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Saturday, December 19, 2020

Training and Development

(Refer our High Quality Management Encyclopedia at: http://management-universe.blogspot.com/

Training and Development Function 

  • One of the most important functions in modern business and industrial organizations in the corporate sector 
  • It is not just HRM's responsibility, it is the responsibility of all the functional departments of an organization and also of the top and senior management
  • It should in fact be a strategic management intervention for a forward looking, growth oriented organization
  • It is an important motivator for present day professionals

Training 

  • Preparation
  • Teaching
  • Guidance
  • Education
  • Instruction

Development 

  • Training
  • Growth: progress, enhancement, expansion, maturity, improvement, enlargement

Purposes of Training and Development 

  • Competency/skill training and development of individual professionals to fill up the competency/skill gaps and to further improve the levels of proficiency.
  • Competency/skill training and development of professionals due to constantly changing business and industrial scenario and therefore, to match up with the requirements or demands of changes on the organizations
  • Preparing the human resources of the organization to exploit the existing and future business opportunities
  • Organizational development: when organization decides to use certain initiatives or interventions and wishes to train and develop a good number of people in the entire organization or the people in certain chosen departments or projects on those initiatives/interventions
  • Creating a learning organization culture
  • Preparing the organization to meet the needs of legal/statutory requirements

Process 

  • Training need identification (TNI), development need assessment (DNA) and organization development needs analysis: Inputs to these come from job analysis (job descriptions or position descriptions), performance appraisal system, SWOT analysis for the organization, management decisions on implementation of various initiatives/interventions
  • Deciding as to who will get what kind of training
  • Identifying the internal and external resource persons/organizations to conduct the training programs
  • Developing training modules with syllabus, duration, session plans, training materials etc
  • Deciding if the training will be in-house (internal) or open-house (external) or on-the-job
  • Deciding if the training will be given through extensive long or medium duration formal school/college courses, short duration intensive class/conference room seminars/workshops, training in simulated environment, coaching, mentoring, job rotation, task force deputation, e-training or web based training, outbound programs etc
  • Conducting the training with the assistance of internal and external experts and organizations
  • Training follow up for reaping maximum benefits from training
  • Assessing the effectiveness of training
  • Improving the training process wherever required based on training effectiveness assessment

Also refer: (Trainers’ Qualities) http://trainers-qualities.blogspot.com/, (Presentation Skills) http://presentation-effectiveness.blogspot.com/ 

Training Course/Training Module Design Model 

  • Training course/training module objectives.
  • Target audience.
  • Learning objectives.
  • Evaluation plan.
  • Current status.
  • Learning gaps.
  • Design options.
  • Budget analysis.
  • Detailed design.
  • Produce materials.
  • Test course/test module.
  • Revise design.
  • Revise materials.
  • Run course/module.
  • Evaluate outcome.
  • Celebrate success.

Training Methodologies 

  • Briefing
  • Lecture
  • Presentation
  • Demonstration
  • Discussion
  • Workshop
  • Case study
  • Individual exercise
  • Group exercise
  • Role play
  • Management game
  • Audio visual
  • T group or sensitivity training
  • Teleconferencing and distant learning
  • Computer based training (CBT)/Interactive learning modules
  • Peer group learning
  • Questions and answers
  • Home work
  • Learning diaries to be maintained by the participants

Training Aids 

  • LCD projector with laptop or PC (with necessary software)
  • Video films
  • Over head projector (OHP)
  • Slide projector and slides
  • White board with colored markers
  • Flip charts
  • Tape recorder
  • Samples/Facsimiles
  • Models/Mock-ups
  • Simulators

