Decrease direct funded vacancies under 2% of labor force
A starting point for clearer priorities and measurable progress. Make the targets your own.
Suggested timeframe: Set with your team1 objective · 3 key results
YOUR STARTING POINTHR & People OKRs
OBJECTIVE
Decrease direct funded vacancies under 2% of labor force
KR 1
Implement a robust recruitment strategy that fills 70% of open positions
KR 2
Increase internal promotion processes by 30% to reduce vacancies
KR 3
Lower employee attrition rate to 4% through enhancing retention programs
Ideas to get you moving
Identify key roles and skills needed for vacant positions
Employ diverse sourcing methods to attract potential candidates
Utilize algorithm-based programs for efficient talent acquisition
Analyze current promotion trends to identify potential improvements
Develop a skill-upgrading program for current employees
Implement and monitor promotion performance scoring system
Implement a comprehensive employee mentorship program
Create additional opportunities for career advancement
Enhance benefits packages to increase employee satisfaction
Example targets. Adapt to your baseline before you start.
About this template
The OKR aims to decrease direct funded vacancies to less than 2% of the labor force. The objectives propose measures to reduce vacancies, including the implementation of robust recruitment strategies, increasing internal promotion activities, and lowering the attrition rate.
The recruitment strategy involves identifying roles and skills needed, utilizing diverse sourcing methods, and leveraging algorithm-based programs. This initiative aims to fill 70% of open positions, contributing to the overall goal of vacancy reduction.
The plan to increase internal promotions by 30% includes analysis of current promotion trends, development of upskilling programs, and the implementation of a promotion performance scoring system. This strategy allows for the identification of potential improvements and aids in reducing vacancies.
Lastly, reducing the attrition rate to 4% involves implementing a mentorship program, creating career advancement opportunities, and enhancing benefits. This development seeks to increase retention, effectively contributing to the decrease in direct funded vacancies.
Make it work for your team
01
Set your baseline. Check where you are today, then choose targets that stretch your team.
02
Agree on ownership. Give each key result a clear owner and a source of data.
03
Check in every week. Review the numbers, share confidence, and decide what needs attention.
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---
title: Decrease direct funded vacancies under 2% of labor force
objectives:
- title: Decrease direct funded vacancies under 2% of labor force
outcomes:
- title: Implement a robust recruitment strategy that fills 70% of open positions
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Identify key roles and skills needed for vacant positions
- title: Employ diverse sourcing methods to attract potential candidates
- title: Utilize algorithm-based programs for efficient talent acquisition
- title: Increase internal promotion processes by 30% to reduce vacancies
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Analyze current promotion trends to identify potential improvements
- title: Develop a skill-upgrading program for current employees
- title: Implement and monitor promotion performance scoring system
- title: Lower employee attrition rate to 4% through enhancing retention programs
from: 0.0
to: 100.0
score_format: _number_%
initiatives:
- title: Implement a comprehensive employee mentorship program
- title: Create additional opportunities for career advancement
- title: Enhance benefits packages to increase employee satisfaction
HR & People OKR example
Suggested timeframe: Set with your team
1 objective · 3 key results
Example targets. Adapt to your baseline before you start.