As 2025 brings evolving regulations, rapid technological change, and increasing demands for innovation, GBS leaders must adapt quickly to stay ahead. This webinar explored the top strategic priorities for GBS leaders, uncovered emerging trends shaping the future of GBS, and provided actionable insights to navigate challenges and drive enterprise value. Discover how GBS organizations can leverage skilled talent, next-gen technologies, and integrated operating models to thrive in a dynamic and fast-changing landscape. What questions did the webinar answer? What are the strategic priorities for GBS leaders in 2025? Which key trends and disruptions will shape the future GBS landscape? How can GBS organizations harness the power of collaboration and integrated operating models to drive value?

Maintaining a positive brand image is vital to attract and retain high-quality talent. In an era where specialized functional and behavioral skills are more essential than ever, attracting and retaining exceptional talent has become paramount for organizations. Talent is the key differentiating factor, and Global Business Services (GBS) and tech employers need a multipronged approach to build, maintain, and strengthen their employer brand perception in local markets.. Recognizing this need, we analyzed the success stories of the top GBS and tech employers identified in the third edition of our research, Top GBS Employers™ 2024 and Top Employers for Tech Talent™ 2024. This report presents a series of case studies showcasing these employers’ accomplishments. Leading global GBS and tech employers can leverage these insights and Everest Group’s talent performance framework to optimize their talent management strategies and build future-proof talent models.. Scope All industries Geographies: India, the Philippines, Poland, the UK, and the US This report is developed in collaboration with the GBS and tech organizations whose case studies are featured in the report. These organizations were identified as top employers in Everest Group’s Top GBS Employers™ 2024 and Top Employers for Tech Talent™ 2024 report Contents In this report, we examine: The key factors that distinguish the top GBS and tech employers in terms of brand perception The key initiatives, actions, and practices that create strong employee value propositions for these employers How these employers adjust to evolving employee needs How these employers can future-proof the employer brand perception Membership(s) GBS/SS Talent Excellence IT Talent Excellence

Generative AI can reshape working methods, offering immense opportunities across various industries. However, despite its transformative potential, the adoption journey is likely to be fraught with data privacy concerns, ethical considerations, and integration complexities. These challenges highlight the need for a strategic and methodical implementation approach. Global Business Services (GBS) organizations can play a vital role in helping enterprises achieve this feat as they are uniquely positioned to spearhead generative AI initiatives, driving efficiency and innovation. As per our report last year (Generative AI: The Disruption the GBS Model Needs, or Just Another Over-hyped Technology?), less than 20% GBS organizations were piloting generative AI use cases. However, the landscape has since evolved, with more than 50% of these organizations now actively engaged in pilot and production stages. In this report, we analyze over 60 leading GBS organizations globally to identify how GBS are adopting and scaling generative AI in their operations. We examine GBS’ current adoption strategies, planned approach, use case prioritization, talent and governance models, key performance metrics, critical success factors, and future plans for generative AI adoption. This comprehensive analysis will help GBS leaders uncover the trends, best practices, and actionable steps that can help them navigate complexities and fully unlock generative AI’s potential. Scope This report is based on findings from a comprehensive survey and multiple one-on-one interviews The survey participants span industries, geographies, and GBS size, age, and maturity The study covers insights from over 60 leading GBS organizations and focuses on understanding generative AI’s current state in GBS organizations Contents In this report, we: Assess generative AI’s current state in GBS organizations focusing on the role GBS plays in implementation, key objectives for implementing generative AI, and the challenges faced by GBS in scaling generative AI proof of concepts Provide a six-step framework to successfully implement generative AI in GBS Membership(s) GBS/SS

Amid transitioning from economic challenges such as slowdowns and layoffs to a revitalized landscape marked by fierce competition for top talent, maintaining a positive brand image is vital to attract and retain high-quality talent. In an era where specialized functional and behavioral skills are more essential than ever, the quest to attract and retain exceptional talent has become paramount for organizations. Talent is the key differentiating factor, and Global Business Services (GBS) employers need a multipronged approach to build, maintain, and strengthen their employer brand perception in local markets. In its latest iteration, the Top GBS Employers™ research analyzes over 380 leading GBS employers’ employer brand perception across India, the Philippines, and Poland. The analysis covers multiple dimensions: compensation and benefits, work environment, office ecosystem, work- life balance, hybrid work policies, culture and values, leadership, career development, and diversity and inclusion. Leading global GBS employers can leverage these insights, in addition to Everest Group’s talent performance framework, to optimize their talent management strategies and build future-proof talent models. This analysis, based on publicly available information, captures prospective employees’ perceptions about top GBS employers and reflects market trends as of H1 2024. We will continue to track this market and refresh this assessment annually. Scope All industries Geography: India, the Philippines, and Poland Sources: This analysis is based on various publicly available data sources such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2024) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Use this analysis to validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine: How different employee value proposition drivers, such as compensation and benefits, work environment, work flexibility, remote work, work culture, career development, and diversity and inclusion, impact overall employer brand perception and perceived success in the talent market Which GBS employers are perceived as more favorable based on an outside-in employer brand perception assessment Key factors that enable top GBS employers in India, the Philippines, and Poland to establish a distinctive employer brand Trends in employer brand perception and factors affecting employer brand perception across different industry segments YoY trends in GBS employers’ employer brand perception Membership(s) GBS/SS Talent Excellence IT Talent Excellence

