The teacher shortage may not be the biggest problem right now, but if it is ignored as it has been in recent times, it could create a very big problem in the education system. For a variety of reasons, teacher retention is one of the biggest problems. The role of HR has never been more vital. Ashiedu and Scott-Ladd (2010) believe that the effective use of strategic human resource management (SHRM) can help attract and retain teachers. Although SHRM is not new to the private sector, public sectors are lagging behind in implementing this strategy. The article presents some of the strategies that HRM can use to attract and retain teachers. One strategy aims to provide support for early career professional learning. This helps them prepare for the future while promoting their professional development. Another suggestion was to pay higher salaries. Since salary is one of the most influential factors in retaining a job, higher salaries will motivate teachers (at least financially) to stay employed. Developing respect among staff and changing organizational culture (if necessary) also helps the cause. One of the biggest problems in education is the ever-increasing number of students and the inability of educational organizations to keep up with teacher demand. Many teachers report burnout. Therefore, to solve this problem, one of the suggestions suggests that by reducing the workload through smaller class size and other associated work related to teaching, it can help with retention. Educational reimbursement for teachers who wish to pursue higher education and recognition of their services within one year, five years and ten years also creates a positive attitude among teachers towards their work (Ashiedu and Scott-Ladd, 2010). Hence the role of HRM. is very vital, especially in teaching. Effective implementation of SHRM can be a next paradigm in the education sector. Respondents to 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. This can be vital for developing personal and organizational goals. The author believes that human resource development is a gradual process and deserves special attention. Initially, this process focuses on organizational skills. By providing various training and developing employees through education, this process can create job satisfactions that can be vital to both the organization and overall employee growth..