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Silver Tsunami  Public Article

THE SILVER TSUNAMI IS NOT A GLOBAL PHENOMENON. Demographic data suggests an aging population in much of the West, Japan and China but a much younger population in South Asia, Africa, Latam & India.

Reimagining Work: Unveiling the Importance of Belonging Public Article


Employee Benefits Study - An India GCC View 2024 Public Article

India has become the global hub for Global Capability Centers (GCCs), hosting over 1,600 of them and employing 1.6 million people. However, with this exponential growth comes a new challenge: a fierce talent war. GCCs must enhance their talent strategies, especially in offering robust employee benefits. In a cyclical talent market, those failing to do so risk losing out on top talent when the market shifts. With a diverse workforce comprising Gen Z, Millennials, and older generations, inclusive benefits packages are crucial. Embracing the gig economy and adapting to hybrid work models are key strategies outlined in the report "Employee Benefits Study – An India GCC View," offering actionable insights for staying competitive.

India’s Global Leap: Why Global Organizations set up Global Capability Centers in India? Public Article

India's journey to becoming a global hub for Global Capability Centers (GCCs) began in 1985, fueled by a talented workforce and a culture of innovation. Major companies like IBM were drawn to the potential, and over time, GCCs matured from basic support to driving global innovation across diverse sectors. Today, over 1.6 million professionals contribute to this thriving industry, nurtured by a strong foundation of STEM education, quality standards, and visionary leadership. This sets the stage for even greater roles, with 20,000 professionals poised to join maturing GCCs by 2030. India's success is further bolstered by a robust framework, a mature ecosystem with rapid development, and supportive government policies. The growing confidence of MNCs, attracted by the vast talent pool and low risk/cost environment, makes India an irresistible choice for global expansion. From its humble beginnings, India has transformed into a talent and innovation hotspot, offering a compelling proposition for global organizations seeking to expand their footprint.

Insourcing Vs Outsourcing: How to choose the model that is right for you Public Article

Three decades ago, global talent acquisition centered on cost arbitrage, but today, companies engage in a fierce global competition for high-skilled professionals. Originating with cost-cutting measures, such as General Electric's 1982 move to Mexico, companies now compete for experts globally. The shift from cost-driven to capability arbitrage has given rise to 'techno-business' professionals, blending tech expertise with business acumen. Choosing between insourcing and outsourcing presents a dilemma, with factors like costs, timelines, control, brand value, and risks influencing decisions. A nuanced approach is crucial, emphasizing that there's no one-size-fits-all solution in the dynamic landscape of globalization strategies.

Resolving Healthcare's Talent Conundrum Public Article

Healthcare's integration with technology has become pivotal on the global stage. Despite the rapid tech evolution, the healthcare sector lags in adopting new technologies. To enhance affordability, accessibility, and efficacy, healthcare must embrace innovation, incorporating AI, wearables, and telehealth. Global IT talent is emerging as a driving force, reshaping healthcare delivery and patient outcomes. The surge in software developer demand, predicted to grow by 22%, is steering healthcare towards cross-border talent acquisition. Cost-effectiveness, exemplified by India's 100K+ tech-strong pool, fuels this trend. As healthcare combines its IT expertise, innovation takes on the role of guiding the industry's evolution and enhancing patient care.

Why Professional Development and Training are Essential for Individuals and Organizations Public Article


PULSE: Impact Sourcing 101 Public Article

The low-down on some of the key terms related to impact sourcing.

PULSE: Solving the Talent Crisis While Making an Impact Public Article

The global workforce of tomorrow will look far different than today and where the next wave of talent will come from may be surprising. Your company’s next recruit may be a refugee, a young professional from an underserved community, a neurodivergent individual, a second-chance worker with a criminal background, or an entire virtual crowdsourced team. All of these segments have the potential to open up pipelines of millions of employees.

The Evolving Pillars Of Culture and The New Talent Paradigm Public Article

Language evolves, just as work culture does. Today, the essence of "work" and "culture" has transformed amid blurred personal and professional lines. With Millennials leading the workforce, values have shifted, demanding new talent strategies. Imagine culture as a wheel, its spokes - Upskilling, Well-being, DE&I, Hyperpersonalization, Digital Transformation, Innovation - adapting to support a fluid organization. Well-being encompasses mental, social, and financial aspects. Inclusivity thrives in hybrid settings. Hyperpersonalization tailors experiences. Digital Transformation empowers, while Upskilling ensures growth. Innovation blooms in supported cultures. Amid change, cultivating a resilient culture remains timeless.

HR Transformation Full Speed Ahead Professional Membership Required

Businesses today are battling an array of complex and often unprecedented challenges. Digital disruption. Globalization. Redefined business models. Changing demographics. Growing talent wars. Regulatory compliance. KPMG’s HR Transformation Survey, which gathers insights from more than 80 global organizations, illustrates an uneven change in landscape. However, this landscape has a myriad of unmet expectations among organizations pursuing cloud computing’s revolutionary capabilities to redefine HR in order to respond competitively. Companies are discovering that successful systems initiatives require much broader HR Transformation. Many of these have achieved improved access to information, improved self-service and an improvement in business processes. These organizations are now running more efficiently as they are arming their teams and employees with the right kinds of data and the ability with self-service to make more informed decisions in a much shorter timeframe. Others have seen mixed results.

