Global Capability Centers (GCCs), also known as shared services centers or captive centers, have become integral to the global business landscape.
These centers, often established by multinational corporations, operate in countries like India and provide critical support across functions such as IT, finance, HR, and analytics.
A recent survey conducted by ANSR sheds light on GCCs’ evolving priorities, emphasizing talent development and customized benefits.
Key Findings
1- Talent Development Takes Center Stage:
88% Prioritize Talent Development: GCCs recognize that their success hinges on a skilled workforce. As a result, they are investing significantly in talent development programs. These initiatives include upskilling, continuous learning, and career pathing.
Learning Programs: GCCs are actively designing and implementing learning programs to enhance employees’ skills. Whether it’s technical training, leadership development, or domain-specific knowledge, these centers are committed to nurturing their talent.
2- Personalized Benefits for a Diverse Workforce:
68% Emphasize Personalized Benefits: Recognizing the diversity within their employee base, GCCs are tailoring benefits to individual needs. From flexible work arrangements to wellness programs, they aim to create an inclusive environment where every employee feels valued.
Equitable Pay Structure: Global Capability Centers understand the importance of fair compensation. About 51% of surveyed GCCs highlighted the need for an equitable pay structure.
Ensuring that employees are rewarded fairly contributes to overall satisfaction and retention.
Also Watch: 40% Rise in FY24 Sexual Harassment? Handling Retaliation, Click Here
3- The Evolutionary Journey of GCCs
The survey also revealed that GCCs’ priorities evolve as they progress through different growth stages:
Early Growth (First Three Years): During the initial years, GCCs concentrate on setting up operations, aligning with the organization’s culture, and creating unique benefits. Hybrid work arrangements and cultural alignment play a crucial role.
These early years are about building a strong foundation. GCCs invest in creating a positive work environment and ensuring seamless processes.
Mid-Growth (Beyond Three Years): As Global Capability Centers mature, they redefine roles, introduce flexibility, and enhance benefits. Data-driven insights guide decision-making.
Progressive Benefits: GCCs offer progressive benefits, considering factors like work-life balance, mental health support, and skill development. Personalization becomes key.
Maturity (Beyond Six Years): At this stage, GCCs focus on creating high-value roles. These roles are critical for driving innovation and strategic impact.
With data analytics, Global Capability Centers hyper-personalize benefits at scale. Each employee’s unique needs are considered, leading to higher engagement and retention.
Also Watch: The Future of Jobs in BFSI Sector in FY25, Click Here
Implications and Future Outlook
GCCs are no longer just cost centers; they are strategic partners driving organizational success. Ongoing investment in talent development ensures that GCCs remain competitive in a dynamic business environment.
Personalized benefits foster employee loyalty and contribute to a positive workplace culture.
Note: We are also on WhatsApp, LinkedIn, Google News, and YouTube, to get the latest news updates, Subscribe to our Channels. WhatsApp– Click Here, Google News– Click Here, YouTube – Click Here, and LinkedIn– Click Here.
