The study sought to establish the role training & development plays in lowering turnover rates in banks using Capital Bank as a case study. The study adopted a quantitative approach. The specific design that was adopted is case study. The primary data were gathered through direct administration of questionnaires. One hundred (100) employees were selected. The data gathered was analysed quantitatively. The study found that most of the respondents are aware of the existence of career development plan for members of staff at Capital Bank. As many as 78% of the respondents held this view. Almost all the respondents indicated that training and development affect employee retention. Most of the respondents also added that the trainings they receive are relevant to their work. The revealed challenges include inadequate remuneration, ineffective communication or poor flow of information, untimely appraisal system, lack of career path and growth, as well as lack of clear cut policies.