|The International Institute For Sustainable Development (IISD)||International Tropical Timber Organisation (ITTO)||Ramsar Convention on Wetlands||Asean Social Forestry Network|
|Food And Agricultural Organization Of The United Nation||World Forest Institute||The World Conservation Union (IUCN)||International Institute of Tropical Forestry (IITF)|
|CITES||UN/ECE Timber Committee|
The Forestry Department Peninsular Malaysia is responsible for the management, planning, protection and development of the Permanent Reserved Forests (PRF) in accordance with the National Forestry Policy (NFP) 1992 and the National Forestry Act (NFA) 1984.
Forestry Department Headquarters
The Forestry Department Headquarters is responsible for the formulation of forestry policies, providing technical advice and assistance to the State Forestry Departments with regard to forestplanning, management and development, forest harvesting and wood-based industries, forest operational studies as well as training and human resource development. The Forestry Department Headquarters has two (2) Deputy Director-Generals namely the Deputy Director-General (Policy and Planning) and Deputy Director-General (Operations and Technical), each responsible for six (6) divisions respectively. In addition, a Unit and another Division are directly accountable to the Director-General of Forestry.
Policy And Planning Sector
The Deputy Director-General of Forestry (Policy and Planning) is responsible for forest planning and economics, forest resource management, silviculture and forest biological conservation, forest eco-park and state forest park development, international forestry affairs as well as forest plantation and protection.
Operations And Technical Sector
The Deputy Director-General of Forestry (Operations and Technical) is responsible for administration and finance, forest engineering, technical and wood industry, forest enforcement, forestry training and human resource development as well as information technology systems development.
State Forestry Department
The State Forestry Department is responsible for the administration and regulation of forest harvesting, forest revenue collection and development of the state forest resources. The Department also plans and coordinates the development of wood-based industries. The State Forestry Department is divided into Forest Operations and Forest Development Divisions and supported by District Forest Offices.
Forest Operations Division
Responsible for administration, forest law enforcement, forest revenue collection as well as to coordinate and maintain liaison with the Forestry Department Headquarters, other state departments and agencies.
Forest Development Division
Responsible for planning, implementing and monitoring of forest management and development activities, including biodiversity conservation, ecotourism development and forest rehabilitation as well as the preparation and implementation of the State Forest Management Plan.
District Forest Office
Responsible for administration, controlling forest harvesting, forest revenue collection and forest law enforcement. The office is also responsible for implementing forest management and development activities including the management of forest eco-park and state forest park.
National Forestry Council has approved the National Forest Policy in 1977 and has been certified by the National Land Council in 1978. This policy was amended in November, 1992 to address issues raised by the international community on the importance of biodiversity conservation and utilization of genetic resources and the role of local communities on the development of genetic resources and the role of local communities on forest development. Acceptance of this country's forestry policy will strengthen the relationship and cooperation between the Federal and State governments in the development of the forestry sector. The important aspects outlined in the National Forest Policy are:
a. PROTECTION FORESTS to ensure the stability of the country's climatic and physical conditions, the control of water resources, soil fertility, environmental quality, biodiversity conservation and reduce flood damage and erosion to rivers and agricultural land.
b. WORK FORESTS for the continued supply of forest products, at reasonable rates in the economy of the country to the needs of agriculture, domestic, industrial and export.
c. AMENITY FORESTS to maintain a sufficient area as a recreational, eco-tourism and to increase public awareness about the forest.
d. RESEARCH AND EDUCATION FORESTS for research, education and preservation of biological diversity.
Public Service Counselling Associates (AKRAB) is a specific name for officers and staff appointed as AKRAB members upon completion of the Basic Counselling Skills Enhancement Programme (PPKK). Circular No. 18 for 2005 stated the application of psychology in human resource management. AKRAB must be trained at two (2) levels of PPKK. The name AKRAB is a combination of basic compulsory values for a counselling associate, namely Honesty (Amanah), Commitment (Komitment), Rational (Rasional), Morals (Akhlak) dan Smart (Bestari).
AKRAB has the concept of “friend helping friend” in building team spirit, closeness as well as building each other’s potential respectively. It is also a support group that emphasises upon humanistic relationships.
The robustness of an organisation depends on the commitment and expertise contributions of its members. Without the commitment of the members, the activities of the counsellors will be seen as a burden. Thus, it is hoped that the formation of AKRAB within the organisation will establish a working group that has a strong commitment to the organisation.
• To create competent officers;
• To create a harmonious working environment;
• To help reduce problems incurred by the officers; and
• To increase empathy among members of the organisation.
“MAKING AKRAB AS THE MOVER TOWARDS HUMAN CAPITAL DEVELOPMENT IN HUMAN RESOURCE MANAGEMENT”
• To dispense guidance services to members of the organisation;
• To assist officers in need of help in dealing with personal problems;
• To act as an intermediary between officers and Psychology Officers in suitability problem screening; and
• To establish a good relationship with the management of human resources party in the agency to facilitate the implementation of AKRAB activities.
• To share knowledge and Information;
• To support changes;
• To strengthen the spirit;
• To share problems;
• To have teamwork culture; and
• To set changes.