15 customisable OKR examples for HR
What are HR 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.
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.
If you want to learn more about the framework, you can read our OKR guide online.
Building your own HR OKRs with AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.
Feel free to explore our tools:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable HR OKRs examples
We've added many examples of HR 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!
1. OKRs to streamline and optimize our HR data process
Streamline and optimize our HR data process
Train 100% of HR team on new data processing procedures and software
Identify suitable training courses for new data processing software
Monitor and verify team members' training progress
Schedule training sessions for all HR team members
Decrease time spent on HR data processing by 25%
Implement efficient HR automation software
Streamline and simplify the data entry process
Conduct training on effective data management
Implement a centralized HR data management system by increasing efficiency by 30%
Identify and purchase a suitable centralized HR data management system
Train HR staff to properly utilize and manage the system
Monitor and adjust operations to achieve 30% increased efficiency
2. OKRs to streamline and optimize the HR data process
Streamline and optimize the HR data process
Reduce HR data errors by 50%
Regularly review and verify recorded HR data
Implement automated data entry and validation systems
Train HR staff in accurate data handling practices
Implement a new HR data management system with 100% employee training completion
Initiate company-wide training on the new system
Monitor and confirm 100% training completion
Establish a timeline for the HR data management system implementation
Increase HR data processing speed by 30%
Upgrade to a more efficient HR software system
Train HR staff on efficient data processing techniques
Automate repetitive data entry tasks
3. OKRs to streamline HR processes through automation
Streamline HR processes through automation
Reduce turnaround time for HR tasks by implementing automated workflow systems
Research and select an appropriate automated workflow system for HR tasks
Train HR team to utilize new automated workflow systems
Track and measure task turn-around time improvements
Increase employee self-service options to improve efficiency and user experience
Develop tutorial materials for navigating self-service options
Conduct periodic user experience surveys to gather feedback
Implement a comprehensive digital HR platform for employee inquiries
Implement automated onboarding system to reduce manual data entry
Purchase and install chosen onboarding software
Train staff on system functionality and utilization
Research best automated onboarding systems on market
4. OKRs to enhance HR capabilities in conducting technical interviews
Enhance HR capabilities in conducting technical interviews
Increase HR team's interview-to-offer ratio to 60% by end of next quarter
Implement a thorough screening process before scheduling interviews
Organize structured interview training for HR team
Review and improve job descriptions for clarity
Provide training to HR team on 10 technical concepts per month
Identify essential technical concepts for HR team
Schedule regular training sessions for HR team
Develop engaging training materials for these concepts
Develop and implement a standardized technical interview process by week 6
Identify core competencies needed for technical roles
Create a standardized interview structure
Train interviewers on the new process
5. OKRs to implement AI Tools to Enhance HR Operations
Implement AI Tools to Enhance HR Operations
Identify and select suitable AI software for HR within one week
Select and implement top-rated AI software for HR
Compare software based on features, price, and reviews
Research AI software options tailored for HR
Achieve 30% efficiency improvement in HR processes using AI by the end of quarter
Implement AI-driven automation in key HR processes
Evaluate and adjust AI integration for optimal efficiency
Train HR staff on AI system utilization
Train HR team on the chosen AI tool to ensure 90% proficiency
Schedule a comprehensive training session with an AI tool expert
Organize proficiency tests post-training to measure skills acquisition
Provide team members with AI tool user manuals for self study
6. OKRs to improve overall HR efficiency and employee satisfaction
Improve overall HR efficiency and employee satisfaction
Reduce time-to-hire by 20%
Implement streamlined, efficient hiring processes
Develop and provide virtual interview capabilities
Utilize AI for initial candidate screening
Increase employee engagement survey scores by 15%
Enhance internal communication about company goals and progress
Recognize and reward employee achievements regularly
Implement a team-building program to strengthen employee relationships
Implement at least two new employee well-being initiatives
Develop and launch the chosen initiatives
Research different types of employee well-being initiatives
Select two initiatives that will best support our team
7. OKRs to develop comprehensive RFP questions for payroll and HR solutions
Develop comprehensive RFP questions for payroll and HR solutions
Formulate 15 insightful RFP questions about necessary HR solution features by week 6
Identify key HR solution features needed in the company
Draft 15 well-crafted RFP questions
Research exemplary RFP questions related to HR solutions
Receive positive feedback on RFP questions from at least three industry experts by week 8
Draft RFP questions by week 2
Solicit and incorporate feedback by week 7
Identify and contact three industry experts by week 4
Craft 20 detailed RFP questions that cover essential payroll functionalities by week 4
Review pertinent payroll functionalities for comprehensive understanding
Draft a list of 20 detailed questions
Review and refine questions by week 4
8. OKRs to drive company transformation through HR technology and leadership model redesign
Drive company transformation through HR technology and leadership model redesign
