What are Hr Manager OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.
We've tailored a list of OKRs examples for Hr Manager to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
How to write your own Hr Manager OKRs
Option 1. Turn ideas into OKRs with Tability AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Hr Manager OKRs examples
You'll find below a list of Objectives and Key Results templates for Hr Manager. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.
Hope you'll find this helpful!
OKRs to streamline and optimize our HR data process
ObjectiveStreamline and optimize our HR data process
KRTrain 100% of HR team on new data processing procedures and software
Identify suitable training courses for new data processing software- Monitor and verify team members' training progress
- Schedule training sessions for all HR team members
- KRDecrease time spent on HR data processing by 25%
- Implement efficient HR automation software
- Streamline and simplify the data entry process
- Conduct training on effective data management
- KRImplement a centralized HR data management system by increasing efficiency by 30%
- Identify and purchase a suitable centralized HR data management system
- Train HR staff to properly utilize and manage the system
- Monitor and adjust operations to achieve 30% increased efficiency
OKRs to implement a comprehensive new HR portal for employees
- ObjectiveImplement a comprehensive new HR portal for employees
- KRReceive a minimum of 80% positive user feedback after the first month of usage
- Analyse and address negative feedback promptly
- Continually improve user experience based on feedback
- Implement a user-friendly feedback system
- KRAchieve 90% employee registration within the first month of portal introduction
- Launch an engaging awareness campaign about the portal
- Provide easy-to-follow registration instructions to employees
- Incentivize portal registration through rewards
- KRIntegrated portal with key HR services and resources by end of quarter
- Test and launch the completed HR portal
- Identify essential HR services and resources for integration
- Design and develop the integrated portal structure
OKRs to execute foundational groundwork for our 2025 performance management system
- ObjectiveExecute foundational groundwork for our 2025 performance management system
- KREvaluate and select two potential software providers for the new system
- Identify two potential software providers based on system requirements
- Make a final decision to select two suitable software providers
- Compare features, prices, and customer reviews of selected providers
- KRDevelop and secure approval for a detailed project implementation plan
- Draft a detailed project implementation plan
- Revise and secure approval for the plan
- Submit proposal to decision-makers for review
- KRGather performance related feedback from 80% of existing employees
- Distribute the survey to all existing employees
- Develop a concise survey for performance-related feedback
- Remind employees to complete the survey
OKRs to eliminate disparities across mixed levels
- ObjectiveEliminate disparities across mixed levels
- KRDevelop a comprehensive plan to address identified disparities within a month
- Draft an effective action plan to address disparities
- Identify key disparities within the organization
- Implement and monitor the devised plan of action
- KRAchieve at least 90% uniformity across mixed levels by the end of the period
- Implement uniform training across all levels
- Monitor and adjust for uniformity progress
- Define uniformity standards for all levels
- KRIdentify all mixed level differences within two weeks of beginning
- Schedule meeting to discuss identified differences
- Organize findings and create a comprehensive report
- Review all documents regarding mixed level differences
OKRs to streamline HR processes through automation
- ObjectiveStreamline HR processes through automation
- KRReduce turnaround time for HR tasks by implementing automated workflow systems
- Research and select an appropriate automated workflow system for HR tasks
- Train HR team to utilize new automated workflow systems
- Track and measure task turn-around time improvements
- KRIncrease employee self-service options to improve efficiency and user experience
- Develop tutorial materials for navigating self-service options
- Conduct periodic user experience surveys to gather feedback
- Implement a comprehensive digital HR platform for employee inquiries
- KRImplement automated onboarding system to reduce manual data entry
- Purchase and install chosen onboarding software
- Train staff on system functionality and utilization
- Research best automated onboarding systems on market
OKRs to implement AI Tools to Enhance HR Operations
- ObjectiveImplement AI Tools to Enhance HR Operations
- KRIdentify and select suitable AI software for HR within one week
- Select and implement top-rated AI software for HR