Evaluation of Effectiveness of a Particular Training Program/Training Module 

  • Objectives' and deliverables' fulfilment: The objectives and deliverables of the training program are decided before the training program is designed and developed. Accordingly, the course contents and training methodologies are decided. After the completion of the training program, the participant as well as the trainers/faculty members assess whether the objectives and deliverables as decided were met and to what extent. That gives the measure of effectiveness of training.
  • Pre-training and post-training test scores: The participants of the training program undertake well designed test(s) or quiz at the beginning of the training program and the same test(s) or quiz is administered to the participants at the end of the training program. The improvement in the knowledge/skill levels of the participants is statistically measured giving the extent of impact of the training.
  • Examination: The participants are made to appear for a formal full length examination after attending the training program. The participants are allotted the marks and based on them, their proficiency levels are determined. The effectiveness of training is determined by the proficiency levels attained by the participants.
  • Feedback from the participants: Participants of the training program fill up a well designed questionnaire giving their impressions/feedback of the program. These responses are collated and analysed to examine the effectiveness of training- quantitatively and qualitatively.
  • Oral feedback by participants at the valediction of training program: The valediction of the training program is attended by a few relevant senior managers (including also from HR) and they listen to the participants' learning points. Each participant is allowed a chance to speak as to what did he specifically learnt from the training program. This gives a qualitative assessment of the impact of training on the participants.
  • Projects: Based on the learning in the training programs, the participants are asked to choose a few real life projects that they should complete within a specified time frame. HR department and the participant's manager keep a close follow up on the progress of the projects. The participants are asked to make interim and final presentations at the completion of the projects. The learning points from the training are implemented in working on the projects.
  • Behavioral improvement: Effectiveness of the training is also assessed by finding out it's impact on the participants' on-the-job behavior. The extent of improvement in the participants' knowledge and skill levels as seen from their day to day work accomplishments is observed qualitatively and quantitatively. This should be done by the participants' managers and also by HR department.

Evaluation of Training Function of an Organization 

A sample questionnaire is suggested here to assess the effectiveness of training function of an organization. Line managers as well as HR personnel of the organization can give their feedback against each point mentioned in the questionnaire. Mean of all the scores from all the respondents can then be calculated to arrive at the score for the organization. 

Choose any one of the five responses against each of the questions given below: 

1. Not at all. 2. Little bit. 3. Somewhat. 4. Great degree. 5. Absolutely. 

  • Is induction training given its due importance?
  • Is induction training well-planned?
  • Is induction training of sufficient duration?
  • Does induction training provide an excellent opportunity for new entrants to learn comprehensively about the organization?
  • Are norms and values of the organization clearly explained to new employees during induction?
  • Does senior management take interest and spend time with new employees during induction training?
  • Do new recruits find induction program useful in the organization?
  • Is induction training periodically evaluated and improved?
  • Are employees helped to acquire technical knowledge and skills through training?
  • Is there adequate emphasis on developing managerial capabilities of the managerial staff through training?
  • Are soft competencies and human relations competencies adequately developed in the organization through training in those competencies?
  • Is training of workers given adequate importance in the organization?
  • Are employees deputed for training programs on the basis of carefully identified developmental needs?
  • Do the persons sponsored for training programs take the training seriously?
  • Do the employees participate in determining their own training needs?
  • Do the employees sponsored for training go with a clear understanding of skills/competencies and knowledge they are expected to acquire from the training?
  • Does HR department conduct briefing and debriefing sessions for employees sponsored for training?
  • Are in-company (in-house) training programs handled by competent internal and external faculty?
  • Is quality of in-company programs of organization excellent?
  • Are senior line managers eager to help their juniors develop through training?
  • Are employees returning from training given adequate free time to reflect and plan improvements in the organization?
  • Do line managers provide the right kind of climate to implement new ideas and methods acquired by their juniors during training?
  • Do line managers utilize and benefit from the training programs?
  • Are external training programs carefully chosen after collecting enough information about their quality and suitability?
  • Is there is a well designed and widely shared training policy in the company?
Books Suggested for Your Professional/Personal Library (All the titles as paperbacks and eBooks available online from Amazon)

