Biomedical Engineering Reference
In-Depth Information
can be circulated as well. Management of each impacted unit
reviews the list and recommends limiting it or expanding it,
based on their direct responsibility for the task assignments
of the impacted personnel. The author of the training module
can then take those recommendations into account as the
module is fi nalized. Moreover, management in the impacted
areas is alerted for the approval and implementation dates of
the SOP, and can accordingly schedule personnel for
necessary training. This topic will be discussed further in
Chapter 13.
As an additional comment, it is important to recognize the
different kinds of personnel that may be included in the
training audience for a given SOP: (a) employees (in the strict
sense), (b) independent contractors, (c) contract company
(third-party) workers, and (d) temporary agency workers.
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These four kinds are cross-cut by several kinds of ranks: (α)
subordinates, (β) supervisors (i.e., managers, directors, etc.),
and (χ) executives. The fi nalized Target Audience List must
identify impacted (and non-impacted) personnel from each
of these groups.
5.3.2 Behavioral objectives
There is a strong case to be made for behavioral objectives,
sometimes called S.M.A.R.T. objectives, in training.
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Moreover, behavioral objectives permit the alignment of the
intended training outcomes with organizational objectives.
Anyone who advocates cognitive (i.e., non-behavioral)
objectives for training must be prepared to explain how these
objectives are to be aligned with those of the organization.
Also, behavioral objectives permit the trainee to have clear
expectations of the trainer's (and the organization's) intended
training outcomes.
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These clear expectations play a critical
role in effective adult learning.
