Abstract: This study, explores on how the HRM practices as a bundle has a significant impact on employees’ intent to quit. Researchers identify 6 critical HRM practices that can affect employees’ turnover intention. These emerged practices are staffing, training and development, performance appraisal, compensation, career development opportunity and employment security. Researchers introduce a framework of High Performance Work Practices (HPWPs) including these 6 HRM practices for South Asian countries drawing on past literature to help redefine the dimensions of HPWPs. Moreover, this study focuses on employment security which is less emphasized in Western countries but more imperative for South Asian context. Researchers conclude with implications for theory and research guided by an expanded definition of HPWPs that affect the withdrawal intention of the employees.