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What are Human Resource 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.
Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.
We've tailored a list of OKRs examples for Human Resource 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.
The best tools for writing perfect Human Resource Manager OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
Tability 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.
Human Resource Manager OKRs examples
You'll find below a list of Objectives and Key Results templates for Human Resource 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 enhance the efficiency and effectiveness of human resource planning
ObjectiveEnhance the efficiency and effectiveness of human resource planning
KRImprove onboarding process satisfaction rate to 90% as indicated by new hire surveys
Schedule regular feedback sessions with new hires- Implement comprehensive, clear onboarding guidelines
- Enhance training resources for better understanding
- KRIncrease HR planning accuracy by 30% using data-driven forecasting methods
- Implement a data-driven forecasting software in HR processes
- Regularly monitor and adjust forecasting models
- Train HR team on data analysis and interpretation
- KRImplement a new talent acquisition strategy, reducing vacant positions by 20%
- Upgrade job ads and utilize diverse recruitment channels
- Develop a comprehensive, appealing employer brand strategy
- Streamline the interview and onboarding process
OKRs to develop a high-performing, cohesive team
- ObjectiveDevelop a high-performing, cohesive team
- KRBoost team satisfaction score to above 80% through regular feedback and improvement
- Implement weekly feedback sessions for open team communication
- Provide training resources to improve skills
- Establish a recognition system for excellent work
- KRIncrease team productivity by 20% through effective collaboration tools and training
- Monitor and review team productivity post-implementation
- Arrange training sessions on utilizing these tools effectively
- Implement collaboration tools that streamline communication and teamwork
- KRAchieve less than 5% turnover rate with better onboarding processes and work culture
- Organize regular team-building activities
- Initiate quarterly feedback and improvement sessions
- Implement a comprehensive onboarding process for all new hires
OKRs to enhance overall organizational efficiency and effectiveness
- ObjectiveEnhance overall organizational efficiency and effectiveness
- KRHike employee productivity by 20% via holistic skill development programs
- Implement comprehensive skill development programs for all employees
- Offer frequent training courses focused on efficiency and productivity
- Encourage frequent inter-department knowledge sharing sessions
- KRIncrease internal process efficiency by 30% through streamlined workflow methods
- Identify current operational bottlenecks impacting efficiency
- Develop and implement streamlined workflow strategies
- Monitor and adjust strategies regularly for improvement
- KRDecrease operational costs by 15% through efficient resource utilization
- Implement energy-saving measures across all company operations
- Optimize supply chain management to reduce excess costs
- Enhance employee productivity through targeted training
OKRs to transform our office into an employee's ideal workplace
- ObjectiveTransform our office into an employee's ideal workplace
- KRImplement at least two new employee-driven policies or initiatives, based on feedback
- Conduct an employee feedback survey for policy suggestions
- Implement and communicate new policies
- Analyze results, identify top two initiatives
- KRReduce employee turnover rate by 15% by enhancing the workplace environment
- Create a robust employee recognition program
- Implement regular team-building activities
- Review and improve employee benefits packages
- KRIncrease employee satisfaction scores by 20% through targeted improvement initiatives
- Enhance skills development and training opportunities
- Implement regular feedback sessions for employee grievances
- Establish a comprehensive workplace wellness program
OKRs to improve Employee Experience
- ObjectiveImprove Employee Experience
- KRImplement at least 3 new employee development programs to enhance professional growth
- KRIncrease employee satisfaction score by 10 points on quarterly engagement survey
- KRAchieve an average response time of under 24 hours for employee inquiries and concerns
- Implement an automated ticketing system to prioritize and assign employee inquiries efficiently
- Create standardized response templates to expedite resolution of common employee concerns
- Conduct regular training sessions to enhance employee support team's response time and efficiency
- Streamline internal communication channels to ensure prompt receipt and review of employee inquiries
- KRDecrease employee turnover rate by 5% compared to previous quarter
- Improve communication channels to ensure employees feel heard and valued in their roles
