In this competitive environment for the survival of the organization, it is essential to retain competent workforce, and keep them well aligned with organizational objectives. Turnover of employees creates panic situation and unnecessary burden of high recruitment cost. The present study identifies the relationship between job embeddedness and turnover intention. The survey of 119 employees was conducted in Saudi Arabia. The study found no significant relationship between job embeddedness and turnover intention. Negative correlation was found between turnover intention with respect to age and experience of employees. It clearly states that as the employees gain experience, their turnover intent decreases. Age is also an important factor of turnover intention. It was found that older employees showed less turnover intent in comparison to younger employees. The results will provide insights to organization for making effective strategies to keep employees embedded with their jobs and help in reducing turnover intent and actual turnover.

Small Medium Enterprises (SMEs) play a vital role for the development of any economy. Mul-tiple studies with respect to various aspects and dimensions of SMEs have been undertaken. Some of the problems faced by SMEs from the side of the employees include performance management issues, employee issues like strikes, go slow tactics, and so on. However, studies that explore the issues as perceived by employers are scarce. The present research is undertak-en to find out the various human resource issues as perceived by employers. Data for the present study was collected from 60 SMEs. The organizations belonged to various sectors. Factor Analysis was performed to identify the factors. The analysis identified two factors as perceived by employers regarding human resource issues in SMEs. The reliability and validity of the factors were also assessed, which was found to be sufficiently high. A few suggestions for further research are also presented.