Category: Location Strategy

Locations and Talent Strategy – Let’s Talk – Destination Egypt | LinkedIn Live

lINKEDIN LIVE

Locations and Talent Strategy – Let’s Talk – Destination Egypt

View the event on LinkedIn, which was delivered live on Thursday, August 10, 2023. 

Watch this LinkedIn Live session as our team of locations experts explore Egypt as a potential global services delivery destination 🌐. They are  joined by on-the-ground experts in Egypt from _VOIS and PepsiCo, offering their firsthand experiences for global services in the area.

🗣️ Discover what’s working well and areas for improvement and gain valuable learnings and recommendations for those currently operating or considering adding Egypt to their locations portfolio.

What questions does the event answer for participants?

1️⃣ What is the true value proposition, including talent availability, financial attractiveness, and operating environment of delivering global services from Egypt?
2️⃣ How do upcoming developments, such as new capital and skill-building initiatives, impact Egypt’s potential?
3️⃣ What are some of the challenges, including macroeconomic, FX fluctuations, and skills availability, that an organization will need to navigate if they are considering setting up a delivery center in Egypt?

Meet The Presenters

Nagia El Haraki
Nagia El Haraki
PepsiCo Cairo Business Services Hub GM
Pepsico
Remy Kato
Ramy Kato
Head of Vodafone Intelligent Solutions _VOIS, Egypt Center & Global Care

Global Services: Lessons from 2022 and Key Trends Shaping 2023 | Webinar

On-Demand Webinar

Global Services: Lessons from 2022 and Key Trends Shaping 2023

The global services industry found its stride coming out of the pandemic, quickly adapting to clients’ evolving needs and clocking double-digit growth rates in 2021 and 2022. However, as we look toward 2023, multiple factors – such as cost and price pressures, large-scale lay-offs, energy crises, geo-political instability, rising inflation, and GDP contraction – have left business leaders unsure of what to expect and how to prepare for 2023.

Join us as our experts reflect on the previous year and discuss global services trends, including the potential impact of the expected slowdown in the market on the overall workforce, sourcing, and the shoring/location strategies of enterprises.

What questions will the speakers address?

  • How did the global services industry perform in 2022?
  • What are the key trends and outlook for the global services market in 2023?
  • With rising macroeconomic uncertainties, how is the demand for IT-BP services evolving?
  • What are the observed trends in location strategies, and will talent concerns begin to fade?
  • Does sustainability take a back seat as the focus shifts to resilience?

Who should attend:

  • Buyers and providers of services
  • Locations portfolio strategy professionals
  • Leaders of workforce strategy
  • CEOs and CXOs
  • Global sourcing managers
  • Vendor managers
Agarwal Raghav
Practice Director
Kala Prashray Refresh gray square
Partner
Kaur Ravneet
Senior Analyst
Aniruddha edited

The Talent Treasure Hunt: Where Are the Best Locations? | Webinar

ON-DEMAND WEBINAR

The Talent Treasure Hunt: Where Are the Best Locations?

In 2023, business leaders will need to carefully align their workforce strategies with evolving business needs and budgets. While no location offers all the required skills at the desired price points, there are a few markets where demand is slowing, and the right talent can be found.

Join this webinar as our experts discuss which markets are hot and which are fizzing out. They will also explore which roles are in high demand across industries and geographies. 

Whether you’re a workforce strategy executive, sourcing leader, or delivery head, this webinar will provide valuable insights and actionable advice to help you find and attract the best talent for your organization.

What questions will the speakers address?

  • What are the top trends across key delivery locations?
  • Which locations are getting hotter vs. cooler from a talent demand perspective?
  • What roles are witnessing slowing demand?
  • Are tier-1 cities really as congested as we think they are?

Who should attend? 

  • Workforce strategy heads
  • Location strategy heads
  • GBS strategy heads
  • Delivery heads
  • CHROs
  • HR heads
  • Sourcing and vendor management teams
  • Global sourcing heads
Vice President
Vice President
Practice Director

Locations and Talent Strategy – Let’s Talk: Nearshoring to Costa Rica

LINKEDIN LIVE

Locations and Talent Strategy – Let's Talk | Nearshoring to Costa Rica

View the event on LinkedIn, which was delivered live on Wednesday, January 25, 2023.

