries. Migrant may face to cope up with changes because in the new country there
are different customs, languages, beliefs etc which affect their daily life and working in the new
country. The local people who already live in the country unable to accept the migrants people
because the migrants have different languages, value, beliefs, customer, culture, region etc. This
things may create very huge issue and problem for the migrants people. They feel uncomfortable
in the new countries. While migrants people works in the new countries then co worker and
colleagues may not freely communicate with them and they do not properly coordinate with
them because some people have thought or mentality that these migrants people are huge
problem for local people through which local people face the issue related resources.
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As per the view of Grünig and Kühn (2015) a social issue is a problem that influences a
considerable number of the individuals within a society. It is often consequence of factors
extending beyond an individual's social issue is the source of a conflicting opinion on the
grounds of what is perceived as a morally just personal life or societal order. While these social
issues arise in the human life then they may unable to fulfil their necessary requirements and feel
very uncomfortable with the people who lives around them. Social issue is distinguished from
the economic issue as it includes the problem related to the human being like languages,
customer, value, beliefs, region etc. On the contradicting view of Anton, (2015) stated that
financial factor is another major issue which faced by the migrants while they enter in the new
country for their business and other purpose. Money is one of the most important thing in every
human life. In the absence of sufficient amount of fund, no people can survive in the world. In
the different country, there are used different currency so in order to survive in the new country ,
people have to change its currency according to the nation. The immigrants people who does not
able to speak English in proper manner have trouble getting understandable information about
the financial products, comparing costs and correcting errors. The immigrants people are known
to have borrowed the money that brought them out of its countries either from the relative or
from friends because they have financial problem. Many immigrant's sale their property with the
hope of replacing them of they make money in their destination.
As per the view of Bale, (2013) cross culture is one of the major issue which faced by the
migrant people and high skill migrants in the new country. Due to the cross culture and diversity,
migrant employees may face the issue related to different languages, education, qualification,
value, beliefs, region, customs, tradition etc. In an organisation cross culture is very serious issue
among the employees. While high skilled migrants works in the company then other local
employees feel very uncomfortable with them because they have very lack of knowledge related
to the local language, value, belief etc. While organisation develops team working for attain the
objective within a time period then it is very important to build effective coordination among the
team members. In the team, migrants people may face the issue related to the different language,
lack of trust, lack of transparency, different views, discrimination etc because local employees
does not involve the migrants in their working. Therefore, insufficient support and coordination
may negatively affect the high skilled migrants in the organisation.
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According to the view of Borjas, (2013) in the international immigration, discrimination
is one of the major issue which faced by the migrants people. In an organisation, some time
employees faced the issue related to discrimination under which management discriminate with
human resources on the basis of the gender, region, culture etc. Migrants are those people who
came from the other countries so local people and management of company do partiality with
them and assumes that they are different from them. As per the view of Adar and et.al., (2016)
skilled migrants in the labour market faced substantially higher level of unemployment and
lower wages than non immigrants. The organisation which is situated in the foreign gives more
focus more attention on the non immigrants. Thus, it can be said that high skilled immigrant
faced the issue related to discrimination. This practices along lines of nationality and ethnicity
affects job applicants throughout the world.
As per the view of Bahadir, Bharadwaj and Srivastava, (2015) technology is another
major factor which affect the migrants in the international countries. In the different countries
there are different use of technologies which used by the companies. Migrants may face the
difficulties in order to operate the new technologies in the various countries. This is very serious
issue among the migrants because they have not any kind of idea about the new and latest
technology which currently operate in the different countries. In order to overcome this issue
about the technology in the countries, migrants requires attending the training and development
program through which they can able to learn the different skill, knowledge, ability and
capability.
