Rural Bank as the bank with its main objective to improve the economy of the community, especially rural communities by giving ease and speed to its customers, keeps the industry growing and interested in society. Rural Bank in serving its customers is simpler compared to other commercial banks and the service is focused on the community where the coverage is limited. In enhancing the performance of BPR, it is necessary to have employees who have better competence of knowledge, skills, attitudes and other skills. Human resources with talent are indispensable and need to be managed properly. Talented human resources need to be rewarded and career paths so that employees will be committed to their organization. This research aims to know and analyze about talent management and career development in Rural Bank. Research using quantitative methods of analysis used descriptive survey and Explanatory survey, the nature of descriptive and verifiable research, data retrieval through questionnaires distributed to 241 respondents employees of Rural Bank Bandung City. Instrument testing using validity, reliability and test normality tests. Talent Management is formed with three  dimensions namely Inclusion, above average ability, task commitment,  and creativity, career development are formed in five dimensions: mutation, selection, placement, education and training. The results of the study descriptively show the talent management of the Category well enough until well, and the development of career in the category is quite good until well. The verified results show that talent management has a positive and significant influence on career development with a value of 0.586 or 58.6%, with values beyond the model (errovar) of 0.414 or 41.4%.