HR in education: what are the burning issues in schooling

Schools deal with the same HR issues as companies and other organizations, only with several specifics: legally required qualifications, demanding substitution planning, handling children’s personal data, and a chronic shortage of teachers. Understanding human resources in education allows administrators to systematically address HR issues and align goals of education and human resource development for better outcomes.

Are you curious about what works well for schools in HR? Understanding what keeps teachers focused on teaching, instead of leaving the profession, is crucial—as are the biggest HR challenges in the education sector.

1) How to Recruit Teachers When There Are None to Hire

Recruitment relies on speed, clear requirements, and precise targeting. It pays to have clear criteria already in the job post (subject qualification, credentials, workload), a simple application form, and a well-defined selection process.

In times of teacher shortages, every available tool must be used to convince candidates to join your school. You can widen your potential candidate pool by cooperating with faculties of education, professional associations, alumni, and teachers returning from parental leave—especially important given the prevalent teacher shortages. Technology helps facilities streamline recruitment and automate administrative tasks, while a positive organizational culture remains key for attracting candidates. This approach supports the ability to recruit employees and respond to the changing labor force, ensuring access to resources for employment within education.

Applicants usually expect a response within two days; at the very least, send confirmation of receipt. Where possible, include an approximate timeline for next steps and introduce the people involved in the process. HR training for schools emphasizes the importance of timely recruiter feedback to keep potential candidates engaged and interested.

2) How to Keep Teachers

Retention isn’t just about salary. In staffrooms, teachers often face heavy workloads, excessive paperwork, and frequent schedule changes. Effective retention relies on giving educators a voice in work organization, while centralized administration and fair planning of substitution duties improve staff morale and employee relations.

Short monthly surveys can quickly reveal problem areas, helping human resources in education to address issues promptly. Professional support matters: supervision, peer consultations, clear rules for rest during holidays and sick leave, and targeted training programs help combat educator burnout and support retention.

3) Substitution Without Chaos

Absences are unavoidable, but effective handling makes all the difference. Stable schools maintain a “pool” of substitutes (internal and external), a shared schedule in one place, and clear rules about who can fill in and when, addressing challenges proactively.

Tracking substitutions in a simple management system shows workload at a glance, simplifies bonus calculations, and provides valuable data. Replacing last-minute improvisation with a clear system greatly reduces staff stress and improves administration. Systems with advanced features and customization options can adapt to operational demands typical of public school administration.

4) Meaningful Development and Qualifications

Continuing education is both a legal requirement and an opportunity to improve teaching quality and school culture. Give professional development structure: define key competencies for each role, create an annual CPD plan, and regularly assess impact.

Development doesn’t require expensive courses—internal mini-trainings, team teaching, open classes, and best practice sharing all contribute to growth. For educational leaders and administrators, participating in research-based master’s or doctoral degree programs, or pursuing interdisciplinary traineeships in fields like higher education administration and STEM education, helps foster career development and improved outcomes.

5) Legal Matters and Bureaucracy

HR administration in educational institutions must follow clear regulations. For teachers, this means monitoring qualification requirements; for employment, ensuring proper contract types and workloads (including fixed-term, part-time, and agreement-based contracts) is essential for effective management.

For data protection, maintain clear employee information notices, transparent access rules, and defined retention periods. Digitalizing HR processes or deploying customizable HR software that automates compliance can relieve administrative burdens, ensure legal compliance, and enhance operational transparency for schools.

6) A Functioning “Company” Culture

Every organization has a culture—schools included. It’s shaped by daily habits, and small details can have a big impact. In education HR, cultivating a positive culture is vital: purposeful meetings, accepted peer observation, public celebration of success, and safe feedback channels all strengthen the school community.

Human resource management builds happier teams and attracts new colleagues. Fairness, predictability, and involvement in decision-making keep staff engaged and open to growth. Effective principals and education human resources expertise help schools navigate HR challenges and maintain a supportive, resilient internal culture.

7) Benefits That Actually Matter

Budgets are often tight, making benefit choices highly strategic. The goal is meaningful impact: offer what teachers value, such as psychological support, prevention of voice strain, flexible timetables, focus on well-being, and meaningful time off.

Clear communication is equally important—teachers often aren’t aware of offered benefits. Regularly updated benefit lists and reminders make a difference. Consider integrating support services and resources for employment that reflect current job outlooks and accommodate both full time and part-time roles.

8) Digital HR for Better Clarity

Administrative capacity in schools is limited, so digitizing HR processes pays off quickly. Essentials include a unified employee database, a simple ATS for recruitment, shared work and substitution overviews, electronic leave requests, and attendance tracking for training. Embracing digital HR streamlines processes and enhances performance management.

Key benefits are less manual data entry, faster payroll preparation, and clearer insights for management and authorities. Customizable HR solutions, user-based licensing, and advanced software features empower human resources managers to address operational demands effectively within the school system.

Takeaway

Schools benefit most when effective HR systems are adapted to their needs—building loyal, motivated teaching teams, strengthening reputation, and clarifying the ongoing role of education in human resource development. In 2025, that’s what truly makes the difference for resilient and forward-thinking schools.