How Indian GCCs Help With Talent Retention Among High Attrition Rates in 2025?

In 2025, JPMorgan Chase, the largest bank in the US, has announced that employees working on hybrid models must return to office for a five day work week. The main reason is that as per the opinion of the upper management, remote work is ineffective. Any petition for continued work from home has been dismissed. Employees unhappy with this policy were asked to leave without a second thought.

Situations like these often erode trust and cohesion in the workforce and impact the overall brand image and operations. In Indian GCCs, however, parent organizations never have to face these since they have great employee management policies in place. Strict monitoring and control helps avoid gaps in workflow which, otherwise, would lead to inefficiencies. Further, they also conduct upskilling programs like AI-focused training that help employees to stay relevant and equipped in an era of roles going redundant.

GCCs are offering 15-25%  pay raises than IT companies in 2025 which is a part of their long-term talent building strategy. Freshers are also able to land 15-20% higher salaries for specific AI/ML-related roles. Overall, this increment in salary is an accurate reflection of their value in the global market and thus a fabulous way for GCCs  to attract talent and retain them over the years. People today are more inclined towards a growing career and compensation and thus moving from traditional IT companies to global capability centers.

GCCs in India is an ever-growing industry and has employed 1.9 million individuals as of FY2024. In the coming years too, they are up for substantial job creation. For instance, a18-20% surge in employment is expected in 2025 with 3,80,000 open positions. Altogether, there are fewer or no chances of laying off employees. Further, GCCs adopt a highly-tailored and multi-generational approach which is extremely necessary since IT companies, in particular, are slowing down fresher recruitments.

Indian GCCs on the other hand target both experienced and entry-level professionals for their operations. In fact, they also repurpose their employees to avoid cutting down on the workforce causing process disturbances.

More than just talent retention, global capability centers have transformed themselves into hubs of excellence performing better than conventional offshore development centers. They offer operations at 60% lower costs and can be set up within as less as 90 days with zero Capex with the Company Owned Partner Operated (COPO) model invented by Inductus. 

Further, India’s strong GCC policies and programs are powering  flawless operations across these centers. For instance

• • Skill India: This is a campaign by the Indian Prime Minister that aims to train 400 million individuals, especially the underprivileged ones,  in multiple skills to supply talent to GCCs.  
  • Data Protection: The Digital Personal Data Protection Act (2023) aligns with global standards which lowers the risks of breaches and attacks on confidential data. 
  • Digital India: Robust investments in digital literacy and smart cities is one of the top reasons that make India a global leader in GCCs. 
  • IT Parks and SEZ: Several of these are located in clusters in Bengaluru, Hyderabad, and Pune which significantly improves the GCC landscape. 
  • Central & State Initiatives: Patent fees for innovations and grants are being given to several Indian states including Kerala and Telangana which drive GCC research and development ahead.
  • Tax Reforms: Corporate taxes are reduced to 22% (15% for new entities) along with reduction in input tax credits under GCCs.

Altogether, India has evolved into a prime destination to set up GCCs allowing companies to stay competitive in a rapidly evolving business landscape and drive operational excellence.