In education, the most capable and prepared manager is required to carry out the management process in the various educational centers that a country has, all this process must start from a point that must be a diagnosis of the needs presented by its subordinates, this work contributes to work approaches and human resource development.
Introduction
Management is a process inherent in all spheres of human activity, so the evolution of their studies has also been present in the educational sphere. In the historical course of educational management, different theories of school administration or management have been used, all of them in one way or another have focused on the management of human talents and the methodological direction of teaching.
One of the main functions, called in some cases substantive, within the institutional direction is the training of human talents whose role is the execution of said process, which seeks the integral development of professionals who contribute to the progress of society..
This development not only includes academic training, but also the proper integration of these resources into their socioeconomic environment, relying on the promotion of values and providing them with the necessary elements to create the necessary confidence to identify themselves as a capable professional.
The analysis of the various theories on the process of directing human talents also has in the History of Cuban Education a completely structured management system, at the end of the 19th century and the beginning of the 20th.
What allows us to use the historical evolution of the management systems that Education in our country has known to base a dialectical process in which each new creation does not mechanically deny the previous one, but takes from it the positive aspects, elevates them to a higher level of development and offers contributions to the design and implementation of new systems.
This consideration led to assessing as essential element in the transformation process the preparation of the leaders as a way to increase the efficiency of the operation of the educational management structures, which led to paying special attention to their training in order to effectively conduct the implementation of all measures. In this sense, the role that the pedagogical scientific potential present in the higher pedagogical institutes should play was highlighted.The development and deepening of these ideas led to declare as an indispensable condition for the success of educational transformations the improvement of the work with the educational cadres starting from the category of professional pedagogical activity of direction as a concept that characterizes the nature and essence of the process of management in this sphere of social activity.
These ideas, together with the approaches of strategic planning and direction by objectives that have been serving as a basis for the modeling of the management process in the educational system, have led to characterizing the most recent period of this battle for the quality of educational work, for a marked attention to the achievement of an educational direction based on a close integration between the educational structures of each territory and the corresponding higher pedagogical institute, as the main way of making the management process scientific and effective in employment by the leaders of the higher levels of pedagogization as an essential approach in the training and development of the cadres of the sector and to realize all the aspirations of optimizing the educational teaching process,starting from the better preparation of the intermediate leaders to carry out the process of directing their teachers and that these, in turn, can carry out a better direction of the most important process that takes place in education, the pedagogical one.
On the other hand, when analyzing the relationship between the subject of management and the system, it should be borne in mind that education as a social process takes place based on the needs of individuals, in relation to this it is stated: “An individual is the product of organic factors and environmental that act simultaneously on it ”(Myers, 1975). Some of these factors are values, aptitudes, interests, desires, personality and the skills corresponding to the activities that he carries out in his professional life, which must be in balance so that the individual develops fully and is able to achieve his goals (Estrada R., 1990). The imbalance in any of these elements will cause an imbalance in your behavior and will make it difficult for you to establish acceptable social relationships, thus reducing your development.
The educational improvement and the increasingly necessary work with the human resources that drive it, has led the leading system within the organization to look for ways that give this process an increasingly scientific and pertinent character with the objectives set.
Starting from the importance of the training and development of cadres in our sector with a pedagogical focus and applying the category of professional pedagogical activity of management, given by Alonso Sergio (2002) in his doctoral thesis, the consideration of that the cadre of the first level must be a true pedagogue and, as such, must take as a starting point a comprehensive diagnosis of their subordinates in order to plan their training and development and thus train staff so that they are more prepared and be able to carry out an effective direction of the pedagogical process.
This diagnosis and the subsequent monitoring of the development of the subordinate that the cadres need to conduct their training permanently and systematically, requires relevant information that facilitates that the plans for the development of cadres and reserves have an impact on the direction of the pedagogical process carried out by the teachers and determine the relationships established between the teacher and the student.
