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10 OKR examples for Human Resources Management

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What are Human Resources Management 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 Management 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 Management 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.

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.

AI feedback for OKRs in Tability

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 Management OKRs examples

We've added many examples of Human Resources Management 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 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 drive significant change saturation within the organization

  • ObjectiveDrive significant change saturation within the organization
  • KRMeasure and improve the change management satisfaction score to above 80%
  • TaskImplement necessary modifications based on results
  • TaskDevelop a satisfaction survey focused on change management procedures
  • TaskReview survey results, identifying areas for improvement
  • KRAchieve 90% employee participation rate in change management initiatives
  • TaskConduct trainings on importance and benefits of change management initiatives
  • TaskImplement a reward system for active participators in change management
  • TaskRegularly communicate progress and milestones to boost employee involvement
  • KRIncrease the number of facilitated change management workshops by 30%
  • TaskArrange logistics for 30% more workshops
  • TaskIdentify target audience for additional change management workshops
  • TaskDevelop and implement a marketing strategy to attract participants

OKRs to enhance productivity and reduce stress via effective time management

  • ObjectiveEnhance productivity and reduce stress via effective time management
  • KRIncorporate a weekly self-care routine to lower stress levels by 15%
  • TaskSchedule set times each week for these activities
  • TaskEvaluate stress levels each week to track improvement
  • TaskIdentify activities that promote relaxation and enjoyment
  • KRImplement a time tracker to record and analyze how time is spent weekly
  • TaskResearch and select a suitable time tracker software
  • TaskInstall and set up the time tracker system
  • TaskTrain staff on how to properly use the time tracker
  • KRDesign and follow a structured daily routine, improving task completion by 20%
  • TaskPrioritize tasks based on urgency and importance
  • TaskMonitor progress and adjust routine as needed
  • TaskCreate a detailed daily schedule including all essential tasks

OKRs to establish a scalable operating system for rapid growth

  • ObjectiveEstablish a scalable operating system for rapid growth
  • KRIncrease speed of hiring process by implementing system improvements, reducing time-to-hire by 25%
  • TaskIdentify inefficiencies in the current hiring process
  • TaskTrain HR team on the new systems
  • TaskImplement a digital applicant tracking system
  • KRTrain 85% of supervisors in new procedures for scalability by the end of the quarter
  • TaskDesign and execute appropriate training programs
  • TaskMonitor and document training progress regularly
  • TaskIdentify supervisors needing training in scalable procedures
  • KRStreamline onboarding process to reduce new employee ramp-up time by 30%
  • TaskIncorporate feedback to continuously improve onboarding
  • TaskDevelop comprehensive, easy-to-understand training materials
  • TaskImplement a mentorship program for new hires

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 enhance productivity across all regional offices

  • ObjectiveEnhance productivity across all regional offices
  • KRDecrease average project turnaround time by 20% through efficient resource allocation
  • TaskImplement task prioritization based on urgency and project importance
  • TaskRegularly monitor and optimize resource utilization
  • TaskStreamline team communication to ensure faster decision-making
  • KRIncrease employee engagement score by 10% via targeted training and workshops
  • TaskIdentify areas of low engagement via surveys or feedback forms
  • TaskOrganize regular workshops to boost engagement and communication
  • TaskDevelop targeted training programs focusing on those areas
  • KRIncrease quarterly output by 15% through process optimization efforts
  • TaskRegularly monitor and adjust strategies for maximum output
  • TaskImplement streamlined strategies for process optimization
  • TaskConduct a comprehensive audit of current operational processes

OKRs to minimize employee turnover in the organization

  • ObjectiveMinimize employee turnover in the organization
  • KRReduce company-wide voluntary turnover rate by 10%
  • TaskImplement a comprehensive employee engagement and satisfaction program
  • TaskImprove compensation and benefits program based on industry standards
  • TaskConduct exit interviews to understand reasons for leaving
  • KRImplement an initiative to improve employee satisfaction, achieving 85% positive feedback
  • TaskConduct a survey to identify current employee satisfaction levels
  • TaskDevelop and implement strategies to address identified dissatisfaction areas
  • TaskRegularly monitor and adjust strategies based on employee feedback
  • KRIncrease average employee tenure by 15% through career development initiatives
  • TaskDesign a comprehensive career development program for all employees
  • TaskImplement regular mentoring and coaching sessions
  • TaskEncourage employees to attend professional development workshops

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
  • TaskConduct an employee feedback survey for policy suggestions
  • TaskImplement and communicate new policies
  • TaskAnalyze results, identify top two initiatives
  • KRReduce employee turnover rate by 15% by enhancing the workplace environment
  • TaskCreate a robust employee recognition program
  • TaskImplement regular team-building activities
  • TaskReview and improve employee benefits packages
  • KRIncrease employee satisfaction scores by 20% through targeted improvement initiatives
  • TaskEnhance skills development and training opportunities
  • TaskImplement regular feedback sessions for employee grievances
  • TaskEstablish a comprehensive workplace wellness program

OKRs to enhance HR's strategic partnership with business units

  • ObjectiveEnhance HR's strategic partnership with business units
  • KRReduce turnover rate by 15% through retention strategies
  • TaskDevelop a comprehensive employee benefits and incentives program
  • TaskImplement systematic periodical employee performance reviews and promotions
  • TaskFacilitate consistent team building activities and trainings
  • KRImprove employee engagement score by 20% through HR initiatives
  • TaskImplement regular team-building exercises and events
  • TaskConduct workplace culture improvement workshops
  • TaskEnhance communication channels for employee feedback
  • KRImplement 3 new HR-related business alignment projects with positive feedback
  • TaskExecute the three chosen HR business alignment projects
  • TaskIdentify potential HR-related alignment projects
  • TaskGather feedback using post-implementation surveys

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
  • TaskRegularly review and update audit procedures
  • TaskImplement a compliance checklist for regulations
  • TaskEstablish frequent payroll system audit schedule
  • KRConduct bi-weekly staff training sessions, improving payroll comprehension by 80%
  • TaskImplement a feedback system to measure comprehension improvements
  • TaskSchedule bi-weekly staff training sessions on payroll system
  • TaskDevelop clear, comprehensive payroll training materials
  • KRImplement a digital payroll system, reducing manual errors by 60%
  • TaskResearch top-rated digital payroll systems suitable for the company
  • TaskMonitor, evaluate, and report system's performance and error rates
  • TaskInitiate staff training for effective utilization of the new system

Human Resources Management 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

AI feedback for OKRs in Tability

Quarterly OKRs should have weekly updates to get all the benefits from the framework. Reviewing progress periodically has several advantages:

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:

That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.

More Human Resources Management OKR templates

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

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