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This study aims to analyze the comprehensive relationship between selection, placement, career development, and employee well-being within the perspective of organizational psychology. Human resources (HR) are the central driver of organizational success, yet many institutions, including Islamic educational institutions, still face challenges in professional HR management. This research employs a library research method with a descriptive-comparative analysis approach, reviewing relevant scientific literature and empirical reports. The findings indicate that these four aspects form an integrated unit; effective selection based on person-organization fit provides quality candidates, appropriate placement optimizes potential, structured career development maintains motivation, and holistic well-being ensures loyalty and productivity. The study concludes that organizational success is heavily dependent on the synergy of these four components managed through an organizational psychology approach, rather than being treated as separate administrative functions.

Talent management is a crucial element in human resource (HR) management in Islamic educational institutions to achieve optimal education quality. This study aims to examine the HR talent management process in Islamic educational institutions with a focus on aspects of recruitment, development, spiritual and moral guidance, performance evaluation, career development, and talent identification. The research method used is quantitative descriptive with data collection through questionnaires distributed to 30 educators and staff in Islamic educational institutions. The results of data analysis show that the talent management process has been carried out effectively, with an average score above 4.0 for all aspects analyzed. This study recommends improving the evaluation system and spiritual guidance as the key to sustainable HR development in Islamic education.

This research aims to determine the impact of promotion and demotion mechanisms in teacher career development at SMA Labschool Unesa 1. This research uses a qualitative approach. The type of research used is interviews. The informant in this research was only one teacher. This research shows the mechanism of promotion and demotion in teacher career development at SMA Labschool Unesa 1. There are promotion and demotion indicators consisting of work performance, discipline, skills. Lastly, the demotion indicators consist of member incompetence, personal requests, and rationalization of numbers. The results of the discussion in this research are that in carrying out professional duties, teachers have the right to receive promotions in accordance with their duties and work performance, which includes promotion/increase in functional position. Furthermore, demotions are caused by the lack of performance of a teacher who is not good enough. Demoting a teacher does not happen directly, but there is a gradual evaluation, namely by evaluating several times with agreement with the other teachers. At SMA Labschool Unesa 1, there are no differences and there is a sense of family towards teachers who have just been demoted.