Workers employed by Philippine-based global business service (GBS) organizations report relatively higher satisfaction across all parameters than their Polish and Indian counterparts, according to a report by global research firm Everest Group.
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.
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.
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.
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.
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.
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:
See the full report for a complete view into the rankings in the different regions.
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
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.
Mondelez, Microsoft and SAP among Top GBS Employers across India, The Philippines and Poland.
DALLAS, August 30, 2022 — Everest Group today released the results of its inaugural ranking of top Global Business Services (GBS) employers across India, The Philippines and Poland. Everest Group’s Top GBS Employers™ rankings provide an “outside-in proxy” on how prospective candidates perceive employer companies.
In this first-of-its-kind study, Everest Group has analyzed the employer brand perception of more than 200 leading GBS organizations across India, The Philippines and Poland.
Mondelēz International, Microsoft and SAP rank among the Top 3 in two geographies. Google appears twice among the Top 5.
“Talent is the differentiating factor that enables organizations to survive uncertainties and thrive in intense competition,” said Rohitashwa Aggarwal, vice president at Everest Group. “In the ongoing war for talent, maintaining a positive brand image is of quintessential importance. GBS organizations need to understand what components most contribute to employer brand perception in local talent markets and how to strengthen their brand to attract and retain the best and brightest. Leading global GBS organizations can leverage insights from our Top GBS Employers report and our Talent Performance Framework to optimize their talent management strategies and build future-proof talent models.”
Topping the 2022 list of Top GBS Employers in India are these 10 organizations:
Topping the 2022 list of Top GBS Employers in The Philippines are these 10 organizations:
Topping the 2022 list of Top GBS Employers in Poland are these 10 organizations:
***Download a complimentary copy of the 2022 Everest Group Top GBS Employers™ list and analysis***
***LinkedIn Live Event: “Who Are the Top GBS Employers?”***
Thursday, September 15, 6:30 AM CDT: Join the Conversation
Rohitashwa Aggarwal, vice president of GBS Research and Advisory at Everest Group, and Shweta Mohanty, vice president and head of HR for SAP, India, will discuss Everest Group’s inaugural analysis of the Top GBS Employers across leading GBS markets, including India, the Philippines, and Poland, and what the top GBS employers are doing to set themselves apart.
***On-Demand Webinar: “Elevate Your GBS Employer Brand: Lessons from Top Employers***
Everest Group presents the results of its Top GBS Employers study and shares what top GBS employers are doing to set themselves apart. Watch this webinar to learn what factors impact brand perception as a GBS employer, how brand perception varies for GBS talent and technology talent, and what organizations can do to address employee grievances and enhance their overall brand perception among potential employees.
“It’s great to be recognized among the world’s Top GBS Employers across regions,” said Sindhu Gangadharan, SVP & MD, SAP Labs India, Head, SAP User Enablement. “SAP’s innovations for half a million customers are fueled by its talent powerhouse. As a leading product organization that doesn’t have a public-facing product, a unique and attractive talent branding strategy is imperative to onboard the best minds and elevate our innovation quotient to help the world run better and improve people’s lives.”
“It is truly a proud moment to be identified as a top GBS employer in India,” said Shweta Mohanty, VP – Head of HR, SAP, India. “We place immense importance on providing best-in-class experiences for our employees, built around empathy. The last two years have reinforced the value of being truly inclusive and focusing on ‘moments that matter.’ And this includes providing the best candidate experience to all our prospective employees. What differentiates us is that we constantly personalize our practices and processes by consciously using technology for a diverse 12K+ employees in India.”
Key Takeaways:
Everest Group’s analysis spans multiple brand dimensions, including compensation, career progression, senior management, work-life balance, diversity, culture and values. The study also analyzes the performance of each of these GBS organizations in the local talent markets based on the prevailing attrition rates, joiner-exit ratio and the overall employee satisfaction ratings. By design, this analysis is based on publicly available information only, with an intent to capture the perception of prospective employees about top GBS organizations.
About Everest Group
Everest Group is a research firm focused on strategic IT, business services, engineering services, and sourcing. Our research also covers the technologies that power those processes and functions and the related talent trends and strategies. Our clients include leading global companies, service and technology providers, and investors. Clients use our services to guide their journeys to maximize operational and financial performance, transform experiences, and realize high-impact business outcomes. Details and in-depth content are available at www.everestgrp.com.
