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Monopoly is a form of market structure characterized by sole control over certain goods or services. In conventional economics, monopoly is often considered as part of market dynamics that can be tolerated under certain conditions, such as natural monopoly. However, from an Islamic microeconomic perspective, monopoly is viewed more critically because it has the potential to cause injustice in the distribution of wealth and market access. This article aims to analyze the concept of monopoly in Islamic economics and examine its implications for market justice. This study uses a descriptive qualitative approach based on literature studies, with sources from classical Islamic literature, the Qur'an, hadith, and contemporary economic theory. The results of the analysis show that Islam forbids monopolistic practices that are detrimental to society, especially in the form of ihtikar or hoarding, and encourages healthy competition and market supervision (hisbah). Thus, the principle of market justice in Islam is not only normative, but has a strong ethical and practical basis to prevent economic domination by a handful of parties.

Human resource development (HRD) is a fundamental pillar in the management of Islamic education, especially in the era of globalization and the industrial revolution 4.0. Islamic educational institutions are required to produce graduates who are not only religious but also competent, ethical, and adaptive. This study aims to identify effective HRD strategies to improve the quality of Islamic educational institutions. The research employs a qualitative approach with data collected through interviews, observations, and documentation in several Islamic educational institutions. The findings reveal that strategies such as training, internships, scholarships, mentorship, collaboration, performance evaluation, spiritual development, technology implementation, and innovation play vital roles. The integration of Islamic values in recruitment, training, and career development is also crucial. However, challenges such as limited funding, lack of competent human resources, and insufficient leadership attention remain obstacles. This study emphasizes the need for innovation in HRD to overcome these barriers. It is expected that the findings provide practical solutions for Islamic educational institutions to achieve educational goals, produce quality graduates, enhance competitiveness, and contribute positively to society.