Looking from the business angle, for any kind of sector, human resource is a key instrument for its success. Therefore retaining of existing employees is the primary objective of the any organization. Without human resource no organization can do anything, even to whatever level the organization and its business is digitalized, mechanized and computerized in the present globalized world. As a result, this is a right time to focus on retaining high-performing employees and keeping them motivated and make them to stay in the organization. Al most all the IT and ITES industries are entrapped with labor turnover problem amidst stiff and staff competition from each other’s due to various reasons. Most of the financial resources of the organizations are met merely by recruiting, training and placing the employees routinely. Such kind of practice has become regular activity and part and parcel of day to day activities of Industries. As the demand for software professionals increased with supply increasing marginally, wages in the software industry began to spiral. While the domestic demand increased because of the growth, the overseas demand for Indian software engineers rose out of a significant IT skills shortage across the world. All of this has meant an increase in the turnover rates in the industry. So this study focuses particularly about job attitudes of employee and its role in attrition as its objectives. It has the following specific objectives:

1.    To examine the relationship between biographical variables and job attitudes of software employees;

2.    To ascertain the nature of association between job attitudes and employees’ attrition;

3.    To find out the relationship between biographical variables of employees and attrition;

4.    To fathom the relationship among organizational background of the employees, attrition and attitudes;

5.    To understand the practical issues in attrition in software industry by case method.