The government needs to improve the ease of doing business to allow the business process outsourcing industry to hit its export revenue and job generation targets, the Contact Center Association of the Philippines (CCAP) said.
The CCAP said the industry’s headcount rose in 2021 by up to 10%, or over 120,000 jobs. It was citing data from global research firm Everest Group.
Access the on-demand webinar, which was delivered live on August 23, 2022.
Who are the top GBS employers? To find out, we launched a first-of-its-kind study analyzing the employer brand perception of 200+ leading GBS organizations in India, the Philippines, and Poland across multiple dimensions.
For this study, we evaluated the performance of the GBS organizations in their local talent markets, spotlighting attrition rates, growth trends, and overall employee satisfaction ratings. In addition, we correlated the success achieved by GBS organizations in each talent market with the perception of their GBS brand as a preferred employer. The study was conducted for GBS organizations at an overall level and specifically for technology talent.
Join this on-demand webinar as we dive into the results of the study and shed light on what top GBS employers are doing to set themselves apart from the rest.
What questions will the on-demand webinar answer for the participants?
Who should attend?
Automotive, manufacturing, logistics, and energy & utilities (AMLEU) GBS organizations are evolving enterprises by improving efficiency and effectiveness and enabling new growth. The next wave of evolution for GBS will focus on reaching value beyond arbitrage, growing the enterprise’s top line, and reducing barriers inhibiting GBS-enterprise collaboration.
Join our exclusive GBS Leadership Exchange virtual roundtable, “Shaping Success for Automotive, Manufacturing, Logistics, and Energy & Utilities GBS,” on Thursday, July 28, 2022, 8:30 am – 10:00 am EDT / 6:00 pm – 7:30 pm IST.
In this collaborative session, our analysts will lead a conversation exploring the transformation needed to position AMLEU GBS organizations for sustained success.
What you will take away
Along with our analyst experts, you and your industry peers will share ideas, successful approaches, and key priorities that will shape the future of AMLEU GBS organizations, including:
Who should attend?
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.
View the event on LinkedIn, which was delivered live on July 20, 2022.
Global business services (GBS) is a game. There are opportunities. And there are setbacks. 🐍
GBS 2022 is a particularly challenging game to play for leaders. Inflation is pressuring costs. Attrition is gathering steam. Supply chains are crazy. Funding for GBS projects is in question. Oh my!
But with another roll of the dice, possibilities abound: Pull for new services. Supply chain improves. Staff driven by purpose. Take that!
It’s all in how you play the game.
In this LinkedIn Live, our GBS experts and practitioners will discuss the strategies you should consider putting in place, including the “just in case” ones, so you win the ultimate goal of becoming a “GBS recognized as a competitive advantage.” As an attendee, we welcome you to share your experiences and ask the speakers and peer attendees questions.
This LinkedIn Live session will provide meaningful takeaways and practical approaches to address the many challenges and opportunities that await in the remainder of the year.
What questions will the event answer for the participants?
Life sciences GBS organizations today are strategic partners for their enterprises, delivering innovative capabilities for operational and technological advancements. The next wave of evolution for GBS is now upon us and will focus on reaching value beyond arbitrage, growing the enterprise’s top line, and reducing barriers inhibiting GBS-enterprise collaboration.
However, evolution will hinge on a reimagining of the GBS operating and governance models.
Attend our exclusive virtual roundtable, “Life Sciences GBS Success – Reimagining Operating and Governance Models,” on Thursday, July 14, 2022, 8:30 am – 10:00 am EDT / 6:00 pm – 7:30 pm IST.
In this collaborative session, our analysts will lead a conversation with you and your industry peers exploring the operating and governance model changes that are critical to position GBS for sustained success.
What you will take away
Together, we’ll discuss the key priorities for the future of life sciences GBS organizations, including:
Who should attend?
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.
India’s continued position as a leading destination for Global Capacity Centers (GCCs) was among the key themes emerging from the first hybrid National Association of Software and Service Companies (NASSCOM) GCC Conclave on June 29-30 in Hyderabad. To learn the top priorities among GCC leaders, read on for takeaways from our experts who attended the mega event.
While we had doubts over GCC participation in the first-ever hybrid conclave since 2019, the event was a huge success for GCC leaders who enjoyed making and renewing contacts, exchanging learnings and best practices, and sharing fond memories of past gatherings.
