Introduction: The success or failure of any organization mainly depends on its employees. All HR managers always care about the employee's intention towards the organization. Because if employees intend to leave their jobs, it will cost companies a lot of money, resulting in recruitment and selection costs, training and development costs, more than the loss of a competent employee who gained experience during his tenure. the work is critical. The role of HR manager is therefore very critical to retain selected and well-trained employees in the organization for longer periods of time. Thus, retaining this invaluable “asset” of the company now becomes a crucial function for all HR functionaries. They must be constantly made more and more aware of the harmful effects of changing jobs and thus avoid employee attrition at all costs. This research paper attempted to find out the perception of employees towards their job and the factors that cause the employee to leave the organization. Literature Review: At the lay level, employee turnover can be understood as the voluntary departure of employees from their organization. But technically, employee turnover is defined as the ratio of employees appointed to a company to those excluded from it during a given period of time. Employee turnover has both positive and negative influences on organizational performance (e.g., Dalton and Todor, 1979; Dess and Shaw, 2001; Mobley, 1982; Staw, 1980). Maintaining the level of employee satisfaction is the main root of organizational success over a long period of time (Berry, 1997). Loss of skilled employees will result in reduced quality, production...... middle of paper...... & Conlon, DE 1991. The dynamics of intense work groups: a study of quartets British strings. Administrative Science Quarterly, 36: 165-186.P., Preston, SH and Coale, J. (2012). Age structure, growth, attrition and membership: a new synthesis Price, JL & Mueller, CW (1981). A causal model of turnover for nurses. Academy of Management Journal, 24, 543-65Porter, LW and Steers, RM 1973. Organizational, professional, and personal factors in employee turnover and absenteeism. Psychological Bulletin, 80: 151-176. Riley, B. K. (2009). EMPLOYEE RETENTION: An empirical study of direct care employees at ACHIEVE. Shrivastava, A. and Purang, P. (2009). EMPLOYEE PERCEPTIONS OF JOB SATISFACTION: A COMPARATIVE STUDY ON INDIAN BANKS, 14(2), 65–78. Thaden, E. (2007). UNDERSTANDING ATTRITION AND PREDICTING EMPLOYMENT LENGTHS, Master of Science Thesis, Vanderbilt University.