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Original ArticleOpen Access
A Smart Model For Clinical Laboratory Personnel Development
Sirisali K 
,
Manochiopinij S ,
Leelahakul P ,
Vattanaviboon P ,
Wonglumsom W ,
Sirisali S
,
Manochiopinij S ,
Leelahakul P ,
Vattanaviboon P ,
Wonglumsom W ,
Sirisali S Background: To become a quality clinical laboratory, personnel development is the most important factor. In order toachieve this goal, it should emphasize that clinical laboratory is not only a testing laboratory; it must be a knowledge-basedservice laboratory. A smart model for clinical laboratory personnel development under the Human Asset Development(HAD) program had been launched since 2003.Objective: To strengthen the competency of clinical laboratory personnel, an appropriate model was developed and apply tothe clinical laboratory personnel.
Material and Method: Medical technologist who currently worked in clinical laboratory participated in this study. Theproposed model consisted of 3 phases. 1) The knowledge providing via update and refresher courses. 2) Application oflearned knowledge to practice under close supervision. 3) Training on special topic and self oriented research activity.
Results: The outcome of 5 years project was evaluated. After the first phase, they were able to identify and solve their owntroublesome under ours close supervision. There were 25 projects presented within 3 years. The last phase, they were veryconstructive. Nine projects of self created had been presented. Those projects contained clear objectives and were able toimplement.
Conclusion: The smart model for clinical laboratory personnel development leaded to many self created projects in a fewyears. Thus, this implies its important role in human resource development that should be continued. The keys index ofsuccess were ours strong intention, with providing motivation and periodically encouragement to the participants, and keepgoing on consistently.
Keywords: Smart Model, Clinical laboratory, Personnel development
Material and Method: Medical technologist who currently worked in clinical laboratory participated in this study. Theproposed model consisted of 3 phases. 1) The knowledge providing via update and refresher courses. 2) Application oflearned knowledge to practice under close supervision. 3) Training on special topic and self oriented research activity.
Results: The outcome of 5 years project was evaluated. After the first phase, they were able to identify and solve their owntroublesome under ours close supervision. There were 25 projects presented within 3 years. The last phase, they were veryconstructive. Nine projects of self created had been presented. Those projects contained clear objectives and were able toimplement.
Conclusion: The smart model for clinical laboratory personnel development leaded to many self created projects in a fewyears. Thus, this implies its important role in human resource development that should be continued. The keys index ofsuccess were ours strong intention, with providing motivation and periodically encouragement to the participants, and keepgoing on consistently.
Keywords: Smart Model, Clinical laboratory, Personnel development
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