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)
2. Sensitive Stories of Corporate World (Management Case Studies)
3. Sensitive Stories of Corporate World (Management Case Studies) (volume 2)
4. Classic Management Games, Exercises, Energizers and Icebreakers
5. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
6. Classic Team Building Games, Exercises, Energizers and Icebreakers
7. 101 Classic Management Games, Exercises, Energizers and Icebreakers
8. 101 Classic Management Games, Exercises, Energizers and Icebreakers
9. Stress? No Way!! (Handbook on Stress Management)
10. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)
11. Competency Management (Competency Matrix and Competencies)
12. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)
13. Essentials of Work Study (Method Study and Work Measurement)
14. Essentials of Time Management (Taking Control of Your Life)
15. Essentials of 5S Housekeeping
16. Essentials of Quality Circles
17. Essentials of Goal Setting
18. Essentials of Anger Management
19. Essentials of Assertive Behavior
20. Essentials of Performance Management & Performance Appraisal
21. Essentials of Effective Communication
22. Health Essentials (Health Is Wealth)
23. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

24. The Peace Crusaders (Novel: thriller, mystery, adventure)
25. Love Knows No Bounds (Novel: a refreshingly different love story that discusses an important and topical societal issue. Also available with the title “Good People”)
26. The New World Order (Novel: socioeconomic, thriller, mystery, adventure)
27. Funny (and Not So Funny) Short Stories
28. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)
29. My Father (Biography)
30. Travelogue: Scandinavia, Russia
31. Travelogue: Europe
32. Travelogue: Central Europe
33. Travelogue: Egypt (Mysteries of Egypt)
34. सीमाओं के परे: (एक अलग प्रेम कहानी) (Novel in Hindi)
35. अमन के सिपाही (Novel in Hindi)
36. अभिजात प्रेम (एक वेगळी प्रेम कथा) (Novel in Marathi)

 

Talent Management

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/

Meaning of Talent

  • Ability, aptitude, bent, capacity, endowment, faculty, flair, forte, genius, gift, knack.
  • Unusual natural ability to do something well that can be developed by training.
  • Person or people with an exceptional ability.

Talent or Human Capital of an Organization

The pool of people with talent as described under the title "meaning of talent" is the talent or human capital of any organization.

Why Talent/Human Capital management?

  • Organizations all over the world have realized that the success of their businesses largely depend upon the talents of people.
  • These are those talents or talented people who possesses the talents as required by a particular organization or those people who have shown promise to acquire the talents needed by an organization and sharpen them further.
  • Therefore, the organizations should manage thees talents well.
  • They must devise effective plans and processes to identify their talent needs, locate the talents, attract the talents to work for their organizations, help the selected people to enhance/upgrade their talents and to obtain their association to work for the organizations for longer terms.

Functions of Talent Management

In order to achieve the above mentioned objectives, various functions that an organization should institute (through HRM and other departments) are given below:

  • Talent need analysis
  • Locating the talent resources/sources
  • Attracting talents towards the organization
  • Recruiting/appointing the talents (in house or outsourced)
  • Managing competitive salaries/professional fees
  • Training and development of talent pool
  • Performance evaluation of talent
  • Career and growth planning
  • Retention management

It will be a good idea also to refer: http://human-resource-planning.blogspot.com/ (Human Resource Planning)http://human-capital-architecture.blogspot.com/ (Human Capital Architecture), http://recruitment-selection.blogspot.com/ (Recruitment and Selection), http://competency-matrix.blogspot.com/ (Competency Matrix), http://performance-appraisal-management.blogspot.com/ (Performance Management and Appraisal), http://training-function.blogspot.com/ (Training and Development)

Competency Matrix and Talent Management

  • The talent identification for an organization can best be done by way of defining competency matrix for the organization. Identification of competencies/skills and their proficiency levels required by the organization in various processes, functions and hierarchical positions should be identified by developing an appropriate competency matrix for the organization.
  • The same matrix will be later used by the organization for performance management/evaluation, training and development, career growth, retention etc.

