Globalization of human capital through international migration is no longer about global physical presence only; it is also about global applicability of skills across various fields of specialization. This marks the main characteristics of skilled migration from India to developed countries in the twenty-first century. The focus is shifting away from professionals in specific occupations, like doctors, engineers, scientists, architects, bankers, to information technology (IT) professionals embodying, in a way, more generic skills.In other words, it is the generic applicability of information and communications technology (ICT) which has led to large-scale migration of Indians skilled in IT.Moreover, the exodus comprises not only the fully trained and educated workers going abroad for employment, but also students -the semi-finished human capital -pursuing higher education in onshore as well as offshore universities of the developed countries.The new emigration is directed towards traditional host countries in the West such as the UK, Canada, and the US, but also towards newly emerging destinations in continental Europe (

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Objective. This paper describes the practice of international recruitment of Indian nurses in the model of a “business process outsourcing” of comprehensive training‐cum‐recruitment‐cum‐placement for popular destinations like the United Kingdom and United States through an agency system that has acquired growing intensity in India. Findings. Despite the extremely low nurse to population ratio in India, hospital managers in India are not concerned about the growing exodus of nurses to other countries. In fact, they are actively joining forces with profitable commercial ventures that operate as both training and recruiting agencies. Most of this activity is concentrated in Delhi, Bangalore, and Kochi. Conclusions. Gaps in data on nursing education, employment, and migration, as well as nonstandardization of definitions of “registered nurse,” impair the analysis of international migration of nurses from India, making it difficult to assess the impact of migration on vacancy rates. One thing is clear, however, the chain of commercial interests that facilitate nurse migration is increasingly well organized and profitable, making the future growth of this business a certainty.

In the traditional discourses on modern international migration, the 'sending' countries of the South are supposed to derive three kinds of static benefits-remittances, transfer of technology, and return migration. In today's postmodern transnationalization-through-migration context, the stakes are no longer static but dynamic, and the relative benefits to the 'receiving' countries of the North are much bigger than those that they 'concede'. Does the South have a say in assessing these benefits for the North? Only in an equitable adversary analysisthat is, in a strategic rather than standard cost-benefit assessment, in which each party steps into each other's shoes while on a level playing field-would the dynamic conflict of interest be addressed in ways that would produce a truly global quest for development.