What crucial insights from last year can locations and workforce strategy leaders apply to 2024, and what will be the critical priorities this year and beyond? In this webinar, our experts explored the anticipated trends shaping 2024’s workforce and locations strategies. We discussed the impact of geopolitical and macroeconomic changes on locations, as well as the potential future direction of shoring strategies. Attendees gathered beneficial insights into strategic workforce decision-making for 2024 and ongoing, with a focus on methodologies for creating an optimized, balanced locations portfolio. What questions did the webinar answer for the participants? What are the key learnings from 2023 in the locations and workforce strategy space? What are the top strategic priorities for locations and workforce strategy heads in 2024? Which locations offer untapped talent potential? How can locations and workforce strategy leadership leverage key trends for 2024 to achieve an optimal locations portfolio?

Talent dynamics are an ever-changing phenomenon with varying demand-supply, the emergence of new technologies, and changing work cultures. However, enterprises can stay competitive in the talent market by harnessing value from the tech-powered revolution, including generative AI, the maturity of hybrid work models, the reshaping of employability through skills, and the prioritization of sustainability. Watch this webinar where our expert analysts discussed trends likely to shape the talent market in 2024. The speakers answered critical questions about the current state of the talent crisis and provide valuable insights and strategies to help organizations thrive in an environment where talent remains a pivotal factor for success. What questions did the webinar answer for the participants? Which demand segments will likely continue to face talent challenges in 2024, and how will the challenges impact organizations’ growth and innovation? How is generative AI likely to shape the dynamics of talent demand and supply in 2024? What roadmap should organizations follow to stay competitive and harness the latest tools and technologies to future-proof talent strategies?

Generative AI is rapidly reshaping the landscape of Global Business Services (GBS). Various industries stand to gain immense potential from adopting generative AI in GBS, as it impacts business processes spanning marketing, customer service, code generation, and process optimization. However, the shift to generative AI presents its own challenges. GBS leaders are grappling with issues such as data privacy, ethical considerations, and integration complexity. The report highlights some of these challenges and identifies key concerns that GBS leaders need to address to ensure successful and responsible integration of generative AI. GBS leaders are unclear on the path forward to navigate the exciting yet complex landscape of generative AI. To ensure successful integration at their organizations, the report underscores the significance of taking a holistic approach that encompasses technology, people, processes, and continual learning and adaptation. In this report, we examine the recent developments in generative AI and its potential significance in the GBS domain. It also explores the factors fueling the hype and outlines how GBS organizations can leverage this technology to improve customer interactions, streamline operations, and automate tasks. By illustrating initial use cases and real-world examples, the report illustrates how companies are utilizing generative AI to drive efficiency and enhance user experience. Scope Industry: global services Geography: global Contents In this report, we analyze the recent developments in generative AI along with some of the potential use cases across the industry and business process areas. We also examine the adoption of generative AI in global services, highlighting the associated risks. ​​Membership(s) GBS/SS StandardGBS/SS Talent Excellence IT Talent Excellence

Hiring and retaining talent proved to be the biggest challenge for global services leaders during 2021-2022, impacting enterprises and service providers alike. However, our 2023 Key Issues research shows that talent has dropped from number one to number three on a list of top challenges as the economic slowdown sets in. Despite a series of mass layoffs by global tech giants, companies continue to hire and retain relevant talent globally. Does that mean the talent crisis has been addressed? Or will talent remain an issue in 2023? In this webinar, our experts looked at the fundamentals of the talent market and uncover tools and techniques for building a successful talent strategy for 2023-2024. What questions did this webinar answered for participants? What demand segments are likely to continue to see talent shortages in 2023? What are the mistakes to avoid in the near term to bypass a talent catastrophe in the mid- to long-term? What are strategies for building and retaining future-proof talent?

Business leaders worldwide are bracing themselves for a possible recession. With increasing cost pressures and talent challenges, what do enterprises need to know to navigate a looming downturn, and could the demand for technology talent be easing up? In this webinar, our experts discussed the latest demand and supply trends, revealed new location hotspots, uncovered key strategies best-in-class companies are deploying to position themselves for success, and delivered their predictions for the next 12-24 months. What questions did the webinar answer for the participants? How long will the tech-talent demand-supply gap last? What are the key skills that leading companies are investing in? What are the new location hotspots companies are betting on? How can employers distinguish themselves for niche technology talent?

In the ongoing war for talent, maintaining a positive employer brand perception Is vital for enterprises to source and retain top talent. As talent becomes the differentiating factor to thrive in an intensely competitive landscape and achieve sustained organizational success, GBS organizations should investigate the key components – work environment, compensation, and career development, among others – that play a key role in building their employer brand perceptions in the local talent markets. In this first-of-its-kind study, we analyze the employer brand perception of 200+ leading GBS organizations across India, Poland, and the Philippines across dimensions including compensation, career progression, senior management, work-life balance, culture and values, and diversity. The study also analyzes the performance of each of these GBS organizations in the local talent markets based on prevailing attrition rates, joiner-exit ratio, and overall employee satisfaction ratings. We also examine the initiatives that best-in-class GBS organizations undertake to differentiate themselves in talent markets. Further, the report sheds light on location- and industry-specific variations and key implications for GBS organizations. This assessment is reflective of market trends as of H1 2022. We will continue to track this market and update the rankings periodically. Leading global GBS organizations can leverage these insights along with Everest Group’s Talent Performance Framework to optimize their talent management strategies and future-proof their talent models. Scope This assessment is a ranking of top GBS organizations across India, the Philippines, and Poland based on their external brand perceptions. Contents This report looks at: The impact of factors such as compensation, work environment, and career development on the overall employer brand perception and subsequent success in local talent markets Benchmarking top GBS organizations on their employer brand perception and location- and industry-specific variations Key implications for GBS organizations