Strategic Human Resource Management and Brain Drain in Nigeria: An Empirical Study of Retention Practices and Workforce Mobility (2020–2024)
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Human Resource Management, Brain Drain, Employee Retention, Strategic HRM, Skilled Migration, Workplace Flexibility, Gender Equity, Talent Mobility
Abstract
This study investigates the relationship between strategic human resource management (SHRM) practices and the ongoing brain drain of skilled professionals in Nigeria. Drawing on Human Capital Theory and Strategic HRM frameworks, the research employs a mixed-methods design that integrates quantitative labor market data from 2020 to 2024 with qualitative insights from 80 participants, including HR professionals and expatriates. The findings reveal a statistically significant inverse relationship between HRM quality, measured through indicators such as workplace flexibility, structured career development, and performance-based incentives, and skilled emigration rates. Regression results confirm that improvements in HRM practices are strongly associated with higher employee retention. Moreover, thematic analysis of interview data highlights systemic barriers such as gender inequity, limited institutional support, and weak adoption of HR analytics as key push factors. Comparative insights drawn from previous research in Greece further validate the cross-context applicability of SHRM in addressing talent mobility. The study concludes with policy recommendations aimed at integrating national HRM reforms, promoting workplace flexibility, and establishing robust diaspora reintegration programs. These findings offer a critical framework for strengthening Nigeria’s workforce retention strategies and curbing the long-term socioeconomic impact of brain drain.
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