<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>0120-4645</journal-id>
<journal-title><![CDATA[Cuadernos de Administración (Universidad del Valle)]]></journal-title>
<abbrev-journal-title><![CDATA[cuad.adm.]]></abbrev-journal-title>
<issn>0120-4645</issn>
<publisher>
<publisher-name><![CDATA[Universidad del Valle]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0120-46452020000300044</article-id>
<article-id pub-id-type="doi">10.25100/cdea.v36i68.9811</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[The effect of human resource management practices and innovation: Colombian small and medium-sized enterprises]]></article-title>
<article-title xml:lang="es"><![CDATA[Efecto de las prácticas de gestión humana e innovación: Pequeñas y medianas empresas colombianas]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Salas Arbeláez]]></surname>
<given-names><![CDATA[Laura]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad del Valle  ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Colombia</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2020</year>
</pub-date>
<volume>36</volume>
<numero>68</numero>
<fpage>44</fpage>
<lpage>57</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0120-46452020000300044&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0120-46452020000300044&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0120-46452020000300044&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract The need for small and medium-sized enterprises to innovate and their limited human resource management practices have led to growing research into how the organization&#8217;s internal staff-focused characteristics promote a higher degree of innovation. Faced with scarce literature about this relationship in smaller companies in Colombia and the ever-present need to be competitive, this research aims to identify the effect of human resource management practices on innovation in Colombian SMEs. Four hundred and ninety-two surveys were applied to SME managers in Cali, Bogotá, and Medellín to meet such an objective. This research made it evident that human resource management practices affect innovation, but not all practices exert the same influence. Staff selection and performance evaluation affect product innovation, processes, and overall innovation, while compensation only influences product innovation. The other human resource management practices do not account for any kind of effect. This research contributes to prioritizing human resource management practices for innovation and the management thereof within small and medium-sized enterprises.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen La necesidad de las pequeñas y medianas empresas por innovar y las limitadas prácticas de gestión humana que estas presentan hacen que surja una creciente investigación sobre cómo las características internas de la organización, enfocadas en el personal promueven que la innovación sea mayor. Frente a la escaza literatura de esta relación en empresas de menor tamaño en Colombia y la constante necesidad de ser competitivos, esta investigación tiene como objetivo identificar el efecto de las prácticas de gestión humana sobre la innovación de las Pymes colombianas. Para cumplir con este objetivo se aplicaron 492 encuestas a gerentes de las Pymes de Cali, Bogotá y Medellín. Como resultado de esta investigación se evidencia que las prácticas de gestión humana sí tienen un efecto sobre la innovación, pero no con la misma influencia. Por su parte la selección de personal y la evaluación de desempeño tienen un efecto sobre la innovación en productos, en procesos y sobre la innovación global, mientras que la compensación solo tiene efecto sobre la innovación en productos. El resto de prácticas de gestión humana no revelan ningún tipo de efecto. Esta investigación aporta a la priorización de prácticas de gestión humana para la innovación y su manejo dentro de las pequeñas y medianas empresas.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Human resource management]]></kwd>
<kwd lng="en"><![CDATA[Innovation]]></kwd>
<kwd lng="en"><![CDATA[SMEs]]></kwd>
<kwd lng="en"><![CDATA[Selection]]></kwd>
<kwd lng="en"><![CDATA[Performance evaluation]]></kwd>
<kwd lng="es"><![CDATA[Gestión humana]]></kwd>
<kwd lng="es"><![CDATA[Innovación]]></kwd>
<kwd lng="es"><![CDATA[Pymes]]></kwd>
<kwd lng="es"><![CDATA[Selección]]></kwd>
<kwd lng="es"><![CDATA[Evaluación de desempeño]]></kwd>
</kwd-group>
</article-meta>
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