As business activities are becoming more global, management in general, and human resource management (HRM) in particular, have become important research areas. Many researchers have observed the trend toward workplace transformation in the US and other countries. Such ”high performance work systems” typically involve greater worker autonomy and participation. Since workplace transformation has also taken in Asian countries, the paper is to investigate the relationship between the human resource management system and organizational performance. Following Walton (1985), the paper examines four broad HRM policy areas: human resource flow, work systems, reward systems, and employment influence. We hypothesize that different HRM type has different impact on organizational performance.