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Purpose: The purpose of this paper is to outline human resource management strategies in educational institutions, investigate the implications of the systemic approach and the need to record case studies for conflict management in the education sector and finally evaluate the effectiveness of conflict management systems education staff (managers), subordinates (educational and administrative staff) and pupils. Methodology: The methodology used to prepare the work is the combination of primary and secondary research. Primary research is quantitative and refers to a case study on conflict management in an educational organization and more specifically in the Public Vocational Training Institute of Karditsa between the Director and his subordinates. The method of collecting data was the on-site observation from the position of deputy director, since it is an experiential experience. Secondary research is based on content analysis from different case studies, draws data from modern literature, leads to critical analysis of human resource management strategy theories and examines their effectiveness. Findings: Conflict in an educational organization is influenced by both structural and personal factors. Structural factors include poor working conditions, management, discipline and resource allocation. Personal factors include the level of skills and abilities of the chief manager and employees, the different personalities, poor communication, favorable treatment at work, and the feeling of insecurity often created by leadership. Both structural and personal factors can lead to conflicts and affect employee performance. According to modern theories of management education, conflicts in an educational organization can be both positive and negative and can positively contribute to activating people for greater effort and more efficient and efficient operation. Originality: This research argues that a comprehensive analysis of the environment and complex systems can contribute to the understanding of contemporary issues. In particular, the holistic and systemic - strategic - human resources management in education with emphasis on conflict management is highlighted. This research is based on the principles of systemic theory and suggests the imperative need of knowledge of conflict management by education executives. There is a lack of literature on research into educational institutions on the strategic management of human resources in terms of holistic approach and complexity. There are also bibliographic gaps in the recording and analysis of case studies, dealing with the management and resolution of conflicts between education staff and subordinates, as well as the creation of indicative, proposed and targeted conflict management programs for managers, teachers and administrators. Corresponding conflict management interventions are applied to students and are referenced in the bibliographic review.