This study investigates the impact of training and development on job satisfaction, loyalty, and retention among academics at a selected university of technology. The research purpose was to examine how training and development influence these factors. The study used a quantitative approach with a non-probability convenience sample of 270 academics. Regression analysis revealed positive and significant relationships between training and development and job satisfaction, loyalty, and retention. The findings suggest that training and development programmes can enhance job satisfaction, which in turn increases loyalty and retention. Practical implications indicate that universities should prioritize tailored training initiatives to meet the specific needs of their academic staff. The study contributes evidence-based insights for developing training and development programmes in higher education. Theoretical frameworks such as Herzberg's two-factor theory, social identity theory, and social exchange theory were used to support the study's findings. The study also addressed common method bias and discussed limitations, suggesting future research should use mixed methods to enhance validity. The results highlight the importance of training and development in improving job satisfaction, which positively affects loyalty and retention. Higher education administrators are advised to implement training and development initiatives that promote job satisfaction and loyalty, as well as create a supportive work environment to retain academic staff. The study underscores the need for effective training and development programmes to enhance academic staff retention and overall institutional performance.This study investigates the impact of training and development on job satisfaction, loyalty, and retention among academics at a selected university of technology. The research purpose was to examine how training and development influence these factors. The study used a quantitative approach with a non-probability convenience sample of 270 academics. Regression analysis revealed positive and significant relationships between training and development and job satisfaction, loyalty, and retention. The findings suggest that training and development programmes can enhance job satisfaction, which in turn increases loyalty and retention. Practical implications indicate that universities should prioritize tailored training initiatives to meet the specific needs of their academic staff. The study contributes evidence-based insights for developing training and development programmes in higher education. Theoretical frameworks such as Herzberg's two-factor theory, social identity theory, and social exchange theory were used to support the study's findings. The study also addressed common method bias and discussed limitations, suggesting future research should use mixed methods to enhance validity. The results highlight the importance of training and development in improving job satisfaction, which positively affects loyalty and retention. Higher education administrators are advised to implement training and development initiatives that promote job satisfaction and loyalty, as well as create a supportive work environment to retain academic staff. The study underscores the need for effective training and development programmes to enhance academic staff retention and overall institutional performance.