Human Resources Development Plan
For Remote Sensing in Malaysia
Nik Nasruddin Mahmood*, Rejean Simard* * and Lee Choo Har*
*Malaysia Centre for Remote Sensing (MACRES)
Letter Box 208, CB 100, 5th Floor, City Square Centre
Jalan Tun Razak, 50400
E-mail : macres@macres.gov.my
** Canada Centre for Remote Sensing (CCRS), Malaysia Project Office
Letter Box 143, Lot T118G,3rd Floor, City Square Centre
Jalan Tun Razak, 50400 Kuala Lumpur, Malaysia
Fax: 603-2620098
E-mail : simard@xybase.com.my
Abstract
Under the Seventh Development Plan, Malaysia is embarking in a major capacity building programme with the main objectives of operationalizing remote sensing technology in the country. The entails the development of infrastructure such as a new Headquarters for the Malaysia Center for Remote Sensing (MACRES) and the establishment of a Satellite Ground Receiving Station, as well as the development of skilled and trained manpower.
This paper presents the strategy developed to support the human resources development (HRD) requirements for remote sensing in Malaysia. It includes the presentation of HRD plans currently implemented at MACRES as well as for its user agencies at national level. These plans address various HRD initiatives such as graduate study programmes, short and medium term training and technology transfer initiatives. It is envisaged that this strategy will contribute significantly to the national remote sensing development in Malaysia.
1.10 Introduction
The operationalization of remote sensing technology in Malaysia has been given very high priority under the seventh Development Plan. Major related activities concern the development of infrastructure such as a new Headquaters for MACRES and the establishment of a Satellite Ground Receiving Station at Temerloh located about 100 km form Kuala Lumpur. The development of skilled and trained manpower is also of high priority given the start of the operation of the new Headquaters and the Station in 1998/99.
There is also an urgent need for training the staff at MACRES and of its user agencies in the applications of remote sensing technologies. This is emphasized by the launch of major remote sensing application initiatives such as the National Resources and Environment Management (NAREM) programme which will establish a national database to support integrated development planning activities in Malaysia. Consequently training initiatives at all levels need to be harmonized to complement the structures and mechanism already in place through the National Remote Sensing Programme. The HRD strategy for remote sensing in Malaysia is considering a comprehensive manner the requirement for very specialized training of MACRES staff leading to more application-oriented training for its key user agencies. It will be implemented during the whole Seventh Malaysia Development Plan Period (1997-2001) and even beyond. The following sections present the major components of these two programmes as currently implemented.
2.0 Human resources development plan at MACRES
The development of the HRD plan began by analyzing MACRES's collective vision as to where it wants to be in the long term. All MACRES progammes and activities were studied in order to understand the current human resources situation. MACRES programmes are at this time very dynamic and divisional responsibilities (see Figure 1) are expected to be more structured as the new Headquaters and the Satellite Ground Receiving Station are completed and the new systems delivered. Hence, although analysis of training and technology transfer requirements needed to begin as soon as possible, it was recognized that their development would be a continuous process which would be refined as implementation progressed.
Figure 1. MACRES Organizational Chart
The overall objectives of the HRD plan is synchronized with and reinforce the objectives of MACRES, namely:
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to develop space remote sensing and related technologies, and
- to operationalized their applications for resources and environmental management, and strategic planning of the country.
Based on current organizational objectives and requirements, MACRES is focusing its human resources development in three priority areas:
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Strengthen internal management skills,
- build remote sensing R&D capabilities which meet Malaysia needs, and
- develop new skills needed for effective operation activities mainly in the use of upgraded data reception facility.
2.1 Training Programme
The training programme is organized into two components: Core training and Specialist training. The internal programme focuses on developing a core training capability in MACRES that is available to all technical staff and ensures that a common understanding of remote sensing and the functions of MACRES exists throughout the organization . In support to this international programme, MACRES is also developing Training Center with the capability to serve their own training needs and to provide training as a service to other agencies The external programme sends staff out to established Centers worldwide , on a rational basis, for specialized training.
2.1.1 Core training programme
Training topics for the core training programme are sub-divided into three groups: geomatics, communications and organization, and information technology. The information technology training is required to ensure that the staff can effectively use the latest information technologies being implemented in MACRES. The topics depends bon the shared computer systems and networks, and electronic office and communication tools that are staff are expected to use.
