Human Resource Management (HRM) is important for the growth and stability of every organization. Employees contribute knowledge, skills, experience, and effort. When employees leave frequently, organizations may face additional recruitment costs, training expenses, delays, and loss of experience. This paper examines the relationship between HRM practices and employee retention in Surendranagar, Gujarat, using a stated sample size of 1,200 respondents. It focuses on recruitment and selection, training and development, compensation and benefits, performance appraisal, career development, supervisor support, and work - life balance. A quantitative and correlational approach is proposed. The accompanying tables show illustrative example values for respondent chara cteristics, mean ratings, correlations, regression estimates, and intention - to - stay responses. These values are simulated and should not be interpreted as actual findings. The final analysis should use the original survey responses to calculate frequencies, percentages, mean scores, correlations, regression coefficients, and hypothesis tests. The study framework can help organizations identify which HR practices are associated with employees’ intention to remain and develop evidence - based retention policies
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