Human Capital Flight and Institutional Erosion: Evaluating the Challenges of Retention Strategies in Nigeria Public Administration

Résumé

This study examines human capital flight and institutional erosion with specific focus on the challenges of retention strategies in Nigeria Public Administration. Human capital flight, popularly known as “brain drain,” has become a critical challenge to public administration in Nigeria, leading to institutional erosion, weak service delivery, and reduced administrative capacity. The objectives of this study therefore is to examine the symbiotic relationship between human capital flight and institutional erosion within Nigeria’s public administration, and also to evaluate the challenges of retention strategies in Nigeria’s public administration. The study adopts a descriptive survey design, with data drawn from secondary sources. Anchored on the human capital theory this research identifies why systemic interventions such as salary adjustments and pension reforms have largely failed to stem the tide of emigration. The study argues that institutional erosion is both a cause and a consequence of this flight; poor governance and decaying infrastructure drive professionals away, while their departure further hollows out the capacity of the state to implement reform. Findings reveal that current retention strategies are largely ineffective due to weak implementation, lack of meritocracy, and inadequate incentive structures, thereby accelerating institutional decay. The study concludes that sustainable public administration in Nigeria requires comprehensive reform of retention policies anchored on competitive remuneration, merit-based promotion, continuous professional development, and improved workplace conditions. The study recommends the adoption of data-driven human resource strategies, institutional autonomy, and policy consistency to curb human capital flight and rebuild resilient public institutions.