This study examines the moderator effect of individual preferences for HRM practices on the relationship between work values and contextual and task performance (CTP).The relevant literature suggests that the notion of individual preferences in regard to their effect on CTP, moderator effect in particular, has received scant systematic attention.The data were obtained in a sample of 356 manufacturing sector employees in Sri Lanka. A three-step moderated hierarchical regression procedure was adopted to examine the moderating effect of individual preferences. The results of the study supported the hypotheses. Originally, work values and ethics had a direct effect on CTP. However, this effect was moderated by employees' preferences for HRM practices. The evidence within this study reveals that unique human resource values and their interaction with HR design choices could be considered as sources that enhance performance at work. Implications for the theories of application work values, individual preferences for HRM practices and performance are also discussed.