Business Process Reengineering (BPR) is a strategic management approach that involves the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical areas such as cost, quality, service, speed, and productivity. Instead of making small or incremental changes, BPR focuses on transforming existing processes to create greater organizational efficiency and effectiveness. The concept was popularized by Michael Hammer and James Champy, who emphasized that organizations should redesign processes from the ground up rather than simply automate inefficient practices. From a Human Resources perspective, BPR significantly affects the workforce, organizational structure, job roles, and employee performance. Human Resources plays a central role in planning, implementing, and managing the people-related aspects of business process changes. Successful BPR depends not only on technological improvements but also on employee commitment, communication, training, and change management. The key principles of Business Process Reengineering include focusing on business processes rather than individual tasks, eliminating unnecessary activities, integrating related functions, using information technology effectively, empowering employees to make decisions, and designing customer-oriented processes. Organizations adopting BPR aim to simplify workflows, reduce delays, improve service quality, and increase overall organizational competitiveness. The objectives of BPR are to reduce operating costs, improve customer satisfaction, increase productivity, eliminate redundant processes, improve quality, reduce process cycle time, enhance flexibility, and strengthen organizational performance. It seeks to create value for customers while enabling employees to perform their responsibilities more efficiently. The BPR process generally begins with identifying the need for change and selecting the business processes that require redesign. The existing processes are analyzed to identify inefficiencies, bottlenecks, delays, and unnecessary activities. A new process is then designed based on organizational goals and customer expectations. Modern technologies are integrated wherever necessary, and employees receive appropriate training to adapt to new systems and responsibilities. The redesigned process is implemented, monitored, and continuously evaluated for improvements. Human Resource Management has several important responsibilities during BPR implementation. HR helps assess the impact of process redesign on employees and organizational structure. It develops workforce planning strategies to match the new business requirements. HR also identifies