It will be a good idea to refer: http://competency-matrix.blogspot.com/ (Competency Matrix). You may also like to read: http://knol.google.com/k/shyam-bhatawdekar/competency-matrix/6txz9nck6g3/4# (Life Management: Competencies) or http://shyam-bhatawdekar.blogspot.com/ (Life Management: Competencies).

Classification of People on the Basis of Proficiency and Use/Appropriateness of Talents

  • Fast trackers
  • Averages
  • Misfits

Therefore, Definition of Talent Management

Talent management or human capital management is a set of business practices that manage the planning, acquisition, development, retention and growth of talent in order to achieve business goals with optimized overall performance.

HRM's Role in Talent Management

  • Execution of strategy for talent management.
  • Acting as talent management process owner.
  • Giving creative suggestions to the organization for continual improvement of talent management function.
  • Acting as business manager/line manager for talent management programs.

Advantages of Effective Talent Management

  • Competency gap between required competencies by the organization and available competencies reduces significantly.
  • Organization's effectiveness and efficiency can improve continuously.
  • Helps in achieving the business goals with superior performance.
  • Improves organization's overall culture and work climate.
  • People are more satisfied.
  • Retention of talent improves. People turnover goes down.
  • Better overall growth of people associated with the organization.

Talent Motivation and Retention

  • Create a professional merit based environment.
  • Provide challenging projects.
  • Environment of excellence.
  • Optimize use of talent.
  • Freedom to work.
  • Dignity and respect in relationships.
  • Effective motivational packages.
  • Open communication and transparency.
  • Learning and growth opportunities.
Books Suggested for Your Professional/Personal Library (All the titles as paperbacks and eBooks available online from Amazon)

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)
2. Sensitive Stories of Corporate World (Management Case Studies)
3. Sensitive Stories of Corporate World (Management Case Studies) (volume 2)
4. Classic Management Games, Exercises, Energizers and Icebreakers
5. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
6. Classic Team Building Games, Exercises, Energizers and Icebreakers
7. 101 Classic Management Games, Exercises, Energizers and Icebreakers
8. 101 Classic Management Games, Exercises, Energizers and Icebreakers
9. Stress? No Way!! (Handbook on Stress Management)
10. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)
11. Competency Management (Competency Matrix and Competencies)
12. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)
13. Essentials of Work Study (Method Study and Work Measurement)
14. Essentials of Time Management (Taking Control of Your Life)
15. Essentials of 5S Housekeeping
16. Essentials of Quality Circles
17. Essentials of Goal Setting
18. Essentials of Anger Management
19. Essentials of Assertive Behavior
20. Essentials of Performance Management & Performance Appraisal
21. Essentials of Effective Communication
22. Health Essentials (Health Is Wealth)
23. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

24. The Peace Crusaders (Novel: thriller, mystery, adventure)
25. Love Knows No Bounds (Novel: a refreshingly different love story that discusses an important and topical societal issue. Also available with the title “Good People”)
26. The New World Order (Novel: socioeconomic, thriller, mystery, adventure)
27. Funny (and Not So Funny) Short Stories
28. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)
29. My Father (Biography)
30. Travelogue: Scandinavia, Russia
31. Travelogue: Europe
32. Travelogue: Central Europe
33. Travelogue: Egypt (Mysteries of Egypt)
34. सीमाओं के परे: (एक अलग प्रेम कहानी) (Novel in Hindi)
35. अमन के सिपाही (Novel in Hindi)
36. अभिजात प्रेम (एक वेगळी प्रेम कथा) (Novel in Marathi)

 

HRM Function: Recruitment and Selection

Purpose

  • To attract the persons with required competencies and skills
  • To select the appropriate persons and plan/facilitate their joining the organization

Steps

  • Identify and decide the job/position vacancies (given out by the human resources planning or manpower planning process)
  • Communicate these requirements of human resources to the external environment as well as to the internal environment of the organization
  • Make sure to elicit right kind of adequate responses to these requirements
  • Find out the best fit persons for the positions/jobs from among the responses
  • Work out the job offers and make job offers to the best fit persons and ensure that they accept the offers
  • Plan out and facilitate joining of the selected persons in the organization

