Employee is a valuable asset and vital to any organization. Therefore a management practice to employees is important as it will enhance positive feelings to the organization. This study investigated the relationship between human resource management practices (HRM) and organizational commitment among employees in the
company Philip Morris International (PMI) Malaysia. HRM practices, including training
and development, performance evaluation, salary and benefits, recruitment and selection, and employee participation. A conceptual framework and built by two main hypotheses and ten specific hypothesis submitted for testing. Employees at PMI Malaysia are respondents in this study. A total of 180 questionnaires were sent to respondents. But only 110 questionnaires was collected from PMI Malaysia and used in statistical analysis. Data collected using a structured questionnaire adapted from previous studies and processed, managed and analysed using a computer program called SPSS version 21.0. The correlation analysis showed that there was a significant positive relationship between HRM practices and organizational commitment. While regression
testing conducted to study the practice of HRM most influential organization with a commitment shows the performance appraisal is the most influential factor in organizational commitment at PMI Malaysia. The recommendations have been given to increase the level of organizational commitment among employees, especially at PMI
Malaysia. In conclusion, the results of this study can contribute in increasing knowledge
and understanding of the relationship between HRM practices and organizational commitment, and thus allows the practitioner to obtain a deeper knowledge on the impact of HRM practices on organizational performanc
