Due to globalisation, restructuring and demographic changes companies need to prepare for the war for talent. Therefore, this master thesis deals with the question of how company can win talents for and what possibilities they have to keep them and develop them further. At the beginning, the term talent will be explained from a common and operational point of view. Then, the definition of the term talent management is described and the aspects, which are necessary to integrate talent management into a company, are shown. Afterwards, a possible integral talent management approach with the focus on the talent management-process is examined. Through a critical consideration, the four elements, ascertainment of demand, acquisition, retention and development in the talent management-process are described. Talent pools are an appropriate arrangement in order to acquire internal talents and are, therefore, discussed amongst other issues. Also, arrangements acquiring external talents for a company and future trends are shown. In the next step, some incentives, which are helping with the retention of the talents, are portrayed. By doing that, some tasks and demands on an incentive-system are listed up and a model, which makes allowance for the individual needs of the talents, is introduced. As appropriate instruments for the development of the talents trainee-programs, coaching, mentoring and project work are discussed. Subsequently, in connection with talent development, there is the assessment, which the author of this master thesis is paying more attention to. In order to be able to assess the talents in the talent management-process from different point of views and, furthermore, reflect and change their own behaviour, the method of the 360 feedback is going to be introduced.