Identify the strategies through which migrants overcome it challenges
According to the view of Adar and et.al., (2016) while immigrant enter into the new
country then they may face various kinds of issue related to the daily life like technology, social,
cultural differences, languages, financial etc. These all issue creates the huge problem in the
immigrants as they may feel very uncomfortable in order to survive their daily work in the new
countries. International migration is a global phenomenon which is continuously increasing in
the countries. The major reason for enhancement in the international migration is to demand of
employment there are large numbers of humans cross international borders due to the several
reasons. Many people across the national border due to business deals and most people cross for
the holiday. Rosindell and Harmon, (2013) stated that there are various strategies through which
immigrant can settle in the new country and faced the issue easily in order to survive in the new
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countries. One of the best strategy by which immigrant can settle down in the new country is that
they should set their mentality according to the new environment. The people who migrants and
came from the other countries should set their mentality about the new environment. They
should learnt about the culture, region, culture, language, belief, value, custom etc. While
immigrant people already know about the new countries and its people culture, region, custom,
language, beliefs etc then they can easily cope up with the new environment. This strategy will
assist in adjusting in the new country. Some time immigrant people have mentality that they can
not cope up with the new environment and they already thought that they can not change their
culture, region, belief, value, language through which they have to face the issue regarding to
adjusting in the new situation in the new countries. Adar and et.al., (2016) stated that high skilled
workers of the organisation is one of the measure reason for the international migration because
most of the big organisation which operate its business at global level transfers their employees
in other countries with respect of business purpose. According to the Organisation for Economic
Cooperation and Development (OECD), Skilled workers refers to the people who have excellent
command of the business management and they have skill and talent about to manage the
business organisation in an excellent manner so as determined objective can easily attain. In this
category includes highly skilled specialists, independent executives and senior managers,
specialized technicians or trades persons, investors, businesspersons, and sub-contract workers.
One another strategy to overcome the challenge in the new country about the immigrant is that
people should attend the training and development program in the country. While any immigrant
person works in the organisation in the new country then they should attend the training about
the new work and methods to carry out the business activities and function. In addition to this,
the issue related to the technology can also overcome by help of training program. With
assistance of this mentioned programs high skilled migrants can acquire the new knowledge,
skill, ability and talent so as they can cope up with changes in the new environment. Proper
training and development program in the company can overcome the issue related to lack of new
knowledge about the technology. Company should understand the issue related to new skill and
knowledge among the high skilled employees and according to their requirement the training
should organise for them so as they can get effective knowledge about the new technology and
equipment in the intentional company.
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As per the view of Rosindell and Harmon, (2013) high skilled employees in the company
have another major issue related to the cross culture and diversity. This issue among the
workforce can directly affect the revenue of organisation. While all employees will not
coordinate and support with each other than company may face the issue related to improper
work and management. In order to overcome this issue, company should organise such seminar,
workshop, open session under which provide the detail knowledge and understanding about the
cross culture importance and migrant people importance. By this strategy management can able
to overcome the issue related to the cross culture in the company. Local employees can aware
about the importance of migrants people and may coordinate them for attainment of the
objective. In addition to this, high skilled employees should improve their coordination and
develop effective human relation with other employees so as they can collaboratively work and
attain the objective in an effective manner. Thus, it can be said that with help of training and
development, workshop, seminar, open session organisation can overcome the issue of the high
skilled migrant people and retain them in the company for long time.As per the view of people
who came from the another country should set their mentality about the new policies, practices,
legislation and technology in the country by which they should acquire to set in the new working
environment.
The reasons for settlement of highly skilled migrants
According to the view of Bale, (2013) migrants are those individuals who moves from
one geographical location to another, crossing national border and changing the dominant place
of residence. International migration can be either self initiated or obligatory. It is very important
to note that international mobility as a common factor and they are not homogeneous group as
they may come from the various culture, background, region, education etc. As per the view of
Borjas, (2013) the highly skilled migrant programme is a scheme which is designed to allow
highly skilled people to immigrants into the united kingdom to look for the work or self
employment opportunity. This scheme helps the high skilled and talented people as they can use
and enhance their skill and knowledge in the self employment opportunities. The high skilled
migrant programme was introduced and launched on the 28 January 2002. Grimmer, (2013)
stated that many migrants move their own country due to the demand of employment. They want
to utilise their skill, knowledge and talent so as self employment in the other countries are the
best way to settlement. On the contradicting view Bale, (2013) stated that many organisations
8

operate its business at the international level. Thus, in order to operate its business in the
international level and expand its business, they send or transfer its employees out of the country.
