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
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
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
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
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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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 Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 to increase overall property sales performance
OKRs to implement proficient regulatory modifications for cost and time efficiency
OKRs to increase customer migration from on-premises product to cloud product
OKRs to sustain at least a grade B or C in my academic performance
OKRs to enhance my effectiveness as a mentor
OKRs to achieve timely and quality delivery of API projects
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.