Research objectives and hypothesis/research questions:
Research problem was the analysis of changing process of implementing elements of talent management strategy among cadets and soldiers of The Polish Air Forces. 1. What kinds of changes are in carrying on talent management processes in the Polish Air Forces? 2. What kinds of elements of talent management strategy are integrated in 2015-2023? 3. Is the multidimensional talent management strategy implementing in the Polish Air Forces? 4. Is talent management strategy the cause of reaching well-being by cadets and soldiers?

Research methods:
The research was the two points. In the first research 216 soldiers took parts with it and 425 soldiers in the second one. The second research was curried on two parts too. With cadets the research was done by direct method (auditor one) (49 cadets in 2015 and 90 cadets in 2023). Soldiers were examined by post questionnaire because of their duties.

Main results:
The talent management strategy was examined twice, using the same research tool in a group of cadets and professional soldiers in the Polish Air Force, and different results were achieved. The talent management strategy should be shaped and created from the first days of studies in military fields and during service in the first military positions. Setting goals and the result of student management processes and their above-average abilities was also visible. Clear guidelines and long-term analyses related to the operation and functioning within the “walls” of the Air Force Military Academy authorize conclusions about the criteria for classifying cadets into specialization and field groups. Empirical data indicate a very large increase in cadets’ responses regarding the definition of management goals for soldiers studying military courses and their above-average abilities for the needs of the army. Lecturers develop talents by creating plans and career paths. In scientific research, cadets and professional soldiers see the need for planning, integration and multi-faceted activities to achieve the goals of developing talents.

Implications for theory and practice:
Defining itself is already the basis for planning solutions concerning talent management and its strategic aspects. Talent management goals are set. Analyses of military service results are conducted. However, this is not enough to manage soldiers and recognize their unique talents. More far-reaching solutions are expected. It is necessary to outline the principles of promoting soldiers, appropriate regulations or even legal regulations. Therefore, the talent management strategy should undergo the process of redefining key competences, training and predispositions to the profession of a soldier.