Development
Management is one of the most important activities that the human species has developed from the moment of its evolution. The effective cooperation of people in organized groups has allowed a social development that goes from the primitive community to the present day. Each social epoch has provided a different type of production relations and the historical antecedents of the management of socioeconomic systems are closely linked to the development of society. Management processes have become more complex as the level of improvement of the productive forces in the relations of production has risen.Correspondingly, it can be said that the level of development reached by management science has been closely linked to the development of different modes of production. It is precisely the degree of complexity of societies that has increasingly stimulated interest in improving efficiency in the management of systems and seeking their scientific foundations.
The management activity has had multiple definitions, one of the most general defines management as “a social need in which a group of people, called leaders, consciously and organizedly lead the human, material and financial talents put into their willingness to reach a desired state defined in advance ”(Díaz Llorca Carlos, 1989).
This implies that cooperation as a form of work requires management as a special activity where there is a person who serves as the regulatory mechanism of that cooperation system called leader. From the above an important fact is derived: in the management, man is the main protagonist, regardless of the role that technique and technology play in activities or processes. In this context, man plays a double role: as an object of direction or directed, and as a subject of direction or leader. This constitutes a clear expression of the social character of the management.
The fact that management requires for its best functioning to develop in an organized and conscious way makes it have a system character, that is, a set of elements that establish certain relationships in a particular way and produce a series of qualities new that are not present in any of the parts that compose it.
In the educational direction in our country, the concept of the Management System and its subsystems presented by Sergio Alonso is used in his research as an option to the degree of Doctor of Pedagogical Sciences entitled "The MINED Work System", at the author's discretion in this Research presents the conceptualization of the Management System and its subsystems most suitable for the study carried out in this research, since it synthesizes the essential aspects that are reflected in studies by contemporary authors and adjusts to the essential characteristics of the Cuban educational system and its educational policy.
The previous theoretical positions were taken as a basis for the subsequent theoretical development of the aspects related in particular to the training and development work of the cadres in the research carried out by Alexander Manso (2006).
The results of these works constitute the theoretical reference on which the current conception of the work system is based with the cadres of the Ministry of Education (hereinafter MINED) and are assumed as a frame of reference for this research.
On this basis, the work system of the cadres is defined as a subsystem of the MINED work system and the subsystems that compose it are outlined, thus making their interaction in decision-making more scientific, they are preparation subsystems, evaluation subsystem, movement subsystem, attention and stimulation subsystem and the information subsystem.
Consequently, the successful development of all the processes that make up the work system with the cadres depends, to a large extent, on the efficient operation of the MINED work system at each level of the Agency's management, and its results contribute substantially to the effectiveness of the same.
This explains why at the MINED management level where the processes of the work system with the cadres - their selection, preparation, promotion, evaluation and stimulation - are not developed consistently, serious insufficiencies will appear in the training of personnel., in the personal management of the main cadres, in the evaluation and control of the results of the work, in the current planning of the work to be carried out and in the entire system of work meetings.
Consequently, to perfect such processes, it is essential to conceive, design and develop the work with the cadres and reserves –on the one hand–, as a subsystem of the MINED work system made up of different subsystems and –on the other hand–, as a system of processes that unfold, as the remaining subsystems of the MINED work system are developed.
Within the subsystems that comprise the system of working with the charts is the information subsystem, an essential element for making a comprehensive diagnosis of the charts to improve their training and development, and which constitutes the field of action of this research due to the relevance that it is conferred given the pedagogical nature of the process of leadership in education, which implies that the cadres will be able to train the human talents that are required and thereby achieve the goals set in the continuous improvement of our educational system at present times.
In the current literature on the development of human talent, the need to improve the training and development processes of the same is raised in order to have the most capable personnel to direct the processes that take place in the different institutions.
In the educational sector, training the most suitable personnel makes the management of the most important process that takes place in it the center of attention of all the personnel engaged in such a noble task.