In the international country there are various kinds of opportunity to build the career and earn the
highest money. Thus, in order to earn the maximum financial benefit, people takes the decision
to settle down in the new country.
Human resource management of international High skilled Migrants
Highly skilled immigrant are those people which excellent knowledge, skill, ability and
talent. Human migration is a process or movement by people while they shift by one place to
another location in order to full fill some purposes. It can be said that while people wants to
settle in the new location for achieve something then this movement process is known as the
migration. In addition to this immigrant people should well aware about the new method,
languages, skill and ability through which they can easily face the new challenges related to the
new country. Bale, (2013) said that that in an organisation, human resource plays a very crucial
role who assist in attaining the business objective and success. In the absence of personnel, no
business enterprise can attain its objective. In order to get an excellent success, effective human
resource management is one of the essential criteria under which human resource manger
responsible to manage the employees in an effective manner. In this manner, management
understand the requirement of personnels and try to fulfil that. In human resource management,
manager engage with various functions like recruitment, selection, training and development,
motivation, human resource planning, directing, controlling etc.
As per the view of Malhotra, Margalit and Mo, (2013) human resource management of
international migrants is very essential aspect because while people shift in the another country
for the purpose of business or employment then it is great responsibility of the company to
manage that migrants in an effective manner. In the past few decades it has witnessed that in the
growing trend of international migration due to the demographic changes, skilled labour shortage
a more integrated global economy and labour market. As per the research it has been founded
that there are currently 232 million migrants worker works worldwide. At the organisational
level, high skill migrants considered constituting an important part of the international talent
pool. The organisation who send it employees in the international level for the business deal or
employment then it has to understand the concept of international human resource management.
HR manager should effectively understand the criteria through which he/she can manage human
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resource in an effective manner. At the international level people requires an effective support,
coordination and training through which they can understand the new environment, process,
policies, business system, structure etc. Some time employees feel disappear and dissatisfied at
the international working because they faced the issue related to the differences among the local
employees and themselves. Gender related issue is one of the major problem among the migrants
at the international level. There are important differences between men and women in terms of
motivations, risk and norms in international movement as well as outcome of the application of
immigration policy are often different for men and women. Some organisation assumes that men
are more efficient as compare to the women. Management assumes that men have more excellent
skill, knowledge, talent and ability as compare to women so as these kinds of company provides
an opportunity of growth to only men. Some organisation promotes only men and provide
increment to them only. By this situation it can be analysed that in many companies management
discriminate with women as promotion an increment provides to only men employees. Thus, it
can be said that at international level, there is huge issue of gender among the migrants.
In the contradicting view De La Rosa and et.al., (2013) stated that gender issue arises in
the international immigration by not only organisation but also it is arisen due to the other
reasons. That is why many migrants observe and face this difference about the gender.
Ambrosini, (2013) stated that gender issue is major problem with respect of migration. For
instance, women willingness to go abroad and expatriate was more affected by their family role,
her responsibility, family barrier etc. Women handles her whole family as well as her children so
decision related to transfer the women to abroad has affected by the various factors. In the
contradicting view Malhotra, Margalit and Mo, (2013) stated that basically women choose that
source to start their career by which they can utilise their talent, skill and knowledge. They took
initiative in migrating to another country were usually pushed by carrier to career development in
their home countries. Female start their career in that field which mostly liked by her and from
which they can effective maintain their personal and professional life. In the context of women,
it is very important to work life balance because women have lots of responsibility and works in
her family toward their children. By this reason, most of the women feel very uncomfortable to
go abroad. In addition to this, another reason is that some people have very old and traditional
thinking related to the women like she is not supposed to break their rules and traditional
customs as women are obligated to carry out her family work and responsibility. As per the
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traditional and old custom, women are only supposed to fulfil their responsibility toward the
family like take care of children, husband, family members etc. Such kind of customs and
mentality among the people can largely affect the immigration at the international level. One
another gender related issue is that most of the women likes to start their career in the home
country as they do not like to go outside of the country.
