The rise of Global Business Services

GBS is grouping a company’s support functions, such as Finance, Procurement, IT and Human Resources (HR) into a cross-functional structure. GBS comes in many shapes, sizes, and flavours: with regional or global centres, combining onshore, nearshore, and offshore services with multiple types of sourcing – in-house and outsourced. Because of the cross-fertilization it provides in terms of organisation, optimisation, knowledge, and resources, GBS ensures higher value for the business at lower costs. It is, in fact, the next big step in the evolution of Shared Service Centres and Business Process Outsourcing.

Recent years have made organisations even more wary of the need to improve services and employee or user experience, to enhance productivity and to accelerate business insights via GBS. In this article, we share a selection of these developments: six trends in GBS.

Trend 1: Cross-functional Optimisation

In a support function, it is tempting to only optimise within the silo and stop at the points where a process is handed over to another department. The focus of that function is then on its own added value and its own operational improvements. However, because GBS works across functions, we are now witnessing a structural shift in thinking towards end-to-end processes and journeys. As a result, organisations are cashing in on opportunities that were previously missed. For example, where an HR SSC was successful in reducing costs for the HR administration and payroll input only, in a GBS environment there is room to build a broader business case with IT and Finance to improve the processes end-to-end for the benefit of the company as a whole.

By agreeing on a joint GBS roadmap across functions, plans and investments are made based on wider business objectives. This is an accelerator for the company’s supporting functions. True end-to-end process improvements require a broader view on developing ideas and implementing solutions rather than just looking within a silo. And that is precisely what GBS is about: spotting, analysing, and exploiting these collective opportunities for the organisation.

Trend 2: Deploying Intelligent Automation

Cloud solutions have brought a lot to the world of shared services and business process automation. However, organisations find that the many tools available make it more difficult to keep things simple and make processes transparent. GBS gives direction and accelerates automation by integrally designing smart processes. Under central governance, strategic priorities are translated into an automation roadmap. This prevents an organisation from having increasingly fragmented processes and tools. The most commonly deployed automation technologies are system integrations, workflows, digital forms and approvals/e-signatures, robotic process automation (for repetitive tasks) and digital document management (including storage and retention). GBS is also committed to developing a digital corporate culture, as well as how employees collaborate within the organisation. Based on the broader organisational strategy, GBS is able to make better long-term investment decisions. This means that the chosen technology or automation solutions can yield a higher ‘return on investment’ and achieve greater organisational buy-in.

Trend 3: Higher Productivity, Lower Costs

In the past decade, companies improved productivity by centralising services into an SSC or outsourcing to a BPO partner. In parallel, work was transferred to low-cost countries in Eastern Europe or Asia. Savings were achieved because of centralisation and lower labour costs. Organisations moving from an SSC or BPO model to a GBS model find that, even before making this transition, their costs are already low. Yet the added value of having an organisational GBS strategy goes beyond centralisation and labour arbitrage. With a focus on the broader business objectives, GBS is able to contribute to the organisation’s productivity and cost savings at another level – bringing the already-present drive for efficiency of SSC and BPO models to the level of company added value. A key reason for this is the broader perspective of GBS – by looking across the supporting functions, it helps uncover sources of inefficiency that were previously hidden. As a result, process improvements done within a GBS organisation have the potential to achieve even higher productivity and lower costs.

Trend 4: Virtual Teams 'In the Mix'

The Covid-19 pandemic has taught us that, wherever the nature of the work allows, working in virtual teams is an excellent alternative to working in one location. With the accelerated development of online collaboration tools, virtual collaboration is here to stay. For the development of GBS, this is a huge opportunity. In the perfect mix of onshore, nearshore, and offshore services, virtual teams are going to contribute to the expansion of capabilities and the continuity of service delivery. But above all, it means that location no longer needs to be a limiting factor in recruiting the best talent for GBS.

Trend 5: Data Insights to the Next Level

Another great part of the added value GBS provides is owed to the collection and analysis of digital data. GBS is strengthening the organisation’s access to digital data, because the GBS data team collects data needed by the company. The speed of almost real-time insights, reports, and dashboards from raw data offers great business value for the company, enabling leadership to make more accurate and proactive business decisions. Furthermore, by bringing together the competence of the different supporting functions comprised under GBS, digital capabilities are jointly developed. As such, the development of data tools and analytics skills is gaining increasingly more power in the GBS setting.

