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10 OKR examples for Human Resources

What are Human Resources OKRs?

The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.

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 Resources 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 Human Resources 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.

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.

AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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.

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.

Human Resources OKRs examples

You will find in the next section many different Human Resources Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).

Hope you'll find this helpful!

OKRs to complete holistic roadmap for human capital management 2024

  • ObjectiveComplete holistic roadmap for human capital management 2024
  • KRDesign 75% of HCM strategy encompassing recruitment, skills development, and retention
  • TaskOutline tactics for employee retention
  • TaskDevelop a comprehensive recruitment plan
  • TaskDesign a strategy for skills development
  • KRValidate roadmap with 10+ HR experts and incorporate feedback for improvement
  • TaskIdentify and reach out to 10 HR experts for roadmap review
  • TaskGather and analyze feedback for potential improvements
  • TaskImplement feedback into roadmap revisions
  • KRIdentify all roadmap components and essential factors in the planning process
  • TaskList all components required for the roadmap
  • TaskPrioritize components based on their significance
  • TaskIdentify important elements for strategic planning

OKRs to promote and cultivate a diverse and inclusive workplace culture

  • ObjectivePromote and cultivate a diverse and inclusive workplace culture
  • KRIncrease the representation of underrepresented groups by 10% in all departments
  • TaskImplement mandatory diversity and inclusion training for staff
  • TaskRevise promotion policies to ensure equity
  • TaskDevelop recruitment strategies targeting underrepresented groups
  • KRConduct and achieve a 90% participation rate in diversity and inclusion training
  • TaskDevelop a clear, compelling case for why diversity training is necessary
  • TaskSet and communicate clear participation expectations to all employees
  • TaskPromote the training through engaging communications
  • KRImprove inclusivity score by 15% as measured in quarterly employee engagement survey
  • TaskIncrease representation across all levels & departments
  • TaskImplement regular diversity and inclusivity training workshops
  • TaskFoster an open, transparent communication culture

OKRs to improve team performance through effective teamwork and collaboration

  • ObjectiveImprove team performance through effective teamwork and collaboration
  • KRReduce conflicts within the team by 50% by implementing conflict resolution strategies
  • TaskEncourage active listening and empathy among team members during conflicts
  • TaskEstablish a clear communication protocol to address conflicts promptly
  • TaskImplement a mentorship program to provide guidance and support during conflict resolution
  • TaskConduct a team-wide conflict resolution training session
  • KRDevelop team members' skills by organizing at least two team-building workshops focused on enhancing collaboration and problem-solving abilities
  • KRIncrease team productivity by 20% through enhanced communication and coordination
  • TaskProvide effective communication tools and train team members on how to use them
  • TaskImplement regular team meetings to discuss progress, challenges, and goals
  • TaskEncourage collaboration by assigning cross-functional projects and fostering teamwork
  • TaskDevelop a centralized system for task tracking, deadlines, and accountability
  • KREnhance employee satisfaction and engagement by achieving an average team happiness score of 8 out of 10
  • TaskImplement employee recognition programs to celebrate achievements and boost team morale
  • TaskAnalyze survey results to identify areas for improvement and develop targeted action plans
  • TaskProvide regular opportunities for employee feedback and implement suggestions for enhancing happiness
  • TaskConduct quarterly employee satisfaction surveys to measure team happiness score

OKRs to enhance the effectiveness of people management practices

  • ObjectiveEnhance the effectiveness of people management practices
  • KRIncrease team productivity by 20% through refined people management practices
  • TaskDevelop communication protocols to streamline information flow
  • TaskIntroduce peer recognition and reward systems
  • TaskImplement weekly team-specific training and skill development sessions
  • KRReduce turnover rate by 15% through improved management strategies
  • TaskImplement comprehensive management training programs
  • TaskFoster a positive and inclusive workplace environment
  • TaskDevelop clear communication channels between staff and management
  • KRImplement feedback collection system for 100% of team members
  • TaskTrain all team members on how to use the feedback system
  • TaskEstablish a regular schedule for feedback collection and review
  • TaskSelect an effective feedback collection tool suitable for the team

