CONCLUSIONSThe findings revealed that the relationship between Hard HRM orientation and Soft HRM orientation could only be found at (four) 4 hotels from the total of twenty-one (21) participating hotels. The remaining numbers of hotel had shown that there was no alignment between the Hard and Soft HRM. In comparing the extent of relationship between the Hard HRM and Soft HRM Orientations with the Turnover Rates, the relationship was found in five (5) of the twenty-one (21) hotels. The hotel organizations seemed adopting both orientations as there was neither Hard nor Soft HRM Orientation been adopted exclusively. These hotels are practising mixed elements from the two orientations where the employees‟ and organizations‟ interest are considered in any decision-making. The precise ingredient of this mixture is unique, which implies factors of both internal and external environment of the organization, culture and structure which all have vital role to play in the way of HRM in hotel operates.This study is expected to be helpful for managers of the hospitality organizations in planning and executing HRM practices. High turnover rate has been viewed as a serious problem in the hospitality industry since increased turnover causes high costs of training and recruiting, lower productivity, and emotional instability among employees. In an effort to mitigate the turnover rate, numbers of innovative ways should have been developed, which include competitive compensation, training, recruiting and etc. This study suggests that pre-employment tests, incentive plans, and labor-participation management are indeed effective in decreasing turnover rate.It continues to be important to find the right HRM orientation which can blend with the employees preferences at all times as to sustain high productivity level and reduce the turnover rate. Implementing either Hard or Soft HRM orientation can be even more critical for the success of up-scale lodging properties than budget hotels because of guest higher expectations of personalized services. In order to find suitable HRM orientation to be implemented in the hotel, human resource managers should pay close attention to HRM elements, which is often regarded as more of the influential positive affectivity on turnover rate.Besides, it is also important for the managers of hotel in Malaysia particularly to observe the HRM practises in the work environment and any possible drivers within it that could lead to reduced job satisfaction that would trigger a high turnover. Therefore, managers are to plan for a more organized work environment with appropriate HRM orientation as well as take into considerations any factors that would be deemed by the employees as one of the reasons to leave.