<?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>0123-5923</journal-id>
<journal-title><![CDATA[Estudios Gerenciales]]></journal-title>
<abbrev-journal-title><![CDATA[estud.gerenc.]]></abbrev-journal-title>
<issn>0123-5923</issn>
<publisher>
<publisher-name><![CDATA[Universidad Icesi]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S0123-59232023000100077</article-id>
<article-id pub-id-type="doi">10.18046/j.estger.2023.166.5521</article-id>
<title-group>
<article-title xml:lang="es"><![CDATA[Gestión humana en Colombia: nivel de desarrollo de la función y de sus prácticas]]></article-title>
<article-title xml:lang="en"><![CDATA[Human resource management in Colombia: Level of development of the function and its practices]]></article-title>
<article-title xml:lang="pt"><![CDATA[Gestão de recursos humanos na Colômbia: nível de desenvolvimento da função e suas práticas]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Calderón-Hernández]]></surname>
<given-names><![CDATA[Gregorio]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Vivares]]></surname>
<given-names><![CDATA[Jorge A.]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Clemencia Naranjo]]></surname>
<given-names><![CDATA[Julia]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Manizales Facultad de Ciencias Contables, Económicas y Administrativas ]]></institution>
<addr-line><![CDATA[Manizales ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad Nacional Abierta y a Distancia (UNAD) Cadena de Formación Industrial Escuela de Ciencias Básicas, Tecnología e Ingeniería]]></institution>
<addr-line><![CDATA[Bogotá ]]></addr-line>
<country>Colombia</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad Nacional de Colombia Facultad de Ingeniería y Arquitectura Departamento de Ingeniería Industrial]]></institution>
<addr-line><![CDATA[Manizales ]]></addr-line>
<country>Colombia</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>03</month>
<year>2023</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>03</month>
<year>2023</year>
</pub-date>
<volume>39</volume>
<numero>166</numero>
<fpage>77</fpage>
<lpage>92</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_arttext&amp;pid=S0123-59232023000100077&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_abstract&amp;pid=S0123-59232023000100077&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.org.co/scielo.php?script=sci_pdf&amp;pid=S0123-59232023000100077&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen La gestión humana se ha posicionado en un campo de alta relevancia estratégica para el éxito de las empresas, pues son los seres humanos su fuerza social impulsora. El objetivo del artículo fue responder dos preguntas: qué tanto la gestión humana de las organizaciones colombianas logra un rol estratégico y cuál es el nivel de desarrollo de las prácticas funcionales de talento humano en las organizaciones colombianas. Para responderlas, se trabajaron técnicas de la estadística inferencial con el fin de analizar un sistema de puntajes en torno a dos grandes variables: función estratégica de la gestión humana y prácticas funcionales. Se aplicaron comparaciones de variables por tamaño, sectores y tipo de empresa. Como instrumento se aplicó una encuesta en la que participaron 465 empresas distribuidas en 29 departamentos del país. Los resultados clasifican las organizaciones en tres niveles de desarrollo: bajo, medio, alto, y se encontraron diferencias en los puntajes obtenidos por tamaño de empresa. La contribución del trabajo está en la perspectiva teórica asumida para visualizar la función estratégica de la gestión humana y su monitoreo en Colombia, pues en la literatura no se encuentra una contribución actualizada sobre los temas expuestos. Clasificación JEL: M12; M50; L21]]></p></abstract>
<abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract Human resource management is a high strategic field for the success of companies because human beings are ultimately their driving social force. The purpose of this article was to answer two questions: Does the human resource management achieve a strategic role in the Colombian companies? How is the development level of the functional practices of human talent in Colombian organizations? To answer these questions, inferential statistical techniques were used to analyze a system of scores around two major variables: the strategic role of human management and functional practices. Comparisons of variables by size, sector, and type of company were applied. A survey was applied to 465 companies distributed in 29 departments of the country. The results classify the organizations in three levels of development: low, medium, high, and differences were found in the scores obtained by company size. The contribution of the work is in theoretical perspective assumed to visualize the strategic function of human management and its monitoring in Colombia, since in the literature there is no updated contribution on the topics presented.]]></p></abstract>
<abstract abstract-type="short" xml:lang="pt"><p><![CDATA[Resumo A gestão de recursos tem-se posicionado num campo de elevada relevância estratégica para o sucesso das empresas, uma vez que o ser humano é o seu motor social. O objetivo do artigo foi responder a duas perguntas: em que medida a gestão humana das organizações colombianas alcança um papel estratégico e qual é o nível de desenvolvimento das práticas funcionais do talento humano nas organizações colombianas. Para respondê-las, foram trabalhadas técnicas estatísticas inferenciais para analisar um sistema de pontuação em torno de duas grandes variáveis: função estratégica da gestão de recursos humanos e práticas funcionais. Foram aplicadas comparações de variáveis por tamanho, setores e tipo de empresa. Como instrumento, foi aplicada uma pesquisa na qual participaram 465 empresas distribuídas em 29 departamentos do país. Os resultados classificam as organizações em três níveis de desenvolvimento: baixo, médio, alto, sendo encontradas diferenças nas pontuações obtidas por tamanho de empresa. A contribuição do trabalho está na perspectiva teórica assumida para visualizar a função estratégica da gestão de recursos humanos e seu monitoramento na Colômbia, já que na literatura não há contribuição atualizada sobre os tópicos expostos.]]></p></abstract>
<kwd-group>
<kwd lng="es"><![CDATA[gestión humana]]></kwd>
<kwd lng="es"><![CDATA[función de gestión humana]]></kwd>
<kwd lng="es"><![CDATA[prácticas de gestión humana]]></kwd>
<kwd lng="es"><![CDATA[talento humano]]></kwd>
<kwd lng="es"><![CDATA[nivel de desarrollo]]></kwd>
<kwd lng="en"><![CDATA[human resource management]]></kwd>
<kwd lng="en"><![CDATA[human resource management function]]></kwd>
<kwd lng="en"><![CDATA[human resource management practices]]></kwd>
<kwd lng="en"><![CDATA[human talent]]></kwd>
<kwd lng="en"><![CDATA[level of development]]></kwd>
<kwd lng="pt"><![CDATA[gestão de recursos humanos]]></kwd>
<kwd lng="pt"><![CDATA[função de gestão de recursos humanos]]></kwd>
<kwd lng="pt"><![CDATA[práticas de gestão de recursos humanos]]></kwd>
<kwd lng="pt"><![CDATA[talento humano]]></kwd>
<kwd lng="pt"><![CDATA[nível de desenvolvimento]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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