How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.
We've tailored a list of OKRs examples for HR to help you. You can look at any of the templates below to get some inspiration for your own goals.
Examples of OKRs for HR
We've added HR Objectives and Key Results, but also the initiatives that relate to the OKRs.
You'll find 5 OKRs examples for HR below, and some extra tips to write better quarterly plans at the end.
- Become the employer of choice in our industry
- Reduce Time to Fill (TTF) from 60 days to 45 days
- Reduce Cost per Hire from $1.5K to $900
- Improve Employee Engagement Score from 75% to 85%
- Improve Diversity Ratio (M/F) to 50:50
- Increase Employee Retention Rate from 45% to 70%
- Become the best place to work in the country
- Interview 20% of the company to identify ways to improve
- Schedule interviews with 20% of the team
- Create anonymous feedback survey
- Achieve a employee NPS score of 50
- Get all managers to implement weekly 1:1s with their team
- Identify and solve top 10 issues within the org
- Improve employee engagement and satisfaction.
- Increase employee satisfaction survey score by 10%.
- Increase employee engagement survey score by 10%.
- Increase employee referrals by 25%.
- Increase employee retention rate by 5%.
- Develop a strong program that helps employee achieve great work/life balance
- Conduct interviews with 20 employees to identify opportunities for improvement
- 80% of employees have enrolled in the new wellness program
- Develop 8 wellness options for employees
- Improve the employee onboarding process
- Reduce the average lead to hire period from 40 to 25 days
- 30 interviews with recent hires to gather feedback on the onboarding
- 90% of offers are accepted
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How to track your OKRs?
It's important to establish a cadence of check-ins for your OKRs for HR.
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly.
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKRs-tracking platform to make things easier.
Here are a list of resources to help you adopt the Objectives and Key Results framework.