Formações da Superintendência de Desenvolvimento e Avaliação (SEE/MG) para Diretorias de Pessoal: impactos, desafios e propostas

Abstract

This study focused on the training programs offered by the Superintendency of Development and Evaluation (SDA) of the Minas Gerais State Department of Education (SEE/MG). The target audience included the Personnel Directorates (DIPE) of the Regional Superintendencies of Education (SRE). The investigation sought answers to the following question: how are the training programs offered by the SDA of the SEE/MG organized and implemented for the DIPE of the SREs, and what are the main challenges and possibilities for improving this process? To this end, the overall objective of the research was to analyze the process of organization, implementation, and impact of the training programs offered by the SDA of the SEE/MG for the DIPE of the SREs, identifying the challenges faced and proposing strategies for improving the training actions. In line with the general objective, the specific objectives established were: (i) to map the training offered by the SDA to the Personnel Directorates of the SREs; (ii) to analyze the perception of DIPE members regarding the relevance and effectiveness of the training received; (iii) to identify and analyze the main challenges faced by the SDA (both in production and offering) and by DIPE in the implementation of the training; (iv) to propose strategies for improving the training offered by the SDA to the staff of the Personnel Directorates of the SREs. The theoretical framework that underpinned this research is based on theories of Information Management (IM) and Knowledge Management (KM), focusing on their application in public institutions. To this end, it drew on the contributions of authors such as Nonaka and Takeuchi (1997, 2008), Davenport and Prusak (1998, 2003), and Terra (2000). We used a mixed-methods approach (qualitative and quantitative). Through a case study, field research was conducted, which manifested itself through documentary research, conducting interviews with the directors and team coordinators of the SDA, and applying questionnaires to other employees of the SDA directorates and to the personnel directors of the Regional Superintendencies of Education. The main findings of the research indicate that, in the studied context, there is a lack of a well-defined information flow for the in-service training produced and offered, which hinders the sector's efficiency. Factors such as the absence of a well-established information flow for organizing this training, the lack of mapping of necessary skills and appropriate periods for their delivery (which would contribute to the work developed by DIPE), the lack of instruments to monitor the frequency and evaluation of courses to verify if the proposed objectives were achieved, and the lack of feedback capable of contributing to the development of its services, mean that the efficiency intended by SDA is not evident in its work. In response to these challenges, at the end of the study, an Educational Action Plan (EAP) was proposed to mitigate the identified problems. Concrete proposals structured around the theoretical axes of the research were presented: Information Management, Knowledge Management, and In-Service Training, which seek to improve SDA's actions regarding the training offered.