This paper seeks to propose a conceptual framework for defining the relationship between training and development and retaining employees through job satisfaction as the intermediary variable in Yemen's banking sector. Indeed, employee retention is a critical success factor for organizations worldwide. Training and development is also one of the most vital issues of human resource management. By reviewing the literature, it is clear that theorists, academicians as well managers emphasize that

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... aining and development is an essential and decisive factor. Thus, this paper aims to determine the possibility of enhancing feelings of job satisfaction for workers in the banking sector in Yemen through training and development opportunities granted to them by the institution. From this point of view, the organization's ability to retain its employees and the low intention rate of employee turnover can cause great inconvenience to the organization. The research design for the current study is quantitative. For data collection and measurement, the study mainly adopts both descriptive research design while for data analysis; the correlation research design has opted., a set of questionnaires primarily used during the data collection. The results of this paper are likely to emphasize the importance of training and development as a critical factor affecting job satisfaction, which in turn affects employee retention in the banking sector in Yemen. This study contributes to raising awareness of the importance of training and development as a critical factor in job satisfaction, which is very important, especially regarding the organization's ability to retain its employees.