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Career management is one of the major concerns of human capital management. Career is just as important for the executive as it is for the line worker. Joseph PIERRE attributes two facets to it. The first is organizational, since career refers to an individual's various assignments within the organization, and over time, with their associated status, roles, activities and duties, privileges and remuneration. The second, individualrelates to the various positions held during one's working life, which may be located in different organizational and cultural contexts. In fact, a career is an employee's professional path from the date of entry to retirement. And the implementation of career management implies the existence of an appraisal system to gather the information needed to draw up training and promotion programs, and to manage remuneration, since this HR tool seems to affect the whole edifice of the human resources function. Career development is a highly sensitive issue, and motivation is inherent to it.