Deep Mody

being Emotionally street-smart An initiative to ‘ Give-Back ’ to society Offering free seminar at your place ; your office, community, social group, friends, family, relatives, neighbours, anyone… Gather a group of people and buzz me… I’ll be there… More details @: http://emotionallystreet-smart.blogspot.in/ Free e-book Download a free e-book, by clicking on below link, to read and share with the world. being Emotionally street-smart e-book Reach me: Drop me an E-Mail with subject including ‘ Emotionally street-smart ’. I will certainly revert at the earliest possible. deep.mody@gmail.com Warm personal regards, Deep Mody Helping Humans do what they do the best – Be Human

Human Communication and Technology Technology has made the world very small, brought everyone closer than ever before. We have seen and experienced amazing benefits of technology; however, we still have people (mainly from pre-internet revolution era) who do not find technology as a boon. Is it just their resistance to change or is there really something they know is left behind in technology’s race? Let’s find out… Technology has brought information sharing at very fast paced and easily available platform. Basically it is helping Human Beings communicate faster than before. Usually Quantity and Quality go inversely proportional as a general rule. So are we losing on quality of communication in rush of communicating fast? To answer this we need to understand what Communication is and further what does quality of communication mean. We understand that Human beings use their 5 senses to capture information which is stored as experience. More the input from each of the se

HR Interview This article revolves around understanding role of HR in selection process. Is it limited to short-listing of candidates as per ‘check-list’ of JD / Desired Candidate profile or there is more to it? Every activity executed by HR Department is crucial in its own capacity. When we try to understand role of HR in an organisation, an oversimplified version of explanation can be read as ‘HR has two major functions, get the right Resources to be a part of the Organisation and Second to ensure those Resources continue to be with the Organisation being highly productive at all times’. Activities like timely payroll, RnR, T&D, Employee Engagement, PMS, etc are all subsets of Second part. If we do the First part right later becomes much easier; i.e. if we get the right person IN with adequate skills, expertise, right attitude, right expectations, etc., keeping the employee motivated and productive with long association becomes much easier. In an attempt to unders

Policy Designing Before we attempt understanding Policies of an Organisation, it is essential to understand what an Organisation is. An Organisation is defined as ‘a group of people organized for some end or work’. While we refer to organized working, the guidelines defined are very crucial. Designing those Guidelines or say Policies of an organisation is similar to defining ‘Law’ to be followed. The Rules and processes laid down drive entire organisation’s functioning. Let us take an insight into what constitutes and contributes to ‘Policy Designing’ . Policies are mandatorily a part of each organisation and almost look similar. However, you would often come across certain organisations with astonishing policies that make you go ‘WOW’. If all the HR professionals study the same academic subjects, work under same Labour Laws applicable, there has to be something more that makes few organisations different from others. Rather than simply sharing my thoughts, we would

Spherical Feedback ‘Performance Enhancement’ is a term that has been researched since years. There are 3 major aspects to achieve ‘Desired’ level of performance from an individual; 1. The Base. 2. The Feedback. 3. The Grooming. ‘The Base’ is developed over the years and can be identified by IQ and EQ. Infact when it comes to team work, Emotional Intelligence holds more weightage; It is more crucial to be good with people than with numbers. This base defines skillsets acquired, knowledge gained & used by academics and experience; that eventually leads to certain level of performance and we take this level as our beginning point for ‘Enhancement’. ‘The Grooming’ is plan of action defined & executed (based on ‘The Feedback’) to achieve the desired level of skillset, expertise, knowledge, etc. required to deliver better performance or say ‘Enhanced’ performance. ‘The Feedback’ is what we would focus more on here. It is highly imperative part of the entire proces

Thinking Out Of The Box ‘Thinking Out Of The Box’ has always been the most admired approach to ‘Smartness’. ‘Out of the box’ ideas are considered to be exceptionally unique and unimagined by common crowd; it is something that comes only from few ‘Smarties’. Is it really so? Does ‘Thinking Out Of The Box’ really need some mysterious superpower in brain which only few are gifted with? Let’s find that out by a small experiment and Experiential Learning. I will discuss a scenario and ask you a question at the end of it. The only rule, you need to be honest to pen down your answer before you read ahead. You are in office, a hectic day. Your boss calls for an unplanned meeting which gets you late for an appointment with a client. After the meeting with short time at hand you rush to parking lot and speed away. While you’re half-way, your ‘Better Half’ calls you, who’s very upset about an argument you had in morning about attending Parents-Teachers meet