Skilled Migration and Human Resource Management
Summary
Skilled migration entails the movement of individuals possessing specialised education or professional expertise across national borders to meet the demands of host economies. In an era marked by intensified competition for human capital, organisations and policymakers deploy targeted human resource management (HRM) strategies to attract, integrate and retain skilled migrants. Effective HRM in this context encompasses workforce planning, talent development, cultural integration and diversity management. Central to these efforts is the recognition that skilled migrants contribute not only technical know-how but also cross-cultural perspectives that can spur innovation and global agility. HRM interventions such as bespoke onboarding programmes, mentoring schemes and flexible career pathways help mitigate barriers such as credential recognition and social isolation. Simultaneously, employers must navigate institutional and organisational norms that may hinder full utilisation of migrant talent. The interplay between macro-level structures (regulatory frameworks, labour market policies) and micro-level agency (individual career choices, social networks) shapes both the outcomes for migrants and the strategic benefits realised by organisations. As global mobility intensifies, a rigorous understanding of these multi-layered dynamics is indispensable for developing inclusive, high-performance workplaces and informing sustainable migration policies.
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Skilled Migration and Human Resource Management publication trend
The graph below shows the total number of articles in skilled migration and human resource management across all publications each year (not limited to Nature Index journals).
Technical terms
Acculturation: Process by which migrants adapt to the cultural norms and practices of the host society.
Career embeddedness: Extent of a migrant’s integration in local social networks and organisational contexts that fosters retention.
Career capital: Portfolio of knowledge, skills and social connections that individuals leverage to advance their careers.
Diversity strategy: Organisational approach to harnessing workforce heterogeneity to meet strategic objectives.
Human capital: Economic value of an individual’s skills, education and professional experience.
References
- Linking institutional context to the community and career embeddedness of skilled migrants: The role of destination- and origin-country identifications. Journal of International Business Studies (2024).
- The multilevel intelligent career framework: an exploration and application to skilled migrants. Career Development International (2023).
- Migrant workers and workforce integration: Challenges for managers in European companies. Strategic Management (2023).
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