Over the last decade, IT-BP services delivery from Latin America (LATAM) experienced a major boost as the location became a sought-after nearshore destination for companies in the US and Canada 🌎. While time zones and cultural similarities have played a significant role in the increase, companies have also discovered lower costs, increased government support, and rising English proficiency📊.

📢In this LinkedIn Live recording, we do a deep dive into Costa Rica and explore the opportunities and challenges of services delivery in this market.

The speakers discuss:

✅ What is the value proposition of Costa Rica for global services delivery?
✅ What is the nature of the talent pool, and what skills are available?
✅ How much cost arbitrage does Costa Rica offer?
✅ What is the on-the-ground experience of players operating IT-BPO delivery centers in Costa Rica?

Key Issues for 2023: Rise Above Economic Uncertainty and Succeed | Webinar

LIVE WEBINAR

Key Issues for 2023: Rise Above Economic Uncertainty and Succeed

As we look toward 2023, economic uncertainty is prime and center. Rising inflation, interest rate hikes, and GDP contraction – matched with low unemployment rates and high talent demand – have left business leaders unsure of what to expect and how to prepare for 2023.

Join Everest Group’s Key Issues 2023 webinar as our experts provide insights into the outlook of the global IT-BP industry and discuss major concerns, expectations, and key trends expected to amplify in 2023.

All the data is based on input from global leaders across enterprises, Global Business Services (GBS), and service providers.

Our speakers will discuss expectations for 2023, including:

  • The outlook for global services
  • Top business challenges and priorities
  • Changes in sourcing spend and service delivery costs
  • In-demand digital services and next-generation capabilities
  • The evolving strategy for talent, locations, and the workplace

Who should attend?

  • CIOs, CDOs, CTOs, CFOs, CPOs
  • Service providers
  • GBS / Shared services center heads
  • Global services leaders
  • Locations heads

Can Joint Innovation and Public-private Partnerships Prove to be the Noah’s Ark for Africa? | Blog

Almost 200 countries came together at the Climate Change Conference (COP 27) in Egypt last month to take action toward achieving the world’s collective climate goals. Among the event highlights was the establishment of a fund to assist the nations most vulnerable and impacted by the effects of climate change. Read on for key takeaways from COP 27 and implications for the Global South.

The much-anticipated conference, dubbed the Africa COP, marked 30 years since the adoption of the United Nations Framework Convention on Climate Change (UNFCCC). While much has transpired and the planet has come a long way in its fight against climate change since then, some nations have been left behind in achieving their carbon goals and are not experiencing the intended benefits.

Developing nations have long sought financial assistance to rebuild their social and physical infrastructure, but the World Bank and other publicly-funded lending institutions have failed to fulfill these growing needs. To address this issue, the UNFCCC, backed by the United Nations Environment Program and several attendee governments, launched a five-year work program to fund and promote smart technology solutions in developing nations, opening ground for tech providers to display their capabilities in the space.

COP 27 proved to be an instrumental platform for service providers and Big Tech players to engage in sustainability conversations and highlight their contributions towards the planet and its people.

The bridge towards a sustainable future must be pillared by collaboration and joint innovation in technology. Partnerships can be seen as the key to climate adaptation and mitigation. Many of these collaborations focus on marrying Artificial Intelligence (AI) and satellite technology. Some examples include:

  • IBM is partnering with UK’s Science and Technology Facilities Council, among others, to leverage innovations in indexing multidimensional climate data to rapidly discover climate-relevant information from aerial imagery, maps, Internet of Things (IoT), drones, light detection and ranging (LiDAR) scanning, satellites, weather predictions, and climate change projections
  • Microsoft collaborated with Planet Labs PBC and The Nature Conservancy to build the Global Renewables Watch – a first-of-its-kind living atlas intended to map and measure all utility-scale solar and wind installations on Earth using AI and satellite imagery
  • Using high-quality geospatial data for disaster predictions and mitigation is very common in the more developed countries, whereas the Global South often lacks the resources and talent to generate and analyze reliable climate data. Partnerships among various stakeholders can bridge the climate data gap. Microsoft has committed to democratizing climate solutions in Africa by combining its AI prowess with Planet Labs PBC’s satellite imagery

The Loss and Damage Fund marked a momentous win for the Global South

As organizations do their part to help the Global South, COP 27 set a milestone by recognizing the disproportionate exposure of the poorer nations in Africa, Asia, and Latin America to climate change consequences. Established after years of appeals by the developing nations to compensate for losses due to climate disasters, the fund is viewed as a major political step to provide the appellants with a sense of justice and rebuild trust among nations.

