The article identified two human resource (HR) configurations -- knowledge-based and commitment-based HR configurations -- which would particularly improve performance of knowledge-intensive organizations. The different mechanisms of their effects on organizational performance will be discussed. We argue that knowledge-based HR configuration will directly enhance the intellectual capital, which in turn affects organizational performance; whereas commitment-based HR configuration will influence organizational performance through improving employees’ commitment to organization and lowering the rates of turnover and absenteeism. The model about the relationship of the two HR configurations (complementary vs. contradictory) is also proposed.