Staff personnel policies, as meant here, are broadly concerned with the following four basic objectives; a) recruitment of the teachers and auxiliary staff personnel involving job analysis, certification, demand and supply, quota allotment, selection, examination, new appointment, etc. ; b) motivating the staff, primarily concerned with loads, duties, salaries and welfares, and transfers, security of positions, future prospects, human relations, collective activities, etc. ; c) development of abilities and qualities, being concerned with on the job training and research activities, and d) participation of the staff personnel in the process of policy improvement. The following six important tasks of staff personnel policies have been identifies to be developed in the immediate future; a) a sort of catapillar-type plan should be developed on teacher supply and demand, teacher education, and teacher employment; b) professional standards should be established and maintained as to certification, recruitment and promotion, and other related teacher performance; c) discrimination on the basis of gender, region, class, etc., should be eliminated, guaranteeing equal opportunity for all candidates; d) conditions of work should be improved, materially, psychologically and socially ; e) in service training should be improved both in terms of programs and supporting systems and conditions; f)teachers should be guaranteed of their participation both in the process of personnel policies development and their evaluation. Legislation of the Teacher Status Act in 1991 in Korea, a Korean version of collective bargaining although limited by specific provisions inhibiting teacher strikes, should be considered as a step forward; however, further improvement should be made for more effective operations of the act; also a special act should be inaugurate in order to attract and guarantee qualified teachers.