Let’s take a look at other key implications for the Global South:

  • Africa’s climate needs remain underfunded – While a step in the right direction, the Loss and Damage fund needs to be backed by effective policies and infrastructure to be beneficial. Historically, the funds promised by developed nations toward climate impact haven’t been fully disbursed or equitably distributed. The Climate Policy Initiative (CPI) noted that of the meager 25% of global climate investments that crossed the borders towards developing nations, Sub-Saharan Africa mobilized only 3% despite being the most vulnerable to climate adversities
  • Global efforts and African needs are misaligned – Africa’s situation calls for urgent climate impact adaptation, but global climate funds and collaborations announced by service providers are only directed towards mitigation of climate impact
  • African leaders will rethink their engagement with multilateral initiatives – African nations will further their strategies for adaptation and energy generation considering their primary concerns of poverty alleviation and economic development. Thus, the African region ranks as an attractive climate-related investment opportunity for private players. According to CPI data, private finance comprises half the global climate finance yet stands at just about 14% in Africa
  • ESG regulations in Africa will become more stringent – As African nations advance in their sustainability journeys and try to attract foreign private investment, they will follow the global trend and strengthen their ESG regulations. Among many countries planning to launch such frameworks this year, Uganda referenced a “sustainable financial system” in its recent five-year plan

This opens several opportunities for service providers and consultants as more enterprises will require their expertise to transition to sustainable models. The increased volumes of ESG data generated will create opportunities for data analytics players, helping to bridge the climate data gap.

The world remains bullish on Africa’s future

COP 27 concluded on an optimistic note as technology, transparent funding, and developing nations’ needs became central to the climate resilience discussions. Innovative solutions across sectors are moving stakeholders closer to achieving their climate pledges.

Organizations are collaborating and prioritizing community impact in developing nations. Public-private partnerships toward sustainable models will make technology and welfare more accessible in these regions. With changing geo-political scenarios, Africa will prove to be an attractive opportunity for various investors and service providers.

To discuss further, please reach out to Rita Soni and Ambika Kini.

Rita Soni, Principal Analyst, Impact Sourcing & Sustainability Research

Email ID: [email protected]

LinkedIn: https://www.linkedin.com/in/ritansoni/

Twitter: https://twitter.com/ritaNsoni

Ambika Kini, Senior Analyst

Email ID: [email protected]

LinkedIn: https://www.linkedin.com/in/ambika-kini/

 

Outsourcing, Offshoring, and Onshoring: What You Need to Know About Global Location Selection in 2023 | Webinar

ON-DEMAND WEBINAR

Outsourcing, Offshoring, and Onshoring: What You Need to Know About Global Location Selection in 2023

The current outsourcing climate is showing an increase in offshoring and nearshoring, and organizations are scrambling to adjust their global location selection strategies. Designing a supply base portfolio with an optimal locations mix today is critical to balance talent availability, supply risk, and costs.

To stay ahead of the competition, sourcing practitioners and location strategy professionals need to understand key market dynamics and the opportunities each location presents.

The current outsourcing climate is showing an increase in offshoring and nearshoring, and organizations are scrambling to adjust their global location selection strategies. Designing a supply base portfolio with an optimal locations mix today is critical to balance talent availability, supply risk, and costs.

To stay ahead of the competition, sourcing practitioners and location strategy professionals need to understand key market dynamics and the opportunities each location presents.

Watch this on-demand webinar to hear our analysts discuss the latest global locations market trends and tips for building an effective locations portfolio strategy for 2023.

What questions will the on-demand webinar answer for the participants?

  • What guidelines can organizations follow to design a best-fit locations portfolio strategy?
  • What are the key considerations for an outsourcing locations selection framework?
  • What are the top service delivery locations based on parameters such as talent and skill availability and financial attractiveness?
  • How can organizations assess location-related developments and trends in 2023?
  • What will the future shoring model look like?

Who Should Attend?