OKRs to scale and ensure long-term success of the new team

  • ObjectiveScale and ensure long-term success of the new team
  • KRImprove team performance by implementing at least 2 training programs to enhance skills
  • TaskImplement the selected training programs and track progress through regular evaluations and updates
  • TaskResearch and select two training programs that align with the identified skill gaps
  • TaskCommunicate the importance of the training programs and obtain buy-in from team members
  • TaskIdentify key skill gaps within the team through assessments and evaluations
  • KRIncrease team size by hiring and onboarding 3 new members
  • TaskConduct effective interviews and assessments to select the most qualified candidates for the team
  • TaskAdvertise job openings through various channels to reach a wide pool of potential candidates
  • TaskUpdate job descriptions and qualifications to attract suitable candidates for new team members
  • TaskImplement a thorough onboarding process to ensure smooth integration and successful transition for new members
  • KREstablish a sustainable workflow that consistently meets team's productivity goals
  • TaskContinuously analyze data and adjust workflow as needed to improve productivity and efficiency
  • TaskIdentify productivity goals and define clear metrics for measuring success
  • TaskStreamline workflow processes to eliminate inefficiencies and reduce manual tasks
  • TaskImplement regular team meetings to discuss progress, challenges, and brainstorm solutions
  • KRAchieve a 90% retention rate of existing team members through effective engagement efforts

OKRs to streamline the entire recruitment process for efficiency

  • ObjectiveStreamline the entire recruitment process for efficiency
  • KRImprove offer acceptance rate by 10%
  • TaskEnhance job descriptions to appeal to more prospective candidates
  • TaskImplement faster decision-making in the hiring process
  • TaskProvide competitive salaries and benefits as incentives
  • KRAchieve a 15% increase in qualified candidate flow
  • TaskEnhance employee referral program incentives
  • TaskDevelop robust, enticing social media recruitment strategies
  • TaskImplement a more strategic job posting and advertising plan
  • KRReduce average hiring cycle time by 20%
  • TaskRegularly update and optimize hiring strategies
  • TaskUse technology for efficient candidate screening
  • TaskImplement streamlined application and interview procedures

OKRs to enhance the efficiency of internal team communication

  • ObjectiveEnhance the efficiency of internal team communication
  • KRIncrease usage of team collaboration tools by 30%
  • TaskImplement training sessions highlighting tool benefits and functionalities
  • TaskLaunch a company-wide communication promoting tool usage
  • TaskOffer incentives for employees who regularly utilize the tools
  • KRImplement weekly team catch-up meetings, achieving 90% attendance
  • TaskTrack attendance to maintain rate above 90%
  • TaskSchedule weekly meetings during common free time
  • TaskSend reminders about meetings two days prior
  • KRReduce email response time by 50%
  • TaskSet dedicated times for checking and responding to emails
  • TaskPrioritize emails based on urgency and importance
  • TaskUse email templates for common responses

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
  • TaskImplement weekly feedback sessions for open team communication
  • TaskProvide training resources to improve skills
  • TaskEstablish a recognition system for excellent work
  • KRIncrease team productivity by 20% through effective collaboration tools and training
  • TaskMonitor and review team productivity post-implementation
  • TaskArrange training sessions on utilizing these tools effectively
  • TaskImplement collaboration tools that streamline communication and teamwork
  • KRAchieve less than 5% turnover rate with better onboarding processes and work culture
  • TaskOrganize regular team-building activities
  • TaskInitiate quarterly feedback and improvement sessions
  • TaskImplement a comprehensive onboarding process for all new hires

OKRs to enhance feedback system for increased 360, recurring and upward feedback

  • ObjectiveEnhance feedback system for increased 360, recurring and upward feedback
  • KRAchieve 75% participation rate in upward feedback sessions every month
  • TaskDevelop engaging and accessible feedback sessions
  • TaskImplement incentives for session participation
  • TaskRegularly communicate the importance of participation
  • KRIncrease the frequency of feedback session to twice a month
  • TaskTrain staff to give effective feedback
  • TaskEstablish clear feedback session guidelines
  • TaskSchedule regular bi-monthly feedback sessions
  • KRImplement a monthly 360 feedback system for all team members by end of Q2
  • TaskTrain team members on feedback system usage
  • TaskDevelop a feedback schedule for all team members
  • TaskResearch and choose an appropriate 360-degree feedback tool

OKRs to assemble an outstanding professional team

  • ObjectiveAssemble an outstanding professional team
  • KRIdentify and recruit 5 top performers from the industry within the deadline
  • KRAchieve a team satisfaction rate above 90% via effective team-building activities
  • TaskRegularly assess team satisfaction through anonymous surveys
  • TaskFacilitate open communication to address team concerns
  • TaskImplement weekly team-building exercises to promote collaboration
  • KRImplement a new training program to improve team skills by 30%
  • TaskDesign a comprehensive, focused training program
  • TaskIdentify necessary skills for team productivity improvement
  • TaskSchedule and conduct training sessions

Human Resources 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

The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the 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

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.

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 Human Resources OKRs

OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full benefits from the framework. Reviewing progress periodically has several advantages:

Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.

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 Human Resources OKR templates

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

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