For some authors,human resources management constitutes the strategic framework for organizational culture. They state that an interaction between human resources and culture might exist (Yeung, Brockbank y Ulrich, 1991). Considering that in order to be effective and retained in time human resources practices must fit into the organizational culture, these practices in turn reinforce and influence culture through the information they provide and the behavior they induce. This research aims at identifying a relationship between human resources and organizational culture. The study was conducted in 199 Colombian firms. For information processing multivariate models with emphasis on clus ter analysis and variance analysis were used.