Reengineering as a Personnel Technology for Improving Enterprise Staff Performance

The article presents a conceptual and applied substantiation for business process reengineering as a modern personnel technology aimed at increasing the efficiency of enterprise personnel. It highlights the theoretical foundations of reengineering in the context of human capital management, and outlines key directions for the transformation of HR systems in response to the challenges of digitalization, changes in employment models, and the growing importance of behavioral factors in labor productivity. An analysis of modern scientific approaches to reengineering has been conducted, including the works of Ukrainian and foreign researchers, focusing on digital tools, managerial leadership, and a culture of change. Within the framework of the study, an authorial model of personnel technology is proposed, which combines a systematic approach to process restructuring with the use of IT platforms, personnel analytics, chatbots, machine learning systems, and personalized learning platforms. Particular attention is given to the cyclical feedback mechanism that enables the adaptation of personnel decisions in accordance with changes in employee behavior, their needs, and evaluation results. The model includes stages of recruitment, adaptation, KPI assessment, analysis of dissatisfaction reasons, building individual development trajectories, and managing dismissal risks, which helps to reduce employee turnover and enhance management quality. The results of implementing the model are assessed by comparing the state of the system before and after transformations, presenting relevant quantitative indicators that illustrate the positive impact of the reengineering approach. Key implementation risks have been identified: staff resistance to changes, insufficient digital literacy, risks of automating incorrect decisions, as well as issues with adapting organizational culture. It is argued that under proper support, strategic planning, and continuous data analysis, the reengineering of HR processes can become the foundation for creating an adaptive, human-centered, and technologically-supported personnel management system that will facilitate sustainable enterprise development in conditions of uncertainty and competition.