With change as the only constant in today‟s global economy, organizations need to build learning capability - „adaptive learning‟ as well as „generative learning‟, to enhance the ability of employees at all levels to learn faster than competitors from their own successes and failures as well as that of others. Recent years have seen increased attention being given to the organizational capability that facilitates organization to learning. Studies pointed that failure is a key condition for effective organizational learning. Although, there are many factors lead to it, but career competencies is a forgotten one. The studies show a variable to promote organizational learning capability is focus on career competencies. Competence allows not only to assess and reflect upon one‟s work in an efficient way but also to take responsibility for the results of the work to take responsibility for the results of the work. Career competencies are those behavioral competencies that are common to the all jobs, and combined with the organization wide (core) competencies, make up the suite of behavioral competencies necessary for success. Also, these competencies are an important force to move toward a learning organization. In conclusion, it is possible to state that organizational learning capability is not static and need to be renewed taking into consideration a person‟s goals and plans of actions needed to achieve them. In this case, understanding which career competencies and skills are instrumental in a successful learning capability become critically important for organizations.