Introduction The human resource management function determines the quality and quantity of output an organization gets from its employees. Recruitment and selection processes enable an organization to assess its professional needs to ensure it chooses suitable personnel who have the required levels of competence to fill vacant positions. In addition, a willingness by employees to accept changes helps an organization to improve its internal work systems to help it attain good results in the long run. Any organization that intends to attain positive performance needs to satisfy the expectations of its employees by improving their working environments to motivate them. This essay will analyze various human resource management issues that affect the school district of Philadelphia and how they can be addressed to improve overall results. Discussion The department had to deal with a lot of complaints from teachers and other employees in the district, and this shows that its human resource systems were not well structured to satisfy employees’ expectations. In addition, hiring procedures used by the district were centralized, and this made it difficult to attract and retain highly skilled teachers who were needed to fill various vacant teaching positions. Senior officials in the department were accused of gross incompetence and lack of dedication to their duties, which negatively affected the morale of teachers and other employees working for the district. Therefore, this made it difficult for the district to satisfy the professional expectations of teachers in various public schools, which led to poor results. Principals do not have effective leadership skills, and this makes it difficult for them to inspire teachers working under them to attain good results. In addition, schools that perform poorly in the district find it difficult to attract highly qualified teachers, and this has eroded the quality of education offered by some public schools. The district’s HR department failed to develop beneficial relationships with other stakeholders, and this made it difficult for the department to address labor issues faced by its employees. This situation caused the department to deal with constant labor conflicts with teachers and other employees working in the district. As a result, before Hanna’s promotion, this situation had a negative impact on the image of Philadelphia’s education system. The district was unable to coordinate various human resource roles that were part of its strategy, and this led to systematic failures in the whole educational setup. One of the first tasks which Hanna undertook after being appointed was to change recruitment practices in the district. Hanna focused more on improving working conditions for new teachers and other employees that were recruited by the district to increase retention rates. As a result, these changes helped to increase the number of applicants for vacant teaching positions in different public schools. Within two years, the district’s public schools retained most of their teachers who were satisfied with the new HR policies which had been implemented. Since then, public schools in the district do not face chronic staff shortages as they used to in the past