This study examines training, career development, and employees’ performance in the Enugu State Civil Service, Nigeria, with emphasis on how human resource development practices shape productivity, work engagement, and service delivery outcomes. This study is anchored on Empowerment Theory, which provides a robust explanatory lens for understanding how training and career development influence employee performance in public sector organizations. The study adopted a descriptive survey research design, and data were collected from 132 civil servants across six selected ministries using structured questionnaires and semi-structured interviews. Quantitative data were analyzed using descriptive statistics (percentages and mean scores) and chi-square (χ²) tests, while qualitative data were examined using thematic content analysis. Findings reveal that training programmes have a significant effect on employees’ productivity and efficiency in the civil service. In particular, practical, ICT-based, on-the-job, and workshop-oriented training were found to enhance job performance and improve service delivery capacity across ministries (χ², p < 0.05). Secondly, career development initiatives and succession planning were also found to significantly influence employees’ performance by strengthening motivation, improving work engagement, and enhancing commitment to organizational goals (χ², p < 0.05). The study concludes that training and career development are critical determinants of employee performance in the Enugu State Civil Service, but their effectiveness depends on how well they are integrated with performance management systems and organizational structures. It is recommended that continuous training be institutionalized, career development be systematically linked with succession planning,

Keywords: Training, career Development; Employee Performance; Public Sector Productivity; Career Development and Succession Planning