The world of work is changing faster than ever. As businesses race to adopt a digital-first approach, the real challenge isn’t just about keeping up—it’s about staying ahead. For Global Capability Centers (GCCs), this means more than just training employees for today’s needs; it’s about anticipating the skills of tomorrow and building a resilient, future-ready workforce. How do you create a talent ecosystem that thrives in the face of constant change? How can instructor-led learning pathways capture the imagination of budding leaders of tomorrow?

“The real challenge isn’t just keeping up with change—it’s about staying ahead. GCCs that prioritise continuous learning will lead the digital transformation, not just follow it.”  — Arun Prakash M, Founder & CEO of GUVI.

To address some of the pain points, a recent roundtable hosted by GUVI in collaboration with People Matters, titled “Nurturing the GCCs of Tomorrow: Building Talent and Shaping Futures with Personalised Programs.” Bringing together thought leaders and industry experts, the discussion explored how personalised learning programs are redefining workforce development and helping GCCs stay competitive in a rapidly evolving landscape.

Moderated by Alsaad Ishaq, Competency Development, Learning & Talent Transformation Leader at Honeywell, the session began with a provocative question: “How can we evolve training programs to not only meet today’s technological demands but also anticipate future workforce needs?” With Apoorv Johari, Head of GUVI for Corporates, setting the stage, the conversation highlighted why tailored talent development strategies are no longer optional—they are essential for success.

Customised learning as a solution to skill gaps

Skill gaps in areas like AI, data analytics, and automation pose significant challenges for GCCs striving to remain competitive in an innovation-driven economy. The discussion emphasised the importance of targeted, role-specific learning programs supported by IIT/IIM professors and industry experts that not only address immediate needs but also prepare employees for future roles.

Panelists highlighted that traditional, one-size-fits-all training programs no longer suffice in a world where technology evolves rapidly. Customised learning paths can enable employees to develop skills that are directly relevant to their roles, ensuring faster upskilling and higher productivity.

Another important point that was raised was these learning paths are emerging as a strategic tool for addressing critical skill gaps while positioning employees as valuable assets capable of driving high-impact initiatives. For GCCs, this translates into investing in adaptive learning platforms that align workforce development with overarching business objectives.

Hence, forward-thinking L&D leaders are increasingly leveraging ‘custom academies’ to craft personalised learning journeys that integrate employee growth with organisational goals. These academies, led by esteemed IIT/IIM professors and industry experts, go beyond skill-building to provide transformative learning experiences that set employees up for long-term success while advancing the organisation’s strategic vision.

Bridging personal growth and business goals with customised learning journeys

The instructor-led learning journeys have become critical in their ability to align individual employee goals with organisational priorities. One can imagine an employee’s excitement when they take part in a learning curated by for example a professor from IIT- Bombay, who can guide them on career growth as well help align to the business objectives of the organisation themselves.

The panellists emphasised that the customised learning programs need to mirror the agility of the business itself. Importantly, as the GCCs evolve, so too must the skills of the workforce. This idea reflects the growing need for talent development to be closely integrated with business objectives. Talent development should no longer be viewed as a separate entity; it should be a driving force that empowers employees to meet both current and future business demands.

The role of feedback and metrics in learning success

The panellists noted that feedback has emerged as a critical element in the success of personalised learning programs. Continuous feedback loops allow both employees and organisations to adapt learning strategies dynamically, ensuring they remain relevant and impactful.

GCCs can use human-centred metrics like employee satisfaction, skill retention, and business performance outcomes to assess the effectiveness of their programs. Regular feedback sessions with the experts can also empower employees to voice their concerns and aspirations, fostering a sense of ownership in their learning journey.

The path forward for GCCs to shape the future

Personalised learning is no longer a trend but a strategic necessity for GCCs to remain competitive in an increasingly complex business environment. To succeed, GCCs must address skill gaps in critical areas such as AI, data analytics, and automation through targeted training programs that prepare employees for evolving demands. Organisations must leverage the offerings of organisations like GUVI to develop ‘custom academies’ supported by IIT/IIM level experts. 

Future-ready GCCs are built on the foundation of continuous learning. Personalised programs don’t just fill skill gaps—they empower individuals to drive innovation," said Arun Prakash M, Founder & CEO of GUVI.

Personalised learning journeys must align with both individual aspirations and organisational goals, creating a symbiotic relationship that fosters growth. Ethical practices, particularly robust data governance frameworks, are critical to maintaining trust and ensuring compliance. Continuous feedback and human-centred metrics should be integrated into learning programs to refine their impact, while scalable solutions enabled by AI can help balance the need for personalisation across diverse workforces. Together, these strategies form a roadmap for GCCs to build future-ready, resilient talent ecosystems.

“Customised learning programs are the cornerstone of building resilient, future-ready GCCs,” concluded Apoorv Johari. “By fostering collaboration between employees, learning platforms, and leadership, GCCs can create ecosystems that empower their workforce while driving long-term success.”