Despite having large budgets, good intentions, and real needs, many training programs do not achieve lasting results. Very often, this is due to imprecision in the training goals and an unsatisfactory evaluation. If we don't know where we are going, it is impossible to say if we will ever get there. Many organizations spend millions on training and never know if it works; But there are techniques to link training to results.
The training process has its own logic, structured on the basis of the assimilative processes of the cadres and the development of their skills; that is, it responds to the method used and to the assimilation of the content according to the psychological processes of the subjects who are the object of the training.
For a training process to be effective, it is necessary to previously determine the training needs of human talents, which is achieved through an effective diagnosis of the shortages and potential of the personnel to be trained. In this research, this human talent that is plans to form are the management cadres of the intermediate levels that execute the management process in the educational centers of our organization.
In this research, it is considered that the diagnosis constitutes an important stage of the training process, which as a facilitator, can contribute to achieving coherence in the training actions of the process by allowing to take as a starting point not only the deficiencies, but also the potentials of the subjects subjected to the process.
If we take these characteristics into account, it is justifiable that the process of training cadres is considered to be pedagogical in nature and that although it takes place in a context different from that of the school learning environment, it responds to the same general theoretical principles and assumptions of training in those contexts.
The analysis carried out up to now allows the author to reaffirm his position in relation to the pedagogical nature of the process of training cadres, which in the context of this study is doubly important because the object of study is framed in the context of a training institution. educational professionals where the object of directing the painting is considered as a professional pedagogical activity of directing.
From this position it is considered necessary to delve into the place and significance of the diagnosis in the process of training of cadres and therefore in the system of working with cadres.
In general, the diagnosis is erected as a succession of steps that allow us to delve into the essence of a phenomenon.
Therefore, the conception of diagnosis that is based on the thesis in relation to the process of formation of the cadres, corresponds to the fact that the diagnosis in this framework has an object of study that is determined by the empirical facts of a formative nature and the relationships among them, which are manifested in the process of formation of the painting and also in the contexts where it is carried out. That is, the objective of the diagnosis is the transformation of the picture on the basis of the study, interpretation, prediction of development and intervention, in the diversity of situations of its directive action given the variety of manifestations of the management process in which it is immersed.
It is necessary to know that all diagnoses must start from relevant information held by the person who designs the training in order to make it more effective.
To analyze the information as an essential component of the diagnosis, we begin with what it means as a process in general, and then make an analysis of what is needed to develop the tables based on the information.
Hence, the information must be sufficient, with quality, timely, reliable, valid, necessary and updated to provide the management panel that needs to diagnose its subordinate cadres and reserves the precise tool to make a comprehensive and accurate diagnosis. This indicates that information is also a resource available to the University that must be properly managed.
Among other aspects, this involves adequately balancing the costs of the information (linked to the amount of information needed, accessibility to it, the speed of obtaining it, the access routes and conditions, the content of the information, etc.) with its benefits or value (expressed in the reduction of the uncertainty of the future, the effective impact on the decision, the sensible modification of the consequences of the decision, etc.).
In today's world there are several trends in how to use information based on working with charts.
Managers or administrators depend on formal and informal means to obtain the data they require to make decisions. Formal information reaches managers through administrative reports and routine statistics.
Currently senior management is destined to broaden planning horizons and decision-making under increasing degrees of uncertainties, due to increased competition in the business environment (increase in the number of competitors), and decreased the availability of resources. This leads to the pressing need to manipulate more and more information in order to make sound decisions.
The system of actions that the sector proposes to develop to perfect the training and development processes inherent in working with the MINED cadres and reserves, and considered by this author as processes that although constitute a subsystem within it are those that govern the operation of the system of working with the cadres in the sphere of educational management, in the very dynamics of daily activity, should not be understood as a rigid body of inviolable steps, without other alternatives of creative realization, but as an analog model as proposed Manso, Alexander (2006) that reflects only the essential properties of the working system of the tables, as a subsystem of the MINED working system. So,Everything that is proposed must be assumed as a guide for action that does not close the doors to the conception and implementation of other actions.
