Training as part of the development of human resources is an important business strategy that must accompany other change efforts for organizations to carry it out in practice, it has proven to be a very effective means to make people productive.
Deciding, designing and implementing training and improvement programs for employees, with the aim of improving their skills, increasing their performance and making them grow is an issue for which there is increasing concern about training, making it an element important for the production and / or service process, these reasons that led to the study of the training system for cadres and reserves, making an assessment of each of the terms used from the perspective of several authors through bibliographic consultations.
Introduction
Scientific and technological evolution is indisputable in our era, it has led to important advances in all areas, favoring the creative development of the manifestation of human thought, which consolidates the concept of man as the origin and essence of all industrial, economic and social dynamics.
The human factor is the foundation and engine of any company and its influence is decisive in its development, evolution and future. Man is and will continue to be the most valuable asset of an entity. More and more businessmen, managers and leaders of institutions in general, have opened up to the need to have training and development programs for the improvement of their organizations that promote personal growth and increase productivity, quality and excellence rates in the performance of work tasks.
There are many reasons why an organization should train its staff, but one of the most important is the frequent changes in the current context. Faced with this circumstance, behavior is modified and we are constantly confronted with situations of adjustment, adaptation, transformation and development, Cuba and its administrative and political management bodies cannot be outside of this reality and in the economic resolution of the Communist Party of Cuba approved in the V Congress states “…. A wide qualification movement must be developed from the training of students to the requalification of business and state management cadres and other workers in all instances”, that is why the update becomes an inescapable imperative.
No organization can remain as it is, nor should its most precious resource (human capital) be left behind, and one of the most efficient ways to prevent this from happening is by permanent training.
The success of an organization depends more and more on the knowledge, abilities and skills of its workers. When the talent of employees is valuable, a company can more easily achieve its goals, which is why the training of cadres and reserves as those most responsible for the success of the production or service process, manifested in their daily work has been a topic treated by several authors (Werther and Davis (1991), Simula (1994), Siliceo (1996), Rul-lán (1997), Aquino (1997), Rul-lán (1997), Blake (1997) Calderón (1998), Columbié (2002) which almost all agree that:
- the training process is systemic in nature. enables the acquisition of attitudes necessary to comply with the activity carried out. contributes to the results of the organization. Some authors consider that it is a process that occurs in the short term while (Werther and Davis (1991), Siliceo (1996), Blake (1997) refer to the possibility that exists in the long term because the human resource possesses this knowledge they serve you for life, even when you are not in the organization where you acquired them.
In addition, there are different approaches (among which the provisions of Decree Law No. 196 of the State Council (modified on September 6, 2007), Resolution 29/06 of the MTSS and the Integrated Management System of Human Capital can be related, series of Cuban standards 3000), which allow us to develop these actions with greater intentionality and obtain better results.
In correspondence to this issue, the Central Commission of Tables of the Executive Committee of the Council of Ministers approved on September 17, 2004 "The National Strategy for the Preparation and Overcoming of State and Government Tables and their Reserves", an important national guidance document for what should be done for the future in this matter, which states, and I quote "Our country needs its cadres and reserves to study tenaciously and systematically, so that they master the most modern management instruments and the efficient use of technologies by creatively applying them, in correspondence with the interests of the nation ”(Ministry of Higher Education, 2004).
The modifications of this strategy have served as a guide for the organisms of the Central State Administration and the Provincial Administration Councils to draw up their strategies, a process that has been developed up to the Municipal Administration Councils and entities.
Development
The training of management cadres is a current problem and represents a claim to the institutions responsible for it in terms of its systematic improvement, based on the needs that the current conditions of the economic and political environment demand of them.
Due to the importance of carrying out the analysis of the training system taking into account its elements and structure, and how they interact with the environment and its components, the concept is evaluated starting with the system issued by some authors (V. Afanasiev, Rodríguez 1990, NC ISO-9000/2005, NC-3000), which coincide with the criterion that it is essentially a set or collection of interrelated or interdependent things, so that they form a complex whole. These elements can be physical, like parts of a car engine; or they can be biological like the components of the human body; or they can be theoretical, as in the case of a well-integrated assembly of concepts, principles and techniques related to management.One of the characteristics of systems is that they contain other systems or subsystems and are part of a larger one.
From the analysis carried out to the definitions of the concept of training issued by various authors (Werther and Davis (1991), Simula (1994), Siliceo (1996), Rul-lán (1997), Aquino (1997), Rul-lán (1997), Blake (1997) Calderón (1998), Columbié (2002), it can be concluded that training has a systemic nature, enables the acquisition of attitudes necessary to comply with the activity carried out and contributes to the results of organization, some authors consider that it is a process that occurs in the short term, while (Werther and Davis (1991), Siliceo (1996), Blake (1997) refer to the possibility that exists in the long term because the human resource Having this knowledge is useful for life, even when you are not in the organization where you acquired it (Annex 1).
