The research assessed career development practice in Commercial Banks in Tanzania with reference to NMB Wami Branch. Generally the study revealed that, the NMB career development policy (2013) ensured the bank was resourced at all times with staffs who had appropriate skills, knowledge and experience for the bank to achieve its objectives. On the other hand, respondents reported that, managers were so rigid when it came to allocation of resources that would favour employee’s developments. Findings showed that, management assumed resources were always limited, which could not be enough to develop each individual in the branch. Meeting skills demand in terms of relevance and quality as to ensure the matching of skills supply and demand is essential because skills policies need to develop skills that are relevant, promote lifelong learning. It was concluded that, career development was a very crucial thing at NMB Wami branch, however the process was accompanied with lots of challenges. Career development should be part of the bank practices. Management should frequently develop staff’s human and business skills, because it is very important for workers who facilitate other resources in the Bank through unleashing their potentials for the betterment of the NMB bank. The study recommended some measures for improving the current situation. Bursary policy must be reviewed to remove all the unnecessary bureaucracy, management’ decision on career development should be fair to allow employees to attain their career objectives, Bank culture should sound in the way that attracts employee’s career development, from the co-operate strategy it should be indicated that, career practices be part of the Bank and Workload should be reduced to allow employees to master and carry their career objectives.