In order to be able to carry out all the processes inherent to the training and development of the cadres that have been analyzed in studies carried out by this author, it is perceived the need for the cadres to have a comprehensive diagnosis of the cadres and reservations that are subordinate to him.
Indeed, practice indicates that at the same time that a training action of the cadre training system is being developed, for example, the process of evaluating them can be systematized, and actions of attention and stimulation can be developed; transmit updated information and check the behavior of certain indicators of the cadre policy; focus the cadres and reserves with the greatest potential to be promoted and even find proposals for the realization of necessary movements, with arguments drawn from practice and collected by a meticulous information subsystem, which constitutes the starting point of the strategic direction and the planning by objective is made easier to make,It is the integral diagnosis of the cadres, this starting point and the one that is made having all the relevant information that is needed to forecast the training and development actions that each cadre needs, in order to make the management process an effective guide to management. of the pedagogical process through the application of the professional pedagogical activity of leadership in order to obtain better results in the educational improvement that our nation needs.in order to make the leadership process an effective guide to the direction of the pedagogical process by applying the professional pedagogical activity of leadership in order to obtain better results in the educational improvement that our nation needs.in order to make the leadership process an effective guide to the direction of the pedagogical process by applying the professional pedagogical activity of leadership in order to obtain better results in the educational improvement that our nation needs.
The main theoretical foundations of the formation of educational leaders in Cuba, that is, leadership, are above all exemplary, political-ideological leadership, scientific-pedagogical leadership, and technical-methodological leadership.
It is recognized by most managers and organizations that the boom in the use of information constitutes a central point in the development of contemporary society. The importance of having adequate and timely information is one of the factors that most directly influences and supports the planning and management of social processes.
All this is contextualized in phenomena that characterize our time such as the dizzying advance of science and technology, the accelerated emission of information by numerous institutions and entities, all in the social framework of globalization, the predominance of countries more developed capitalists on markets, political and cultural life, which also covers the field of information.
It is known to all that not always when making a decision regarding the training and development processes of the cadres, there is timely information and all those variables that must be taken into account not only to avoid making a mistake, but also so that this is the most correct. This reduces the unforeseen consequences in the short, medium and long term and, in general, influences the quality and excellence of the training process of the cadres and reserves as a whole.
The importance and topicality of this topic also stands out in light of the Objective Management Process and the Strategic Planning Process that takes place in our institutions of Higher Education, where together with the new computer technologies available, makes it increasingly necessary to have an information subsystem that supports and optimizes decision-making related to the training and development processes that take place in the subsystem of work with the cadres and their MINED reserves.
However, the meaning and handling of the information requires keeping in mind some alerts or precautions. Some of them refer to the risk of over information, that is, trying to accumulate an excessive number of information, not all necessary or useful and that lead to its impoverishment, the possibility of errors and the increase in its costs. In the same way, absolute dependence on information must be taken into account in order to make a decision, without wanting to classify all the information in advance, since the dynamics of practical processes require greater flexibility.
The information subsystem is called to offer the necessary information, at the right time and with the right structure. That is why its main functions consist of data collection and collection, storage, treatment and distribution of information.
It is important to properly choose the information subsystem that corresponds to the needs, conditions and purposes of the institution. For this, it is necessary to take into account elements such as: defining the amount and type of information that users need, selecting the information that impacts decision-making, allowing direct access to users, designing the correct form data collection, that the processed information be properly disseminated and that said system be periodically updated, among others.
As has been explained so far, in order for a panel to carry out the training and development processes of its subordinates and reserves, relevant information is required that forms the diagnosis that will serve as a starting point in the pedagogization of the actions carried out. carried out to make the formation of these pictures more effective and thus the direction of the pedagogical process in order to make it the most effective.
Conclusions
The manager must make information his best ally in the diagnostic processes to plan, organize, execute and control the training and development actions of the new cadres and thus guarantee the success of education.
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