- Implement a recognition and rewards program to boost employee motivation and retention
- Conduct exit interviews to identify the main reasons behind employee turnover
- Enhance employee training and development programs to improve job satisfaction
OKRs to devise the optimal work environment in the firm
- ObjectiveDevise the optimal work environment in the firm
- KRImplement staff-chosen workplace improvements in at least 3 areas
- Review and prioritize the improvement suggestions given
- Survey staff for improvement suggestions in different areas
- Carry out prioritized improvement plans
- KRReduce office complaints by 50% as per HR records
- Implement regular team-building activities to improve rapport
- Initiate open forums for addressing grievances
- Enhance employee appraisal system transparency
- KRIncrease employee satisfaction by 25% measured by internal surveys
- Enhance internal communication strategies
- Implement regular feedback and recognition programs
- Promote work-life balance initiatives
OKRs to instill a high-performance culture in Finance Operations
- ObjectiveInstill a high-performance culture in Finance Operations
- KRElevate employee job satisfaction rate to 90% via targeted development programs
- Initiate regular feedback sessions to identify employee issues and concerns
- Implement rewards and recognition system to acknowledge outstanding performance
- Develop tailored training programs focusing on employee skill enhancement
- KRReduce financial reporting errors by 15% to ensure accuracy
- Provide staff with additional training on financial reporting
- Adopt automated financial reporting software to minimize manual errors
- Implement a double-checking system for all financial reports
- KRIncrease department's monthly revenue by 10% through process efficiencies
- Identify and eliminate unnecessary processes in the workflow
- Train staff on new, streamlined procedures
- Implement more efficient, cost-saving technology
OKRs to streamline and optimize the payroll process
- ObjectiveStreamline and optimize the payroll process
- KRIncrease payroll team's efficiency by providing training to enhance skills
- Schedule and implement chosen training programs
- Source relevant training programs for these skills
- Identify skill gaps within the payroll team
- KRReduce payroll processing time by 20%
- Implement a fully automated payroll system
- Outsource payroll processing to a trusted company
- Train staff on efficient payroll processing practices
- KRImplement a new payroll software to reduce errors by 15%
- Regularly monitor and evaluate software performance
- Research and select an efficient payroll software
- Train the HR team on the new software
OKRs to enhance engagement and commitment via effective communication
- ObjectiveEnhance engagement and commitment via effective communication
- KRIntroduce bi-weekly inter-departmental meetings with 95% attendance
- Design an engaging and relevant meeting agenda
- Draft and distribute a meeting calendar to all departments
- Implement a strict, yet incentivizing attendance policy
- KRAchieve a 20% increase in positive feedback on internal communication through anonymous surveys
- Enhance the anonymity of feedback surveys
- Encourage prompt and constructive feedback
- Implement weekly training for improving internal communication skills
- KRImprove internal communication by launching a company-wide newsletter reaching 100% of staff
- Determine relevant content for the company-wide newsletter
- Design the newsletter layout and format
- Set up a distribution system reaching all staff
OKRs to enhance organizational performance to high-performing standards
- ObjectiveEnhance organizational performance to high-performing standards
- KRImplement process improvements to increase operational efficiency by 20%
- Develop and execute change strategies for efficiency
- Identify bottlenecks within the existing operational process
- Measure and compare process effectiveness pre/post-change
- KRReduce employee turnover rate by 15% through effective talent engagement strategies
- Implement mentorship programs to facilitate career growth
- Enhance communication channels for employee feedback
- Develop comprehensive benefits and recognition programs
- KRIncrease customer satisfaction levels by achieving a 10% rise in positive feedback scores
- Implement regular staff training for superior customer service
- Develop and promote a user-friendly feedback system
- Enhance product quality and user experience
Human Resource 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.
Save hours with automated OKR dashboards
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 Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Human Resource Manager OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance response communication quality
- OKRs to expand organizational size and personnel capabilities
- OKRs to establish a robust internal investor relations framework
- OKRs to determine the business benefits of SAP S4
- OKRs to define S4 HANA's Transportation Management Solution Architecture
- OKRs to boost funding penetration to stride towards the 10% goal