CHAPTER ONE
INTRODUCTION
1.1    BACKGROUND TO THE STUDY
Labour turnover can be defined as the flow of manpower into and out of an organization. In this definition, one could deduce the flow of manpower to mean (replacement and new hire) while outflow to mean (separation, lay off, discharge, quits, retirement, leave, absence or death etc.). This inflow and outflow will continue to attract the attention of human resource practitioners on finding the cause: and possible solution for an organization. Since personnel/human resource managers are the custodians of the entire workforce in any organization. The role they perform determine to a great extent the inflow and outflow of workers in an organization.
According to Tadeyi (1999), labour turnover occurs when an employee: leaves the service of an organization. Therefore, the resultant effect of the movement of workers/labour from one place to another in search of comfort is tagged "labour turnover". Thus, the fund of human resource management is one of the most dynamic and challenging areas for managers across the globe in the turbulent business climate, caused by increased global price competitiveness, changing technologic, changing employment legislation, and changing workforce composition is challenging managers to utilize their employees more effective to gain competitive; advantage. In recent years there has been significant practical development with increasing numbers of private and public sector organizations adopting Human Resource management in order to retain the best hands in their organization, thus reducing labour turnover. Therefore, there is a need for a study of this nature.
1.2    STATEMENT OF PROBLEM
The management of human resource is crucial to the survival, growth and development of any organization, particularly, in the contemporary period of 21st, century where there is unhealthy rivalry in the global market, and competitiveness. The reasons for this are many, but the most important ones are that:
v    Organizations are practically run by men.
v    Human resource is the most difficult resource to manage, in the sense that they have facilities of reasoning and the ability to respond or resist to stimuli, and
v    Human beings are dynamic, complex and unpredictable.
With the foregoing, effective managers of human resource; is fundamental to the survival of any organization. Therefore, it. is very important for any organization that desires to survive, to put in place, policies, programmes, and practices that can ensure optimal acquisition, utilization and reduction of labour turnover in business enterprises.
Labour turnover today in the manufacturing sector in Nigeria has led to a greater extent brain drain and this has lead to many economic crisis in which the nation find her self. Therefore, a high rate of labour turnover is costly, not only in terms of recruitment, advertising, selection, training of new employees, waste, reduced production and loss of sales, but frequently has serious effects on general efficiency and staff morale and on the organization image at large.
With the aforementioned, labour are very important in the manufacturing sector in order to identify reasons for incencant change of jobs by personnel. 'thus, there is a need for a study of this nature.