Boost Workforce Production through Consumerized Employee Experiences Professional Membership Required

Shared services have become prominent operating models, enabling businesses to improve efficiency, reduce costs and achieve growth.  The next evolution of shared services will adopt an integrated business services approach where the HR and other functionally organized shared services will collectively serve the employee. The employees will be viewed as customers. This new approach will focus on providing superior employee experiences. The payoff is vast: improved workforce productivity, greater employee engagement and retention, and further cost reduction.  To reap benefits, however, organizations will have to rethink the way they deliver services to people. 

Talent Development and Learning - What's Your 70? Professional Membership Required


Trends in Talent Acquisition Professional Membership Required


Employment Outsourcing Models Public Article

Global/local expansion and the need to address talent shortage are the primary organizational drivers for outsourcing HR administration services. Organizations wanting to expand their presence into new markets for competitive advantage or those looking to gain access to a wider talent pool incur a substantial cost, coupled with risks and challenges in setting up a new entity in the selected geography and recruiting and onboarding employees. As enterprises look to navigate this amplifying administrative burden to address their growth aspirations, models beyond traditional HR outsourcing, such as Professional Employer Organization (PEO), Employer of Record (EOR), and staffing, are rapidly growing in prominence. In this study, we look at the various ways in which enterprises engage with third-party service providers beyond the traditional HR BPO model across permanent and temporary talent.

Work From Home – What's Happened, Emerging and Coming Next Professional Membership Required

When COVID-19 struck, most companies sent their employees home, essentially creating remote workplaces overnight. Five months later, we ask: Is going to the office a thing of the past? Will water cooler talk with coworkers of long ago ever return? How are we maintaining our sanity in the Zoom world? PULSE talked with Kate North, Vice President of Workplace Advisory for Colliers U.S., about the firm's latest research on the work-from-home (WFH) movement. North also serves as Global Chair of Workplace Evolutionaries (WE) and has been recognized for her leadership with HCL's Red Ladder Women in Outsourcing 2020 award.   There's plenty of good in the findings and lots of reason for optimism. The bottom line: We can work remotely and it is changing the future. Companies who can do it right have a unique opportunity now to seize the best talent, gain competitive advantages and create new positive experiences. 

Pent-Optimism Will Lead to a Bust-Loose Second Half of ’21 Public Article


How Businesses Can Thrive in the Boundaryless Work Experience Public Article

The interest in a boundaryless work experience continues to grow, as many companies have yet to finalize plans to return to the office. And while the pandemic has freed talented workers to relocate and choose to live in new places offering different quality of life, it also has had larger implications on businesses.

Zoom Isn't Enough: Five Keys to Service Delivery in the Workplace of the Future Public Article

When the global COVID-19 pandemic struck, businesses scrambled to shift employees from traditional office settings to remote workplace models. When the dust settled, businesses found numerous gaps in existing service delivery capabilities. The result: sub-optimal work environments characterized by inefficiencies, sapped productivity and risk. Today, as we evolve towards an uncertain “New Normal,” businesses must improve the quality and security of the remote work experience. But equipping people to work from home isn’t enough. For the long term, service delivery models must be agile, flexible and responsive, and capable of addressing uncertainty and rapidly changing business requirements. This webinar will examine ongoing service delivery challenges posed by the COVID-19 pandemic, as well as how businesses can best prepare to address future workplace requirements. Specific topics will include: - Deployment - Online and onsite support - Lifecycle support - Security fundamentals - Mobile device management

Returning to Work Will Mean More Space, Fewer People and Many Possibilities Free Subscriber Membership Required

When employees return to work in the short- and longer-term, the office environment won’t be the same as the one they left behind before the pandemic – and that can be positive for companies and their workforces.

HR Service Transformation - Solutions Public Article

Robert Dutcher (HR Transformation Manager, Capgemini’s Business Services) presents four factors that can help inform a comprehensive approach to HR service transformation to deliver a frictionless employee experience. Learn more about enhancing your employee experience with next-generation digital HR operations that will help your organization move towards realizing – what we call – the Frictionless Enterprise.

From Coronavirus Chaos, Great Opportunity Could Emerge Public Article

As Dolly Parton sings, “Working 9 to 5, what a way to make a living!”  Even before the pandemic hit, this notion of a traditional work environment where people went to an office every day with set hours was becoming outdated. Today, the definitions of “work,” “worker” and “workplace” have been forever changed by the crisis over the past year and a half. With more jobs available than workers interested in filling them, it seems a growing percentage of the workforce has come to the same conclusion as the country singer, “It's enough to drive you crazy if you let it.” Now that all the past realities have been upturned, who will do the work, and how and where will it get done? Is this a period of Great Resignation or Great Opportunity? Expert speakers shared the latest in this constantly evolving conversation during a one-day online forum on Sept. 14, Future of Work (FOW21), part of IAOP’s Centers of Excellence (CoE) Series, presented with key sponsor, IBM.

What Employers Can Learn From the Past Labor Market in 2022 Professional Membership Required


Tackling the Talent Dearth - How to Navigate the New Reality Professional Membership Required

It’s not going away so how do you adjust to the persistent problem of not having enough talented workers to run your business? That’s the top issue facing organizations today, according to new research unveiled by Everest Group at OWS22.

PULSE: Outsourcing’s Role in Filling Talent Gap Featured in Fortune Special Section Public Article

IAOP CEO Debi Hamill talked about how organizations are using outsourcing to overcome the new challenges of hybrid work, skills gaps from rapid digitization and automation and the Great Resignation compounding an already dire global talent crisis.

PULSE: The Changing Face of COP Certification Public Article


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