Environmental training and strategic human resource development planning with reference to the Department of Wildlife and National Parks (DWNP), Peninsular Malaysia
This thesis attempts to explore and analyses environmental training (ET) in Malaysia, Singapore and the United Kingdom. It discusses the relationships of ET with environmental education, human resource development, learning, training and strategic planning. The main goal of the research was to assess which were the most commonly used ET protocols or 'best practices' that can be used and adapted in a variety of organisations. The research was based on a detailed literature survey and drew on the results from a postal questionnaire survey of 94 different organisations of varying size, age and having a variety of quality accreditations. The respondents were mostly from the 36-45 age group, males, first degree holders, specialised in business administration, middle managers and had spent 1-5 years in their organisation. A total of 28 variables were analysed using Chi-Square and Spearman Correlation and are discussed in the text. The 'best practices' of ET in organisations surveyed were identified as: those possessing environmental policies and training policies; conducting training needs assessments using a combination of methods such as discrepancy, democratic, diagnostic and analytic; including ET in their human resource development plan; delivering ET by external consultants and involving trainees in their environmental management system. In addition, these organisations delivered at least 1-5 ET courses per year, used in house courses and lectures, conducted ET evaluations and are committed to ET in the near future. From the 'best practices' identified by the research and face to face interviews with the staff of the Department of Wildlife and National Parks, Peninsular Malaysia, a SWOT analysis, Objective Oriented Project Planning and a Logical Framework (LOGFRAME) were used to formulate a strategic human resource development plan for the Department.