Mehta on the Map - Tracing the Human Side of HR

  The day started with a familiar buzz — participants arriving early, adjusting their ties, practicing their introductions under their breath. Today was an Assessment Development Center (ADC) we had designed carefully: role plays, interviews, case discussions, group tasks. On paper, everything looked perfect. As a Talent Management and OD Consultant at TV Rao Learning Systems, I’ve spent hours refining these exercises to measure competencies accurately. But today, as I sat observing a group task, I realized something — what mattered most wasn’t just what they did ; it was what they felt. One participant, quiet but steady, subtly led the discussion — offering space for others, keeping the group grounded. It wasn't dramatic. It wouldn’t scream from a scoresheet. But it was leadership, just quieter. Another struggled — not because he lacked ideas, but because he was too nervous to trust his own voice. The human side of ADCs often hides in these small, almost invisible moments: ...

  We talk a lot about feedback in HR—timely, specific, constructive. The frameworks are there, the models are robust, but sometimes we forget one essential truth: feedback is not a checklist. It’s a conversation. A moment of connection. The best feedback I’ve seen isn’t wrapped in corporate jargon. It’s simple, intentional, and deeply human. It comes from someone who genuinely wants the other person to grow—not just improve performance metrics. In consulting, I’ve sat across tables where feedback landed like a gift. And others where it felt like a blow. The difference? Empathy. Not the fluffy kind, but the kind that listens more than it speaks, and holds space for discomfort without rushing to fix it. As HR professionals, managers, or even peers—we have the chance to shift the tone. What if we approached feedback not as an obligation, but as an opportunity to understand the person a little better? Not every conversation will be perfect. But every one can be intentional. Let’s ...

  Not Just Roles—People: The Heart of HR In the world of HR, it's easy to get caught up in structures—roles, frameworks, competencies, dashboards. But every now and then, it helps to zoom out and ask: Who are we doing this for? That question brought me back to the human side of HR—the side we sometimes overlook while ticking boxes and drafting strategy decks. At the center of every competency model is a person. Someone with stories, aspirations, and quirks. A sales rep who lights up when talking to customers. A manager struggling to balance empathy with performance pressure. A new hire with dreams bigger than their job description. HR isn’t just about aligning talent with business; it’s about seeing people in their full complexity and potential. Competency mapping, assessments, 360-degree feedback—these are powerful tools. But they should never be used to label or limit. They’re meant to open doors, spark conversations, and guide people toward growth. On this map I’m drawing— ...

One year ago, I stepped into the world of talent consulting with curiosity and a bit of imposter syndrome. Today, I find myself immersed in conversations about competencies, assessments, and something much more human—the stories behind them. Mehta on the Map is my space to pause, reflect, and write about this journey. Here, I’ll share lessons I’m learning from the field—about feedback that transforms, about frameworks that reveal, and about people who surprise me with their potential every day. This isn’t just about HR—it’s about being human in the workplace . Whether you're an HR professional, a fellow consultant, or just someone curious about how organizations grow, I hope you find a little value in the thoughts I map here. Thanks for reading. Let’s trace this path together.