Methods

Recruitment

  • Campuses of schools/colleges/institutions/universities
  • Posting the vacancies with complete job/position descriptions on company's web site
  • Announcing/advertising in newspapers, business magazines
  • Associating with recruiting or placement agents to get the right kind of candidates for the requirements
  • Internal communication within the company about the vacancies with complete job/position description
  • Employee referrals
  • Walk-ins

Selection

  • Collecting biodata/CVs/resumes
  • Screening these against the job/position requirements and shortlisting
  • Tests and group discussions (various types as required)
  • Interviews (telephonic, video conferencing, personal meetings)
  • Background checks of selected candidates and other validations like medical fitness etc
  • Work out the details of job offers: salary and other associated details
  • Make job offers
  • Plan and facilitate joining of selected persons

Effectiveness of Recruitment and Selection Functions

  • Lead time of positioning the people in the organization
  • Cost of recruitment and selection
  • Quality of selected persons
  • Percentage of persons joined against those offered
  • Employee turn over rate

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/)

Books Suggested for Your Professional/Personal Library (All the titles as paperbacks and eBooks available online from Amazon)

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)
2. Sensitive Stories of Corporate World (Management Case Studies)
3. Sensitive Stories of Corporate World (Management Case Studies) (volume 2)
4. Classic Management Games, Exercises, Energizers and Icebreakers
5. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
6. Classic Team Building Games, Exercises, Energizers and Icebreakers
7. 101 Classic Management Games, Exercises, Energizers and Icebreakers
8. 101 Classic Management Games, Exercises, Energizers and Icebreakers
9. Stress? No Way!! (Handbook on Stress Management)
10. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)
11. Competency Management (Competency Matrix and Competencies)
12. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)
13. Essentials of Work Study (Method Study and Work Measurement)
14. Essentials of Time Management (Taking Control of Your Life)
15. Essentials of 5S Housekeeping
16. Essentials of Quality Circles
17. Essentials of Goal Setting
18. Essentials of Anger Management
19. Essentials of Assertive Behavior
20. Essentials of Performance Management & Performance Appraisal
21. Essentials of Effective Communication
22. Health Essentials (Health Is Wealth)
23. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

24. The Peace Crusaders (Novel: thriller, mystery, adventure)
25. Love Knows No Bounds (Novel: a refreshingly different love story that discusses an important and topical societal issue. Also available with the title “Good People”)
26. The New World Order (Novel: socioeconomic, thriller, mystery, adventure)
27. Funny (and Not So Funny) Short Stories
28. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)
29. My Father (Biography)
30. Travelogue: Scandinavia, Russia
31. Travelogue: Europe
32. Travelogue: Central Europe
33. Travelogue: Egypt (Mysteries of Egypt)
34. सीमाओं के परे: (एक अलग प्रेम कहानी) (Novel in Hindi)
35. अमन के सिपाही (Novel in Hindi)
36. अभिजात प्रेम (एक वेगळी प्रेम कथा) (Novel in Marathi)

Human Capital Architecture

(Refer our High Quality Management Encyclopedia “Management Universe” at: http://management-universe.blogspot.com/

Introduction
  • Human resources are human capital.
  • Characteristics of human capital required for an organization will depend upon it's business strategies.
  • Organizations adopting different business strategies will have different human capital needs.

Architecture

Therefore, one should conceptualize a suitable human resource architecture for an organization. One framework for analyzing different types of human capital required for the organization and the HR systems that generate this human capital is known as human capital architecture.

This human resource architecture is based on the thinking that human capital varies along two factors:

  • Uniqueness of skills: whether the skills are general types or specific to the organization.
  • Strategic value of the skills to the organization.

Based on the extent of these two factors i.e. the extent of uniqueness and strategic value of the skills requirements, the human capital architecture for an organization will be decided and accordingly, the employment modes of human capital will be selected.

