Human Resource Management in Increasing the Effectiveness of the Deradicalization Program : Manajemen Sumber Daya Manusia dalam Meningkatkan Efektivitas Program Deradikalisasi

Yulia Wahyu Niasari (Faculty of Economics and Business, University of Bandar Lampung)
Haninun Haninun (Faculty of Economics and Business, University of Bandar Lampung)
Khairudin Khairudin (Faculty of Economics and Business, University of Bandar Lampung)

Indonesian Journal of Innovation Studies
Vol. 27 No. 4 (2026): October

General Background Deradicalization functions as a social reintegration process for former terrorist convicts and requires sustained ideological, social, and economic guidance. Specific Background At the Mangkubumi Putra Lampung Foundation, program delivery depends on facilitators who can communicate persuasively, build trust, understand participant characteristics, and provide continuous mentoring. Knowledge Gap Existing studies have largely emphasized policy and program design, while the direct connection between human resource management functions and deradicalization outcomes, particularly in a local non-governmental organization, remains underexplored. Aims This qualitative descriptive case study examines how human resource management is applied in the Foundation’s deradicalization program. Informants were selected purposively, data were collected through interviews, observation, and documentation, and validity was tested through triangulation, with analysis following the Miles and Huberman interactive model. Results Five connected functions emerged: workforce planning, recruitment and placement, competency development, coaching and mentoring, and evaluation. Their adaptive and continuous application was associated with changes in participants’ understanding, attitudes, and behavior, social reintegration, economic empowerment, and communication based on trust. Novelty The study links operational human resource functions with participant development in a local deradicalization setting through an empirically grounded case study. Implications Deradicalization organizations should align facilitator selection, capability development, mentoring, and periodic evaluation with participant needs to sustain program implementation and reintegration processes. Highlights: Planning, recruitment, competency development, mentoring, and evaluation operated as connected organizational functions. Participant outcomes included shifts in understanding, attitudes, behavior, social reintegration, and economic empowerment. Facilitator selection considered competence, experience, communication ability, commitment, and readiness. Keywords: Deradicalization, Terrorists, Human Resource Management