  • CPOs
  • Sourcing Leaders
  • Category managers
  • Supplier management leaders
  • Heads of indirect spend
  • Outsourcing and IT/business process department leaders
Fong Amy Refresh gray square
Partner, Sourcing and Vendor Management​
Sakshi Garg
Vice President​
Jain Parul Refresh gray square e1596571486118
Vice President

HIMSCON.PH 2022: HIMS Re-imagined | Event

Everest Group Vice President Prashray Kala will be speaking at HIMSCON 2022 in a session titled, The HIMS Roadmap 2028 – The 6-Year Industry Journey, on November 9, 10, and 11. Everest Group is the Strategic Roadmap Partner for the Healthcare Information Management Association of the Philippines. The 6-year roadmap will be launched during the event. Prashray is a lead consultant for the Philippines IT-BPM roadmap.

Prashray will also join the closing plenary session titled, Global View of HIMS Business Opportunities and the Growing Emerging Locations for New HIMS Services and Solutions.

Register for the event

When

November 9, 10, & 11 2022

Where

Blended – virtual and in-person

Presenters

Prashray Kala

Vice President, Everest Group

Register for the event

GBS Leadership Exchange: “More is Better” | Location and Sourcing Strategy for BFS GBS | Virtual Roundtable

GBS Leadership Exchange | Invitation-Only Event

"More is Better" | Location and Sourcing Strategy for BFS GBS

September 22, 2022 |
8:30 AM EDT | 6 PM IST

Banking and Financial Services (BFS) companies have led the market when it comes to GBS model adoption. However, external market conditions, including the geopolitical environment, great resignation, talent shortage, and inflationary pressures have made finding talent and achieving enterprises’ growth aspirations a struggle for BFS GBS organizations.

To meet the surge in demand for talent, BFS GBS organizations are expanding their locations and sourcing portfolios with a “more is better” approach by searching out various talent supply models and locations across offshore, nearshore, and onshore geographies.

Join our exclusive GBS Leadership Exchange virtual roundtable, “More is Better” | Location and Sourcing Strategy for BFS GBS, on Thursday, September 22, 20228:30-10 am EDT / 6-7:30 pm IST.

What you will take away

In this collaborative session, you’ll come away with new insights from our experts and your peers as you exchange perspectives on locations and sourcing strategies, including:

  • How BFS GBS peers are responding to the “systems of growth” thinking, especially in a tough talent market
  • How location strategies are evolving to achieve desired growth
  • How global events are shaping the location strategies of BFS GBS peers
  • How sourcing strategies are being optimized to meet cost savings, growth, and innovation targets
  • Which areas – technology or operations – are seeing the most changes, and how fast are these changes being implemented

Who should attend?

  • GBS leaders
  • GBS strategy leaders
  • GBS site leaders
  • GBS workforce strategy leaders

Virtual Roundtable Guidelines

This event is available to our GBS Leadership Exchange members only. The only price of admission is participation. Attendees should be prepared to share their experiences and be willing to engage in discourse.

Participation is limited to enterprises (no service providers), and Everest Group must approve each attendance request to ensure an appropriate size and mix of participants. The sessions are 90 minutes in duration and include introductions, a short presentation, and a facilitated discussion.

Sakshi Garg
Sakshi Garg
Vice President
Piyush Dubey 1
Piyush Dubey
Practice Director

The Top GBS Employers™ in India, The Philippines, and Poland – Discover Why They Are the Top Global Business Services Companies for Talent | Blog

Everest Group’s Top GBS Employers™ across India, Poland, and the Philippines report illustrates the top global business services companies selected for best work environment and job satisfaction rating by employees. Read on to discover what the workforce looks for when choosing an employer and view the complete list.

 See the Report

As the battle to find the right talent and skillsets resumes, GBS employers must build an exemplary brand to stand out among their peers to attract and retain top talent. The talent shortage worldwide is here for the foreseeable future and is a constraint against growth goals. Developing and implementing a talent strategy should be at the top of any employer’s priority list. One tactic that many are turning to is closely tracking and honing their brand, or how talent perceives them in their local market.

Developing a solid brand perception will not only address the talent shortage challenge but also help draw in a strong and resilient workforce, so organizations will survive uncertainty and thrive in intensely competitive environments. The top global business services companies are incorporating the key components and top requirements that talent are gravitating towards – work environment, compensation, career development, and diversity – and are critical in building employer brand perceptions and meeting evolving workforce expectations.

