Investment on the human resources of organizations is the most appropriate way for gaining a competitive advantage. Organizations should improve their human resources and increase their knowledge and skills. One of the main motivating factors for learning in staff is that they can progress in their careers. Career development leads to career success and career satisfaction. But before that employee should be aware of their career competencies, so they can go through their career appropriately to success. Therefore, the aim of this research is the study of relationship between career competencies and organizational learning capability in executive organizations of Kerman city. Statistical population in this study is including employees in executive organizations of Kerman city and about 23205. Sample size was determined by using Cochran formula of 378 individuals. To collect data, we used two questionnaires. Career competencies questionnaire with the validity of 0.982 and reliability of 0.832 and the questionnaire of organizational learning capability with the validity of 0.95 and reliability of 0.846 are calculated. Analysis is performed by SPSS and using Pearson and Spearman tests with the scatter plot to determine the relation between two variable and also reliability coefficient T test, and Anova, performed with the box plot. Results of correlation coefficients of Pearson and Spearman tests showed there is significant relationship between the employee career competencies variant and the organizational learning capability variant which were 0.363 and 0.498 respectively. Also Pearson and Spearman correlation coefficients between employee career competencies and dimensions of organizational learning capability are including openness and experimentation equal to 0.500 and o.484 and system view equal to 0.459 and 0.459 and interaction with the external environment equal to 0.330 and 0.312 and risk taking equal to 0.438 and 0.409 and participative decision making equal to 0.459 and 0.456 which all had a significant relationship it can be interpreted from results that career competencies are a factor for progress learning capabilities and reinforcement of these competencies can simplify organizational learning process and help to create and publish the novel ideas which are the criteria for success in the present dynamic environment organizations may empower their employees by focus on these competencies and motivate them to enter in to unknown fields.