Career management represents activities that are carried out to sustain the career development of the enterprise employees. It is important to remember that when planning a career, the individual is the one who strives to find and realize his/her own path in life, and we are here to support and facilitate this journey. Activities such as preparation for a managerial role, preserving the “know-how” of the enterprise, offering opportunities for professional and personal growth, strengthening the brand of the employer as well as the brand of the organization, helping increase the efficiency of the company and bringing better results to the organization are included in the talent program. In this work, a new way of defining talent management in the enterprise is described. The characteristics that make it possible to create a comprehensive view and identify measures to improve the talent program effectiveness, such as employee support, changes in talent identification and selection processes, expansion of talent development programs, performance-based evaluation, and effective feedback from superiors, are presented. Responsible persons are crucial in managing and creating this learning process within the talent program to improve employees’ skills. They support talented employees in individual phases of the program, which serves as motivation for program participants. At the end of the work, the increased costs of the new program are mentioned.