Although in line with the resource-based view (RBV), the impact of different HPWS practices on the innovation success of SMEs has been approved by researchers, investigating the previous studies indicates that the relation between these two areas has been more widely considered and less attention has been paid to the impact mechanism. Lack of real data and focus of analysis on respondents’ opinions, lack of process perspective and focus on innovation output criteria, lack of attention to uncertainty in the impact chain, and most importantly lack of a method to prioritize HPWS practices are among the most important constraints identified. So, this study proposes a framework for prioritizing innovation-oriented high-performance human resource practices by combining fuzzy DEA and fuzzy ARAS methods. This paper also presents an objective approach to investigate the impact of High-Performance Work system (HPWS) practices on innovation performance of small and medium size enterprises (SMEs) by considering organizational innovation as a process. After preparing the list of HPWS practices and innovation performance criteria through reviewing the literature and obtaining expert opinions, the fuzzy DEA method was used to model the innovation process performance and calculate the weight of each innovation input criteria. Then, considering the impact of HPWS practices on these input criteria, HPWS practices were ranked using the fuzzy ARAS method. The results of applying this framework to SMEs in the field of nanotechnology in Iran show that top management support is the most important input criteria and the financial results of innovation are the most important output of organizational innovation criteria. In addition, based on the results of this study, the most important effective HPWS practices for SME innovation can be considered as: employee training and development, information sharing and employee participation. The consistency of final ranking of practices and criteria importance with the findings of previous research, the results of sensitivity analysis and comparison of the results of proposed framework and four other multi-attribute decision-making (MADM) methods show the robustness and reliability of the findings of this research.

尽管与资源基础观点（RBV）一致，不同HPWS实践对中小企业创新成功的影响已得到研究人员的认可，但对以往研究的调查表明，这两个领域之间的关系得到了更广泛的考虑，而已经注意到影响机制。缺乏真实数据和对受访者意见的分析重点，缺乏流程视角和对创新产出标准的关注，缺乏对影响链中不确定性的关注，最重要的是缺乏对 HPWS 实践进行优先排序的方法。确定的限制条件。因此，本研究通过结合模糊 DEA 和模糊 ARAS 方法，提出了一个优先考虑以创新为导向的高性能人力资源实践的框架。本文还提出了一种客观的方法，通过将组织创新视为一个过程来研究高性能工作系统 (HPWS) 实践对中小型企业 (SME) 创新绩效的影响。在通过查阅文献和获得专家意见准备HPWS实践和创新绩效标准清单后，采用模糊DEA方法对创新过程绩效进行建模并计算每个创新输入标准的权重。然后，考虑到 HPWS 实践对这些输入标准的影响，使用模糊 ARAS 方法对 HPWS 实践进行排名。将该框架应用于伊朗纳米技术领域的中小企业的结果表明，高层管理支持是最重要的输入标准，创新的财务成果是组织创新标准的最重要输出。此外，根据本研究的结果，中小企业创新最重要的有效 HPWS 实践可以被认为是：员工培训和发展、信息共享和员工参与。实践和标准重要性的最终排名与先前研究结果的一致性、敏感性分析的结果以及所提出框架和其他四种多属性决策（MADM）方法的结果的比较表明了该方法的稳健性和可靠性。这项研究的结果。