Trend 6: Professionalised Governance and Decision-making

With a GBS model, organisations are building a true governance organisation in which analysis, partner selection and service delivery decisions are brought together. In a developed GBS organisation, the GBS governance team is of a senior level so that influence can be exercised to all stakeholders. This means an immense strengthening of internal competence with respect to alignment on business needs, the building of sourcing strategies and executing these strategies. In addition, methodologies for transitions, change and communication across the organisation are standardised and professionalised.
GBS ensures better decision-making and service delivery management for supporting functions such as Finance, IT and HR, through the continuous alignment of initiatives with the strategic objectives of the organisation. An improvement especially when compared to a situation in which each function was doing their own thing.

How can these trends impact your organisation?

The described trends indicate that GBS as part of the HR operating model goes beyond the traditional SSC or BPO models. Its distinctiveness lies in a few key advantages:
• organisational objectives that drive the GBS strategy across functions, countries, and business units
• professionalised governance for better decision-making, change and performance management
• end-to-end and cross-functional process optimisation
• organisation-wide data management, analysis, and insights
• smart investments for automation
• having the scale to find the optimal mix of in-house centres and external providers and of onshore, nearshore, and offshore locations including virtual teams.
GBS delivers added value to the business from the organisation-wide service portfolio. Improved models will emerge, as well as versions of these models, to which virtual teams will greatly contribute. With further digitalisation, automation and the use of new technologies (such as artificial intelligence) on the horizon, GBS as an operating model is far from being fully developed but holds great promise for the future.

What Quintop can do for you

Quintop helps organisations with the decision making and realisation of a GBS solution: from leading the implementation programme to managing the people impact. Our approach is built on our experience in GBS implementations across the globe. We apply our in-depth knowledge via the three pillars of organisational change: People, Processes, and Systems. This translates into:
1. People: Specific attention to all people-related topics such as restructuring and change management activities.
2. Processes: A structured approach to building the GBS Service Delivery model. Defining what should be done onshore, nearshore or offshore and implementing the optimal mix of internal service centres and outsourcing.
3. Systems: Leveraging our experience in digital transformations so that your systems can optimally support the service levels you strive for.

Because no organisation strategy is the same, it also means that the GBS strategy is never ‘one size fits all’. The final plan, approach and transition methodology are always customised for and with our clients.

Contact us to find out how we can make your organisation more successfull by delivering HR Transformation with passion, quality and a hands-on mentality

The HR Operating Model needs to be grounded in the business outcomes that HR must drive for the specific company and should, therefore, be built upon:

1) What outcomes HR is committed to delivering
2) Who delivers the outcomes
3) How outcomes are delivered

The way that HR can meet this strategic importance was first presented in the ‘Ulrich HR Operating Model’ from the year 1997. Ulrich stated that HR needs to focus on both future strategic opportunities and day-to-day operations, while differentiating between people and process driven HR activities. Over the years, most large companies have implemented the HR Business Partner, HR Center of Expertise and HR Shared Service Center role in their company. And although the Ulrich model still dominates, let us have a look at what other HR Operating Models are worth considering.

In the first, more traditionally shaped, HR Operating Model we have elevated the Ulrich model to this decade, adding the Line Manager into the equation. This is the era where cloud tooling and self-service drive the key role that managers play in today’s HR outcomes and employee experience and should therefore be part of the model to show who delivers what HR outcomes to the company.

In the second, more agile, HR Operating Model the HR function is organized around required roles and changes, supporting the goals of the organization at a specific moment in time. There are roles with a strong business connection, roles with a focus on centralized services or expertise. But at the same time teams will be formed topic based or project based, working on continuous improvement or delivering the project objectives in an agile way.

At Quintop HR consultants we know that no two companies are the same and no two HR functions will be identical. We advise companies to design their best ‘fit-for-purpose’ target operating model and help to build and implement in the well-known Quintop way.

“Quintop makes people and organizations more successful by delivering HR Transformation with passion, quality and a hands-on mentality”