- Compare software based on features, price, and reviews
- Research AI software options tailored for HR
- KRAchieve 30% efficiency improvement in HR processes using AI by the end of quarter
- Implement AI-driven automation in key HR processes
- Evaluate and adjust AI integration for optimal efficiency
- Train HR staff on AI system utilization
- KRTrain HR team on the chosen AI tool to ensure 90% proficiency
- Schedule a comprehensive training session with an AI tool expert
- Organize proficiency tests post-training to measure skills acquisition
- Provide team members with AI tool user manuals for self study
OKRs to improve overall HR efficiency and employee satisfaction
- ObjectiveImprove overall HR efficiency and employee satisfaction
- KRReduce time-to-hire by 20%
- Implement streamlined, efficient hiring processes
- Develop and provide virtual interview capabilities
- Utilize AI for initial candidate screening
- KRIncrease employee engagement survey scores by 15%
- Enhance internal communication about company goals and progress
- Recognize and reward employee achievements regularly
- Implement a team-building program to strengthen employee relationships
- KRImplement at least two new employee well-being initiatives
- Develop and launch the chosen initiatives
- Research different types of employee well-being initiatives
- Select two initiatives that will best support our team
OKRs to boost our company's corporate social responsibility (CSR) involvement and visibility
- ObjectiveBoost our company's corporate social responsibility (CSR) involvement and visibility
- KRIncrease the number of CSR projects by 20%
- Get executive approval for CSR expansion
- Allocate resources to support an increased CSR project
- Identify potential partners and causes for new CSR projects
- KRInvolve 70% of staff in volunteering activities related to CSR
- Set up regular volunteer opportunities with local charities
- Publicize volunteering events through internal communication channels
- Identify interests of staff for suitable CSR activities
- KRDecrease carbon footprint by 15% through energy-efficient initiatives
- Install energy-efficient appliances and lighting
- Establish company-wide recycling program
- Implement solar panels to generate renewable power
OKRs to enhance overall system access management
- ObjectiveEnhance overall system access management
- KRImplement two-factor authentication for 80% of users
- Determine necessary resources for two-factor authentication implementation
- Develop an implementation strategy focusing on 80% user coverage
- Communicate these changes and provide user support for transition
- KRDecrease unauthorized access attempts by 50%
- Implement two-factor authentication for all system logins
- Run frequent security training sessions for employees
- Regularly update and strengthen password policies
- KRTrain 90% of staff on new access management procedures
- Identify employees needing training in access management procedures
- Implement and monitor progress of training sessions
- Coordinate with HR to schedule mandatory procedure training sessions
OKRs to implement transparency in project allocation for balanced workload per person
- ObjectiveImplement transparency in project allocation for balanced workload per person
- KRIdentify and implement workload balancing strategies for all team members by week 9
- Evaluate current workload distribution among team members
- Implement chosen strategies by week 9
- Identify effective workload balancing strategies
- KRAchieve a 15% decrease in overload complaints through surveys by the end of quarter
- Distribute regular surveys to gauge progress
- Implement strategies to reduce workload
- Evaluate existing data on overload complaints
- KRDesign a project-tracking dashboard for instant visibility into team's workload by week 6
- Identify key data points needed for tracking workload
- Develop and test dashboard functionalities
- Sketch dashboard layout and design elements
Hr Manager OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
Focus can only be achieve by limiting the number of competing priorities. It is crucial that you take the time to identify where you need to move the needle, and avoid adding business-as-usual activities to your OKRs.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Having good goals is only half the effort. You'll get significant more value from your OKRs if you commit to a weekly check-in process.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your Hr Manager OKRs
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Hr Manager OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to uplift personal growth and positivity in every life we encounter
- OKRs to enhance cloud efficiency while managing costs
- OKRs to improve interoperability between data engineering teams
- OKRs to increase the sprint story points burnt down
- OKRs to enhance overall customer satisfaction experience
- OKRs to boost operational efficiency on SaaS platforms