As per the view of Goodhart, (2013) human resource management requires understanding
the difference among the men and women at the international level so as it can effectively mange
and coordinate the people for attainment of the objective. Human resource manager at the global
level should understand this gap related to the gender and make such policies under which all
men and women can treat in equal manner. International business organisation who invites the
migrants people for the business deal should develop such practices, policies, structure and
system under which they should not do any partiality with women migrants, In addition to this,
there should design such policies and practices under which all men and women should treat in a
equal manner. Human resource management plays a very crucial role in providing the equality
among the men and women migrants. In addition to this, in order to overcome the issue related to
gender company can organise the session under which it should give the speech about the
women importance.
As per the view of Pace, and et.al., (2013) there are four main features of migrants based
on which scholar have been differentiating migrants from other categories of internationally
mobile individual. These characteristics include the geographical origin and destination of the
international migration. Many local employees in the organisation assumes that migrants are
disturbing element for them in the country because due to the migrants they have to share their
growth opportunities, resources, investments etc. Local employees have mentality about
migrants creates the problem and barriers in their personal and professional life as they involve
in their country and share their assets which given them by natural and by government. Thus, it
can be said that in the international market, it is great responsibility of the organisation to
overcome such mentality of the local people toward the migrants people. In this manner, human
resource management plays a very crucial role because it has responsibility to mange the
employees in such manner so as they can able to attain its objective within a time period. HR
manager can overcome such kind of mentality among the local employees toward the migrants
people. In this manner, company should organise the session under which provide the awareness
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about the benefits of immigration and migrants people to the country. Management of company
should provide the proper information to local people about the migrants activities, their role,
culture and their participation in the cooperation.
Role of human resource management in managing the high skilled migrants
According to the view of Bodvarsson, and et.al., (2013) high skilled migrants are those
people who have excellent knowledge, skill, talent and ability related to the subject. They are
employees of the company which operate in the international level. High skilled migrants are
asset for the organisation who assist in attaining the entire objective of organisation. They aids to
business enterprise in attainment the goal within a time period and earn maximum profitability
at global level. In order to attain the business target and earn maximum revenue, many
international company transfer high skilled employees to other country where already its branch
has been successfully established. In the organisation where high skilled employees has been
sent by the home company have great responsibility to manage the migrant employees and
identify their needs related to workplace. In the company, human resource management
department is really very important which have main role to mange, motivate, recruit, select and
train employees. It has various function toward the employees as it organise the recruitment and
selection program for invite the candidate for vacant position. It have another role is to organise
the training and development program for the employees who required to develop the skill and
knowledge about the assignment. This is very important function in the managing migrants
people because the employees who are cam from the different countries have very lack of
knowledge about the new technology, business process, system, working criteria etc. Thus it is
great role and responsibility of HR manager is to identify the requirement of employees and
fulfil accordingly. By effective management of workforce, human resource manager can easily
manage the migrants in the company and set their work so as they can able to attain the
organisation objective.
On the contradicting view Giulietti, and et.al., (2013) stated that in order to manage the
cross cultural differences among the employees, human resource management plays a very
crucial role. Cross cultural differences can be reduce only by the proper encouragement,
knowledge, motivation, coordination, support, team working etc. It is great role for the HRM to
understand the importance of migrants and design such HR practices and programs for high
skilled and capable migrants so as they can retain in the country. In addition to this effective
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motivation, encouragement, excellent working condition, policies, practices, salary, pay scale,
rewards etc re also very important for retaining and effective managing migrants for long time in
the country. HR manager can retain the migrants in the company by fulfilling the financial and
professional needs and requirement. All employees want to manage their personal and
professional life so it is very important for the HR manager to manage the employees personal
and professional life by design an appropriate policies and practices.
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