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This article attempts to determine predominant business strategies in large industries located in Colombia, and their relationship with competitive factors. The theoretical model to understand this phenomenon has been based on the theory of resources and capabilities and the hypotheses were tested through the competitive factors model has been used. Calculations were made for the indicators of validity and reliability in order to guarantee the quality of information; and factorial analyses were made of clusters and variants in order to test the hypotheses. The results provide important information in the discovery of predominant types of strategy in Colombian businesses, the competitive factors most (and least) preferred, and consistency between strategies and competitive resources employed. The study product produces alternatives for research such as the relationship between strategy and organisational performance, and other important relationships such as the strategy with intangibles, human resources, and organisational culture. [ABSTRACT FROM AUTHOR]

Health organizations also have the need of to develop competitive advantages that are sustainable in time. The apparison of a new theory called resources and capabilities, added to the appraisal of intangible goods as a source of competitive advantage gave a twist to research in competitiveness and strategy. Using this theory and knowing some characteristics of the reality of health service entities, the research group approached the present study with the objective of establishing the role of management in these institutions in the development of dynamic competencies. The sources for comparison were 60 directives of Health Services Entities, Hospitals, Public and Private Clinics of the city of Manizales. The research, of descriptive character, was developed through a combined character quanti-qualitative. [ABSTRACT FROM AUTHOR]

Using a group of companies previously selected for being innovative from a descriptive point of view, the purpose of this article is to create an innovative profile and compare it to and contrast it with the cultural profile derived from applying Bridges' test designed to establish the nature of an organization. According to the results of the study, innovative companies are open to their environment and are customer-oriented; they are perceptive, extroverted, and intuitive; they are founded on feelings and they place special emphasis on the quality of their human talent. [ABSTRACT FROM AUTHOR]

Within the context of the research financed by Universidad Nacional de Colombia, this paper reviews the specialized literature on human resource management in organizations. It determines the main theories that have served as a basis for research in this discipline and profiles the practical trends in human resource management as well as the academic debate at hand. It also highlights findings on how important persons are for building a sustained competitive advantage and how important the human resource management area is for obtaining organizational capabilities. [ABSTRACT FROM AUTHOR]

The relation between organizational learning and the organization's performance has been theoretically documented but more empirical research is needed to contrast possible associations between these variables. That is what motivated this paper that starts out with the theoretical assumption that organizational learning is a dynamic capability as explained in the theory of resources and capabilities that assumes that an organization's performance is a social construct measured by yield perceptions. Empirical contrasting was done in 45 middle-sized and large companies, using an explanatory-type quantitative design. Multivariate methods were used, such as variance analysis (Anova), cluster analysis, and main component analysis. The results gave evidence that enable accepting the hypothesis that the learning capability influences the organization's performance. [ABSTRACT FROM AUTHOR]

This article is the result of research which proposed two objectives: from a conceptual point of view, to establish a theoretical model (duly validated) in order to determine that the value which human management functions add to organizations, and from an empirical point of view, to characterize the value added by areas of human management to Colombian enterprise. Since the management of human talent is considered as an executive activity, in particular with a strategic function in the management of organizations, the study takes the approach from management theories, and assumes the theory of resources and capacities as the central point for understanding the phenomenon. The research was conducted in 109 Colombian companies, using a quantitative method which was complemented with qualitative techniques, such as in-depth interviews, focus groups and benchmarking. The results produce significant differences among the companies studied, between the dimensions of added value assumed in theory, and between the different economic sectors. [ABSTRACT FROM AUTHOR]

This paper presents the results of an investigation into the social and cultural factors that influence the consolidation of business conglomerates. A neo-institutional theoretical perspective is used, combined with the social camp concept, to study the institutional distance and dominant relationships in the conglomerates. These aspects are qualitatively applied to 39 direct interviews with micro-cluster tool-making businesses, retailers and support agencies. The paper concludes that there is an asymmetrical accumulation of specific capital, a variety of organizational subcultures, and a predominance of commercial relationships characterized by subordination and domination, rather than the cooperation and interaction that are vital to a cluster's success. The results help understand the dynamics and function of clusters, and open a line of socio-cultural investigation of business conglomerates that goes beyond traditional economics. [ABSTRACT FROM AUTHOR]