The teacher shortage may not be the biggest problem right now, but if it is ignored as it has been of late, it could create a major problem in the education system. For various reasons, teacher retention has been one of the biggest issues. Therefore, the role of HRM has never been more vital before. Ashiedu and Scott-Ladd (2010) believe that the effective use of strategic human resource management (SHRM) can help attract and retain teachers. While SHRM is nothing new to the private sector, public sectors are lagging behind in implementing this strategy. The article provides some of the strategies that HRM can use to attract and retain teachers. One strategy focuses on providing early career professional learning support. This helps prepare them for the future as it helps nurture their professional development. Another suggestion was to pay higher wages. Since pay is one of the most influential factors in job retention, higher salaries will motivate teachers (at least in monetary terms) to keep their jobs. Developing respect among staff and changing organizational culture (if necessary) also helps the cause. One of the biggest problems in teaching is the ever-increasing number of students and the inability of educational organizations to meet the demand of teachers. Many teachers report burnout, so to address this issue, one of the suggestions suggests that reducing workload by reducing class size and other associated work related to teaching can help retain students. Educational reimbursements for teachers who want to attend higher education and recognition of their service within 1 year, 5 years and 10 years also create positivity in teachers towards their work (Ashiedu & Scott-Ladd, 2010). So, the role of HRM is very important especially in teaching. Effective implementation of SHRM can be a next paradigm in the education sector. Respondents in this study agreed that more rigorous implementation of SHRM at the school level would help retain teachers in the profession. According to Tejumola (2012), human resource development is a combination of training, education and motivation. It can be vital in developing personal and organizational goals. The author believes that human resource development is a gradual process that should be given due attention. In the first phase, this process focuses on organizational skills. By providing various types of training and developing employees through education, this process can create job satisfaction that can be vital to both the organization and overall employee growth..