The top global business services companies selected across India, The Philippines, and Poland

Everest Group analyzed the employer brand perceptions of 200+ leading GBS organizations across India, Poland, and the Philippines to discover what a top employer brand perception encompasses, view the full report. The study examined multiple dimensions, including compensation, career progression, senior management, work-life balance, culture and values, and diversity.

This first-of-its-kind study also analyzes the performance of each of the top global business services companies in the local talent markets based on attrition rates, joiner-exit ratio, and overall employee satisfaction ratings.

Finally, we assessed what top global business services companies are doing to differentiate themselves in talent markets, targeting the most desired themes from talent: work environment, compensation, career development, and diversity.

Why GBS organizations need this information today

Workforce expectations have transformed dramatically over the past few years, and organizations have to evolve their employer brands to meet those expectations. The pandemic brought about the work-from-home (WFH) era, dispelling many negative notions around WFH, and set a standard of work-life balance, flexibility, and autonomy that employers must deliver. Our research shows that over half of today’s organizations expect over 40% of their employees to continue working from home or in a hybrid style over the next two years or so.

More and more employees today are also choosing to work for companies that not only have sustainability goals and strong culture and values but adhere to diversity, equity, inclusion, and belonging (DEIB) practices, which ensures employees have equal opportunities and ultimately feel more valued.

And at the top of the list, employees want to work for organizations that offer career paths, opportunities for upskilling, and fair compensation.

The Top GBS Employers™ rankings provide an outside-in proxy on how prospective candidates pursuing tech and ops careers perceive employer companies – helping firms baseline their employee value propositions (EVP) effectiveness vs. their immediate peers.

How are the top global business services companies being ranked?

Recent employer perception studies have been too broad, with no specific view capturing tech talent’s concerns. This analysis is based on publicly available information, including Glassdoor, Indeed, and LinkedIn, and the latest feedback capturing prospective employees’ perceptions about top GBS organizations. The rankings from the report provide a comparative snapshot of leading firms’ market perceptions among the tech and ops workforce. We ranked each GBS employer on employee satisfaction grade, compensation and benefits, work environment, career opportunities, and diversity and inclusion focus and investment.

The top ten across India, the Philippines, and Poland

By assessing the ratings and feedback from popular public sites and critical sources for employees conducting employer research, we narrowed down the top ten in India, the Philippines, and Poland:

  • Across India, the overall top GBS employers are Google, Mondelez, Microsoft, Bank of America, SAP, JPMC, P&G, Target, American Express, and Novartis
  • In the Philippines, the overall top GBS employers are Henkel, SAP, JPMC, Telstra, P&G, SunLife, Wells Fargo, American Express, Chevron, and 3M
  • And in Poland, we saw Mondelez, Microsoft, SAP, Standard Chartered, Google, Cisco, Bayer, AstraZeneca, ING Group, and P&G come through as the top GBS employers

See the full report for a complete view into the rankings in the different regions.

Key takeaways from the research

Throughout every market assessed, it’s clear that compensation, work environment, and career development are among the top sought-after aspects when choosing a new employer and have the most impact on employer brand perception.

Employers with the highest rankings offer relatively high entry-level compensations and robust training, set benchmarks to allow for pay increases, perform salary corrections, and have opportunities for fast-track promotions, especially at lower experience levels. High-ranking companies also offer flexibility and options for remote work and the chance to work across teams for cross-functional exposure. Other perks among the highest ranked employers are opportunities to work on the latest tech stacks and develop techno-functional and behavioral skills, along with good 401K matching and health insurance options, market-competitive benefits, and decent paid time off.

Employers that incorporate these practices will significantly increase their overall employer brand perception and discover more success in finding and retaining talent.

Top global business services companies can also leverage Everest Group’s Talent Performance Framework to optimize their talent management strategies and build future-proof talent models.

Exhibit one: Everest Group’s Talent Performance Framework

Picture1 4

To learn more about Everest Group’s Top GBS Employers or to discuss the Talent Performance Framework, reach out to [email protected] or Contact us.

Also, join us for our Conversations with Leaders LinkedIn Live series, a part of Everest Group’s GBS Leadership Exchange, Episode 3 | Who Are the Top GBS Employers?, featuring GBS executives who have shown significant leadership and innovation in GBS. In this session, Rohitashwa Aggarwal, VP of GBS Research and Advisory at Everest Group, and Shweta Mohanty, VP and Head of HR for SAP, India, will discuss the Top GBS Employers, and what they are doing to set themselves apart.

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