Mapping an Organization's Human Capital Architecture

Following four employment modes will be resorted to create the human capital architecture:

  • Work requiring skills that are low in uniqueness (they are general types) and are of low strategic value to the organization could be contracted outside the organization (outsourced/subcontracted).
  • For work requiring skills that are high on uniqueness and are of low strategic value to the organization, looking out for right kind of partnerships or alliances is necessary. Here the relationships of the partners/alliances to the organization's in-house employees (whose skills are unique and are of strategic value to the organization) are vital.
  • Transactional work requiring skills that are low in uniqueness but are of high strategic value to the organization will need in-house employed persons.
  • Knowledge based work requiring skills that are high on uniqueness and also are highly strategic to the organization will also be done by the in-house employed persons.

Based on such mapping, the decisions to carry out the work within or outside the organization will be decided and accordingly, HRM strategies to build up the human capital will be worked out which in turn will guide the HR practices to be followed.

Build or Buy Approaches

With the above-mentioned discussion, an organization can start seeing as to:

  • What and how much human capital to build within (in-house employment) and
  • What and how much human capital to buy from outside (outsource/subcontract)

The in-house employment may promote more commitment, pride, quality and security. The outsourcing may result in less supervision, minimum contracted quality and low overall costs.

Books Suggested for Your Professional/Personal Library (All the titles as paperbacks and eBooks available online from Amazon)

Books Authored by Shyam Bhatawdekar and Dr Kalpana Bhatawdekar (eBooks and printed books available online from  Amazon)

Management, Business, Self-help & Personality Development Books

1. HSoftware (Human Software) (The Only Key to Higher Effectiveness)
2. Sensitive Stories of Corporate World (Management Case Studies)
3. Sensitive Stories of Corporate World (Management Case Studies) (volume 2)
4. Classic Management Games, Exercises, Energizers and Icebreakers
5. Classic Management Games, Exercises, Energizers and Icebreakers (Volume 2)
6. Classic Team Building Games, Exercises, Energizers and Icebreakers
7. 101 Classic Management Games, Exercises, Energizers and Icebreakers
8. 101 Classic Management Games, Exercises, Energizers and Icebreakers
9. Stress? No Way!! (Handbook on Stress Management)
10. HSoftware (Shyam Bhatawdekar’s Effectiveness Model)
11. Competency Management (Competency Matrix and Competencies)
12. Soft Skills You Can’t Do Without (Goal Setting, Time Management, Assertiveness and Anger Management)
13. Essentials of Work Study (Method Study and Work Measurement)
14. Essentials of Time Management (Taking Control of Your Life)
15. Essentials of 5S Housekeeping
16. Essentials of Quality Circles
17. Essentials of Goal Setting
18. Essentials of Anger Management
19. Essentials of Assertive Behavior
20. Essentials of Performance Management & Performance Appraisal
21. Essentials of Effective Communication
22. Health Essentials (Health Is Wealth)
23. The Romance of Intimacy (How to Enhance Intimacy in a Relationship?)

Novels, Stories, Biographies and Travelogues

24. The Peace Crusaders (Novel: thriller, mystery, adventure)
25. Love Knows No Bounds (Novel: a refreshingly different love story that discusses an important and topical societal issue. Also available with the title “Good People”)
26. The New World Order (Novel: socioeconomic, thriller, mystery, adventure)
27. Funny (and Not So Funny) Short Stories
28. Stories Children Will Love (Volume 1: Bhanu-Shanu-Kaju-Biju and Dholu Ram Gadbad Singh)
29. My Father (Biography)
30. Travelogue: Scandinavia, Russia
31. Travelogue: Europe
32. Travelogue: Central Europe
33. Travelogue: Egypt (Mysteries of Egypt)
34. सीमाओं के परे: (एक अलग प्रेम कहानी) (Novel in Hindi)
35. अमन के सिपाही (Novel in Hindi)
36. अभिजात प्रेम (एक वेगळी प्रेम कथा) (Novel in Marathi)