4 customisable OKR examples for Hr Technology

What are Hr Technology 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 Technology 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.

Building your own Hr Technology OKRs with AI

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.

Our customisable Hr Technology OKRs examples

You'll find below a list of Objectives and Key Results templates for Hr Technology. 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!

1. OKRs to drive company transformation through HR technology and leadership model redesign

Drive company transformation through HR technology and leadership model redesign
Train 95% of staff on the new HR tech systems by end of quarter
Schedule HR tech systems training sessions for all staff members
Provide additional training for those who missed initial sessions
Monitor and record participation in training sessions
Deploy new HR technology systems to 100% of departments
Select and procure new HR technology systems
Implement and test new systems across all departments
Identify current HR technology systems in all departments
Design and implement a new leadership model in at least 3 departments
Identify key qualities for the new leadership model
Monitor and evaluate implemented changes
Train department heads in this model

Implement this OKR

2. OKRs to enhance efficiency in the Human Capital department

Enhance efficiency in the Human Capital department
Reduce average timeline for recruitment and hiring process by 15%
Implement efficient interview scheduling techniques
Improve job listings for target candidate attraction
Streamline the application review process
Train 100% of the Human Capital team in lean management techniques
Identify suitable lean management training programs
Monitor the team's progress and understanding throughout training
Organize the training schedule for the team
Implement new time-saving HR tech tools that reduce administrative processing time by 30%
Train HR team on the usage of new tech tools
Track and evaluate resulting administrative processing time
Research and identify suitable HR tech tools for implementation

process-efficiency staff-training human-capital-manager hr-technology-specialist human-capital-department technology-team

Implement this OKR

3. OKRs to implement a comprehensive new HR portal for employees

Implement a comprehensive new HR portal for employees
Receive 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
Achieve 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
Integrated 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

hr-portal user-experience hr-manager it-manager human-resource-team information-technology-team

Implement this OKR

4. OKRs to enhance efficiency of operations in the HR department

Enhance efficiency of operations in the HR department
Implement an HRIS that increases record-keeping accuracy by 20%
Transition existing HR records to the new HRIS
Train HR department on the chosen HRIS system
Select a HRIS system designed to improve record-keeping accuracy
Increase employee self-service tasks completion rate by 50%
Conduct regular training for employee self-service tasks
Implement user-friendly self-service task software
Establish incentives for task completion
Reduce the administrative HR tasks processing time by 30%
Implement automated HR software for task processing
Train staff on efficient task handling strategies
Delegate repetitive tasks to lower-level personnel

human-resources-information-system-(hris)employee-self-service hr-manager hr-assistant human-resources information-technology

Implement this OKR

Hr Technology OKR best practices to boost success

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.

Tability's audit dashboard will highlight opportunities to improve OKRs

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.

Tability's check-ins will save you hours and increase transparency

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 turn your Hr Technology OKRs in a strategy map

Quarterly OKRs should have weekly updates to get all the benefits from the framework. 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.

Tability's Strategy Map makes it easy to see all your org's OKRs

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 Technology OKR templates

We have more templates to help you draft your team goals and OKRs.

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

To learn: What is the meaning of OKRs
Blog posts: ODT Blog
Success metrics: KPIs examples

What's next? Try Tability's goal-setting AI

You can create an iterate on your OKRs using Tability's unique goal-setting AI.

Watch the demo below, then hop on the platform for a free trial.

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