As the strategic partner for NASSCOM, Everest Group is pleased to share these six key takeaways from the GCC Conclave, themed Leaning in for Impact in the Networked World:
India remains at the center of the offshore/nearshore global delivery portfolio across most enterprises. Most GCC leaders expect higher growth from the India centers than other locations. Some have plans to double their India headcount in the next two to four years.
Two out of three GCC leaders highlighted their efforts to bring employees back to work locations as part of the hybrid model. With location flexibility emerging as a strong value proposition for employees, balancing employee preferences and organization goals (e.g., building workplace culture) is becoming critical.
GCC influence across the organization has increased post-pandemic but only in pockets. Building strong adjacencies with core enterprise priorities goes beyond scaling high-skill capabilities in the GCC. Many GCC leaders still have concerns about managing cost competitiveness with third-party providers, securing buy-in for expanding capabilities, etc. To top this, several enterprises are restructuring, which is also impacting GCC growth.
The “scale-optimize-centralize” cycle is not new for GCCs. Across different stages of evolution, GCCs have experienced this cycle and have also come out successfully post internal restructuring initiatives (e.g., banks centralizing third-party risk compliance that supports different businesses).
Over the last two years, many GCCs expanded the breadth and depth of services offered (with insourcing also being a factor). Many leaders are now looking at the next wave of centralizing capabilities. However, this centralization wave will likely be more borderless because the remote model has helped address location dependency constraints. In that context, the role of India-based GCCs as an “orchestrator of services” (see next point) across the global delivery network will likely increase. Click here to check out Everest Group’s thought leadership content around the borderless GCC/GBS model.
As GCCs expand ownership, a wide array of responsibilities exist. Mature GCCs are already orchestrating services – coordinating with in-house teams, third-party vendors, start-ups, etc. – and are owning end-to-end accountability for services in scope. See the exhibit below for an example of GCC ownership, from skills to processes to platforms, with distinct needs from talent and operating model perspectives.
Exhibit 1: The spectrum of GCC ownership (tech example)
Factors such as increased sponsorship and niche talent availability can help accelerate the journey towards being recognized as an entity delivering competitive advantage for the global enterprise. At the same time, conditions like macroeconomic impacts (e.g., the Ukraine war) and spinning off divisions at the enterprise level could deter GCC’s progress.
Several leaders enthusiastically played the GBS 2022 Snake and Ladders game, developed by Deborah Kops and Everest Group team, at the 2022 NASSCOM GCC Conclave. The game highlights the perils and opportunities for GBS organizations as they strive to become entities delivering competitive advantage for global enterprises. Learn more about this game in our upcoming LinkedIn Live event. As one GCC leader noted, “Yes, there are several ups and downs. The key is to keep rolling the dice!” And the same can be said about the GCC journey.
Discover more about Everest Group’s research on the GCC evolution.
Enterprises have started adopting a triple-bottom-line approach, which encompasses people, planet, and profit in business strategies. The role of enabling technology for sustainability and responsible business models is fast evolving, with emerging technologies such as Artificial Intelligence (AI), Internet of Things (IoT), predictive analytics, and blockchain underpinning the sustainability services market.
While, currently, the focus is more on the planet aspect of sustainability, with providers designing net-zero strategies, providing climate risk assessment and auditing, and enabling sustainable product life cycles for their clients, the pandemic has put the social aspect of sustainability into the spotlight. Service providers have proactively started enhancing their people-led solution portfolios to help clients with accessibility, Diversity, Equity, Inclusion, and Belonging (DEIB), and Environment, Health, and Safety (EHS) services, along with planet-focused offerings.
DOWNLOAD THE FULL REPORT: Sustainability Enablement Technology Services PEAK Matrix® Assessment 2022
In this inaugural Everest Group research, we present detailed assessments of 14 IT service providers featured on Everest Group’s Sustainability Enablement Technology Services PEAK Matrix® 2022 and categorize them as Leaders, Major Contenders, and Aspirants based on their capabilities and offerings across the people, planet, and profit aspects of sustainability services.
The PEAK Matrix® provides an objective, data-driven assessment of service and technology providers based on their overall capability and market impact across different global services markets, classifying them into three categories: Leaders, Major Contenders, and Aspirants.
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