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What are Human Resources Department 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 Resources Department 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 Resources Department 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 Resources Department OKRs examples
We've added many examples of Human Resources Department Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to streamline the onboarding process for rapid integration of new hires
ObjectiveStreamline the onboarding process for rapid integration of new hires
KRIncrease new hire proficiency score by 30% within first 60 days
Monitor and evaluate individual job performance- Establish mentorship system within departments
- Implement comprehensive orientation program for new hires
- KRDecrease average onboarding duration by 25% from current baseline
- Improve training materials for quicker learning
- Streamline hiring procedures for faster employee integration
- Automate administrative tasks to save time
- KRAchieve 90% new hire satisfaction rate regarding onboarding process
- Address concerns and issues promptly and effectively
- Implement a comprehensive and clear onboarding program
- Regularly survey new hires for constructive feedback
OKRs to build a thriving culture defined by kindness within the team
- ObjectiveBuild a thriving culture defined by kindness within the team
- KRConduct fortnightly workshops on the importance and implementation of kindness at work
- Arrange guest speakers knowledgeable about workplace kindness
- Schedule and announce regular workshops
- Create engaging, informative workshop content
- KRReduce workplace conflicts by at least 30% as a result of the cultivated culture
- Promote open and respectful communication channels
- Implement and prioritize regular team-building exercises
- Provide consistent training on conflict resolution
- KRIntegrate a peer-to-peer recognition system aimed at acknowledging acts of kindness
- Develop criteria for acknowledging acts of kindness
- Implement chosen recognition system within the team
- Research various peer-to-peer recognition system platforms
OKRs to enhance compliance and precision in payroll management
- ObjectiveEnhance compliance and precision in payroll management
- KRPerform regular audits of payroll systems, ensuring 100% compliance with regulations
- Regularly review and update audit procedures
- Implement a compliance checklist for regulations
- Establish frequent payroll system audit schedule
- KRConduct bi-weekly staff training sessions, improving payroll comprehension by 80%
- Implement a feedback system to measure comprehension improvements
- Schedule bi-weekly staff training sessions on payroll system
- Develop clear, comprehensive payroll training materials
- KRImplement a digital payroll system, reducing manual errors by 60%
- Research top-rated digital payroll systems suitable for the company
- Monitor, evaluate, and report system's performance and error rates
- Initiate staff training for effective utilization of the new system
OKRs to boost employee satisfaction post-adaptation
- ObjectiveBoost employee satisfaction post-adaptation
- KRIncrease participation in adaptation-related activities by 70%
- Create significant rewards for active engagement in adaptation-related activities
- Develop motivational training programs for participants in these activities
- Improve visibility of these activities through advertising and social media campaigns
- KRAchieve 90% positive responses in post-change satisfaction surveys
- Implement comprehensive training for new procedures
- Survey employees before, during, after change
- Provide clear communication surrounding change
- KRReduce workplace complaints related to adaptation by 40%
- Create a robust employee feedback system
- Enhance company-wide communication channels
- Implement regular team-building exercises and workshops
OKRs to boost HR effectiveness in facilitating organization and people growth
- ObjectiveBoost HR effectiveness in facilitating organization and people growth
- KRIncrease employee retention rate by 20%
- Enhance company benefits and compensation packages
- Implement a comprehensive employee development and training program
- Increase regular feedback and recognition sessions
- KRDecrease average hiring process time by 15%
- Establish a structured, efficient onboarding process
- Streamline interview scheduling with automated tools
- Implement standardised skill-based assessments
- KRUpgrade leadership development programs benefiting 30% of employees
- Source and hire professional development consultants
- Conduct survey to identify areas for leadership program improvement
- Implement program changes based on consultant feedback
OKRs to boost employee retention across all departments
- ObjectiveBoost employee retention across all departments
- KRImplement two new benefits or recognition programs based on employee feedback
- Analyze survey results and design two new programs
- Survey employees to gather feedback on potential benefits programs
- Launch and communicate new programs to all employees
- KRIncrease participation in employee engagement activities by 15%
- Implement regular communication about upcoming engagement activities
- Develop incentive programs to reward participation
- Simplify sign-up processes for engagement activities
- KRDecrease employee turnover rate by 10%
- Implement comprehensive employee training programs
- Develop competitive benefits and compensation packages
- Establish effective communication and feedback system
OKRs to implement single account just-in-time access system
- ObjectiveImplement single account just-in-time access system
- KRIdentify and select a suitable just-in-time system solution by end of week 4
- Compare features, pricing, and benefits of different systems
- Choose and finalize a just-in-time system solution by end of week 4
- Research just-in-time system solutions available in the market
- KRAchieve 90% system usage among all staff members, ensuring successful implementation by week 12
- Regularly track and report system usage throughout the week
- Train all staff members extensively on system usage and functionality
- Provide incentives for consistent system usage amongst staff
- KROn-board and train 70% of staff on the new system by week 8
- Schedule and conduct training sessions for staff members
- Monitor and evaluate staff's understanding and usage regularly
- Develop a comprehensive training plan for the new system
OKRs to foster a comprehensive feedback culture
- ObjectiveFoster a comprehensive feedback culture
- KRDecrease negative feedback issues by 30% through improvement interventions
- Develop and implement a comprehensive customer service training program
- Regularly analyze customer satisfaction surveys for improvement areas
- Revise and optimize internal processes associated with customer complaints
- KROrganize four constructive feedback workshops for all staff members
- Outline the key goals and topics for each feedback workshop
- Arrange for appropriate facilities and equipment to host workshops
- Send invites and workshop agenda to all staff members
- KRImplement confidential weekly team feedback surveys increasing participation by 60%
OKRs to successfully procure and implement a smart workplace management system
- ObjectiveSuccessfully procure and implement a smart workplace management system
- KRTrain all relevant staff and fully implement the system by week 12
- Identify all staff requiring system training
- Fully implement the system by week 12
- Organize in-depth system training for selected staff
- KRSource and evaluate 5 potential management systems by week 3
- Identify 5 promising management systems
- Gather detailed information about each system
- Assess each management system's effectiveness and suitability
- KRSecure budget approval and purchase selected management system by week 6
- Follow-up for budget approval by week 5
- Purchase selected management system by week 6
- Submit project budget for approval by the end of week 3
OKRs to enhance efficiency of operations in the HR department
- ObjectiveEnhance efficiency of operations in the HR department
- KRImplement 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
- KRIncrease 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
- KRReduce 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 Department 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
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
We recommend using a spreadsheet for your first OKRs cycle. You'll need to get familiar with the scoring and tracking first. Then, you can scale your OKRs process by using 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 Resources Department OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to improve software development team leadership effectiveness
- OKRs to enhance engagement and commitment via effective communication
- OKRs to strengthen partnerships with leading law firms
- OKRs to develop a compelling game that engages and captivates players
- OKRs to enhance performance testing for v2 services
- OKRs to design a high-converting marketing agency website