GCCs in India do well when HR leaders focus on numbers that actually matter. With 1,900 GCCs
employing 1.9 million people and attrition sitting at 13–15%, simply tracking headcount is no
longer enough. Companies need to understand how skilled and adaptable their people really
are. That’s why smarter teams now track things like a talent skill index how many employees
are strong in AI, cybersecurity, or cloud and operational agility, which shows how quickly
teams can move to new projects. These metrics make it clear whether a GCC is truly driving
innovation or just adding people. For graduates, this means growth is based on skills, not just
time served, and for B2B leaders, it helps spot real value in a market heading toward $100
billion by 2030.
Traditional GCC HR views talent as headcount costs with high 13-15% attrition and 41%
skill gaps, shown in red downward arrows and empty skill meters over scattered India
maps highlighting reactive hiring traps
The right HR metrics turn talent into a measurable business advantage in India’s fastgrowing GCC ecosystem.
Employee engagement really matters, and it’s more than just filling out a survey once a year.
Companies now look at things like eNPS (how likely employees are to recommend their
workplace), whether top performers stay, and early signs of burnout. When these numbers are
strong, it means people feel valued and don’t want to leave, which saves companies the cost of
rehiring in a market where 41% of skills are still missing. Along with engagement, smart GCCs
focus on upskilling. They track how many employees are learning new skills, earning
certifications, or joining training programs.
This helps fresh graduates grow into future-ready
professionals. GCCs that do this well often see 15–20% salary growth for grads, while still
keeping attrition low by offering hybrid work, clear career paths, and supportive work cultures.
Business value metrics focus on what really moves the company forward. Instead of just
counting tasks, teams now track how deeply automation is used across daily work, how many
AI and digital tools employees actually adopt, and how happy clients and internal teams are
through NPS scores. These numbers show whether technology is creating real impact or just
sounding impressive.
HR innovation plays a big role in making this shift successful. Instead of long classroom
training, many GCCs now use short, hands-on learning sprints where employees build real
solutions using AI, automation, or cloud tools. HR metrics such as upskilling rates, certification
completion, and internal mobility help track how effective these programs are. Companies that
do this well reduce hiring costs and build stronger loyalty, especially when 13–15% attrition is
a common challenge across the industry.
Talent strategy is another area where the right metrics make a difference. Smart GCCs measure
how many employees are growing into higher-value roles instead of relying on external
vendors. Data shows that 78% of GCCs are investing in internal talent development, which
leads to better retention and faster delivery. For graduates, this means clearer career paths,
stable jobs, and 15–20% pay growth as they gain in-demand skills.