Amid transitioning from economic challenges such as slowdowns and layoffs to a revitalized landscape marked by fierce competition for top talent, maintaining a positive brand image is vital to attract and retain high-quality talent. In an era where specialized functional and behavioral skills are more essential than ever, attracting and retaining exceptional talent has become paramount for organizations. Talent is the key differentiating factor, and tech employers need a multipronged approach to build, maintain, and strengthen their employer brand perception in local markets. In its latest iteration, Top Employers for Tech Talent™ research analyzes over 430 leading tech employers’ employer brand perception across India, the US, and the UK. The analysis covers multiple dimensions: compensation and benefits, work environment, office ecosystem, work-life balance, hybrid work policies, culture and values, leadership, career development, and diversity and inclusion. Leading tech employers can leverage these insights, in addition to Everest Group’s talent performance framework, to optimize their talent management strategies and build future-proof talent models. This analysis, based on publicly available information, captures prospective employees’ perceptions about top employers for tech talent and reflects market trends as of H1 2024. We will continue to track this market and refresh this assessment annually. Scope All industries Geography: India, the US, and the UK Sources: This analysis is based on various publicly available data sources such as global, regional, and local employee forums, job posting websites, social media, professional media, and Everest Group (2024) analysis Research methodology: This analysis is not a survey- or interview-based research of employees / target candidates Use this analysis to validate and/or identify gaps in your internal pulse surveys, compare it with your external branding strategy to see what is working and what is not, and leverage this independent outside-in assessment in your branding initiatives Contents In this report, we examine: How different employee value proposition drivers, such as compensation and benefits, work environment, work flexibility, remote work, work culture, career development, and diversity and inclusion, impact overall employer brand perception and perceived success in the talent market across different geographies Which tech employers are perceived as more favorable based on an outside-in employer brand perception assessment Key factors that enable top tech employers in India, the US, and the UK to establish a distinctive employer brand Trends in employer brand perception and factors affecting employer brand perception across different industry segments YoY trends in tech employers’ employer brand perception Membership (s) IT Talent Excellence GBS/SS Talent Excellence

The global business services (GBS) model is currently facing challenges, including the need for more skilled, project-ready talent, the ability to attract and retain talent, and cost pressures. Additionally, companies are using outdated cost and performance metrics that aren’t aligned with the evolving model to evaluate most GBS organizations. Despite these challenges, the GBS model is witnessing strong demand, positioning GBS leaders with a unique opportunity to unlock more value for the enterprise and solidify their differentiation. In this webinar, our GBS expert analysts discussed key insights into the latest GBS developments, emerging themes, challenges and opportunities, and success-driving initiatives for 2024. What questions has the webinar answered for the participants? How is the GBS model evolving (size and growth)? What’s driving growth? What are the challenges faced by GBS leaders? What are they doing to overcome these challenges? What are the opportunities for GBS organizations in 2024?

Our global services market Key Issues research is based on annual surveys that capture the market’s pulse on vital aspects of the global sourcing industry. Uncertainty, inflation, and macroeconomic instability are the buzz words defining the global business environment in 2023. Businesses are acting on forecasts of a fast-approaching recession and adopting a cautious outlook to growth in the coming year. However, what makes this recession different from previous ones is the significant talent shortage accompanying it. In recent years, the IT-BP industry has been facing an acute talent gap, which is expected to continue under the present recessionary sentiments. Most organizations are also minimizing cost/price pressures in the face of growing inflationary headwinds, especially as providers look to increase bill rates. The recessionary pressures are expected to increase as services demand stabilizes following the pent-up demand in 2022. This report presents the results of a survey that was conducted over October and November 2022 among senior stakeholders of global enterprises from different departments, including Global Business Services (GBS) organizations and providers, to understand their plans for 2023. The research also describes how GBS organizations have been impacted in 2022 and their plans to develop resilience in these uncertain times. Scope All industries and geographies Services: IT and BPS Contents In this research, we examine: Top business challenges and business model changes in 2022 Outlook and priorities for 2023 Key themes defining the IT-BP industry during these uncertain times Membership(s) GBS/SS

In the past, GBS organizations have displayed resilience – tackling the ongoing pandemic and intensified talent war. For 2023, GBS organizations must maintain this “persevere” mindset and continue alignment with CEO mandates. In this webinar, our analysts discussed how GBS leaders can sustain the strong momentum they have developed. What questions has the webinar answered for the participants? What are GBS leaders’ strategic priorities for 2023? How can GBS organizations continue to build their strong foundation and drive more alignment with the enterprise? What actions should be prioritized? What steps can GBS organizations take to stay on top of talent needs for 2023 and beyond?