The author of this work agrees with the criteria of the authors although he recommends evaluating the demands of the context in which this process takes place to a greater extent. In addition, it allows directing leaders and workers to do rigorous and not totally empirical work; avoiding improvisations and fostering a new mentality of preparation, intelligence and analysis.
Another term on which it is valid to comment on its definition is that of table, treated by (R. Herbert, H. Jung and Ricardo J. Machado in Formation of tables and scientific direction p-35) where it is defined as the group of men who on Based on their political and specialized knowledge, and their appropriate attitudes, they receive the mission of directing other men in the performance of tasks, in a way that guides, advises and controls their fulfillment.
Che in his article: "The backbone painting of the Revolution" defines: The painting is therefore a creator, a high-stature leader, a technician of a political level who, reasoning dialectically, carries out its production sector or develops the mass from his political leadership position. The painting is the masterpiece of the ideological engine, which is the United Party of the Revolution, which is what we could call the dynamic screw of this engine.
A painting is, above all, a man or a woman who has high human sensitivity, who loves his collaborators and colleagues, because he is convinced that only human beings are the engine of the social and economic development of the country. A painting is a creator, it vibrates in those notes that the normal commons do not reach.
In article 2 of Decree Law 196 it is defined: “The workers who, due to their qualities, organizational and management capacities, willingness and commitment to comply with the principles established in the Code of Ethics of the Cuban State, are considered cadres. appointed or elected to occupy management positions in public functions, as well as in the systems of economic organizations and budgeted units of the state and government.
Other definitions discussed are: A painting is an "out of the box" people, a "league", a "vole", a "barbarian", a serious and cheerful people, of character and imagination. A painting is an example to follow, it is humble, modest, hardworking, intelligent and disciplined. He is a man or a woman who does not know defeat, even if he has had setbacks. It is a star that radiates light, that sets objectives and reaches them. (Pérez and Díaz 2003).
Hearing the use of the term Table Reserve is very frequent, but it is difficult to find bibliographic reviews in this regard, so the author of this research will refer to the one used in the book Training of tables and scientific management from underdevelopment, where it is defined Reservation of cadres to the group of colleagues who are in the process of training for management tasks (Machado 1983).
After carrying out a thorough analysis of the concepts of each of the elements that make up the "Training System for cadres and reserves", the author of the work considers that this implies a set of methods, procedures, objectives, goals, norms, tools and structured interrelated activities that promote a rational and harmonious balance between technological development and the level of preparation of organizations aimed at improving the capacity and strengthening of their leaders and workers within the framework of the labor process, increasing productivity and the results in the production and / or service process.
Conclusions
- Training is a systematic process, where a set of actions directed towards the same end are carried out and each element of the system fulfills a specific function. It has a strategic character in the fulfillment of the different tasks that complement the system. The term reservation of pictures is widely used by various authors, but most of them assume it as having mastered its meaning, few make reference to it in a conceptual way. The training experience is based on practice and the real learning needs of the organization that promotes it.
Bibliography
1. Armando Pérez Betancourt. Carlos B. Díaz Llorca.p-77 The manager and the Cuban organizational ideology. Company of graphic specialties. Dec / 2003.
2. Decree Law No. 196 of the Council of State.
3. Ortiz Ordaz, Fidel and others. Analysis of the most frequent indicators to measure the impact of the training of managers (University of Pinar del Río). Paper presented at an Event on the Impact Evaluation of training, Matanzas, Cuba, 2003.
4. Pérez Arango, Luis Fernando. Comprehensive Human Management System (SIGHA). National Savings and Housing Corporation of Colombia.
5. Resolution 29/06 of the MTSS.
6. Ricardo J Machado Bermúdez. Training of cadres and scientific management since underdevelopment, Havana City 1983.
7. Integrated Human Capital Management System, series of Cuban standards 3000.
8. Vigorena Pérez, Fernando Human Resources or Human Resources? A modern look at training in Latin America.
Annex 1: Analysis of some elements treated by different authors on the concept of training.
| Elements
Authors |
Systemic Character | Acquisition of attitudes | Aimed at the results of the organization | Assess the demands of the environment | Scope |
| (Werther (1991) | X | X | X | - | Long term |
| Davis (1991) | X | X | X | - | Long term |
| Simulate (1994 | X | X | X | - | Short term |
| Siliceo (1996) | X | X | X | - | Long term |
| Aquino (1997) | X | X | X | - | Short term |
| Rul-lán (1997), | X | X | X | - | Short term |
| Blake (1997) | X | X | X | X | Long term |
| Calderón (1998) | X | X | X | - | Short term |
| Columbié (2002) | X | X | X | - | Short term |
Table 1.1 Source: Own Elaboration.