Train 95% of staff on the new HR tech systems by end of quarter
Schedule HR tech systems training sessions for all staff members
Provide additional training for those who missed initial sessions
Monitor and record participation in training sessions
Deploy new HR technology systems to 100% of departments
Select and procure new HR technology systems
Implement and test new systems across all departments
Identify current HR technology systems in all departments
Design and implement a new leadership model in at least 3 departments
Identify key qualities for the new leadership model
Monitor and evaluate implemented changes
Train department heads in this model
9. OKRs to optimize payroll process for efficiency
Optimize payroll process for efficiency
Reduce manual payroll processes by 40% to minimize human error
Implement automated payroll software system in the company
Train HR employees on using the new software
Monitor and adjust software for efficiency
Increase payroll automation by 50% for enhanced productivity
Evaluate and adjust operations for continuous improvement
Train staff members on new automated payroll systems
Research and select advanced payroll automation software
Achieve 30% reduction in payroll processing time by improving workflow
Implementing automated payroll software or system
Identify and eliminate redundant payroll processing steps
Train staff on efficient payroll processing procedures
10. OKRs to improve employee development and training programs
Enhance employee skillset and productivity
Implement personalized development plans for each employee
Generate a 15% increase in overall productivity after training
Achieve a 90% employee satisfaction rate for training and development
Increase participation rate in training sessions by 20%
11. OKRs to enhance confidence and development through targeted training
Enhance confidence and development through targeted training
Improve scores on post-training evaluations by 20%
Conduct constructive feedback sessions after training
Implement more interactive teaching methods in training sessions
Increase frequency of immediate post-training revision
Apply learned techniques from training to at least 3 different work projects
Identify 3 work projects that can use new techniques
Monitor and tweak the applied techniques as required
Implement learned techniques in chosen projects
Enroll in at least 2 skills-enhancing training courses related to role
Register and pay for the identified courses
Schedule time for attending the selected courses
Identify relevant courses for professional development
12. OKRs to improve employee engagement by increasing satisfaction by 10%
Boost employee engagement satisfaction
Conduct pulse surveys and achieve a response rate of 80%
Host monthly team-building activities with 75% participation rate
Increase quarterly recognition awards by 20%
Identify top 3 areas for improvement through survey results and implement action plans
13. OKRs to strengthen HR compliance and DEI program adherence in Kenya
Strengthen HR compliance and DEI program adherence in Kenya
Increase percentage of employees completing DEI training by 20%
Develop engaging, relevant DEI training material
Schedule mandatory training sessions for all employees
Implement incentives for course completion
Conduct 3 comprehensive legal compliance training for HR unit by end of quarter
Identify necessary topics for legal compliance training
Implement these trainings to the HR unit
Schedule and plan three comprehensive trainings
Implement revised HR policies aligning with Kenya legal framework, with zero discrepancies
Review current HR policies for compliance with Kenya legal framework
Communicate and enforce revised HR policies across the firm
Identify and rectify any discrepancies in the policies
14. OKRs to enhance HR department's performance and productivity
Enhance HR department's performance and productivity
Reduce average recruitment time by 20%
Enhance job descriptions to target qualified candidates
Implement automated recruitment software for screening applicants
Streamline interview process through structured interviews
Decrease HR-related complaints by 30%
Strengthen the company's anti-harassment policies
Improve communication between HR and staff
Implement regular HR training programs to boost expertise
Increase employee engagement score by 15%
Implement an effective employee training and development program
Develop regular team-building activities within the company
Establish a feedback and recognition system for employees
15. OKRs to improve indirect purchasing to support HR's talent strategies
Improve indirect purchasing to support HR's talent strategies
Negotiate 10% cost reduction in vendor contracts for HR tools and services
Develop a negotiation strategy focusing on cost reduction
Identify key vendors and analyze existing contracts for negotiation leverage
Organize meetings with vendors to discuss contract renegotiations
Establish long-term partnerships with 3 quality talent sourcing agencies
Schedule meetings to discuss partnership opportunities
Research and identify potential talent sourcing agencies
Negotiate and finalize the agreements
Implement benefits package appealing to 85% of potential talents by surveying industry standards
Conduct a survey of industry standards for benefits packages
Analyze survey results to identify popular benefits
Design benefits package based on analyzed data
HR OKR best practices to boost success
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 turn your HR OKRs in a strategy map
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. 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
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
![A strategy map in Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 HR OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to streamline DevOps processes for optimized efficiency and reliability
OKRs to improve AI security requirements operationalization for developers’ comprehension
OKRs to improve overall HR efficiency and employee satisfaction
OKRs to turn users into true fans
OKRs to enhance and exemplify effective leadership skills
OKRs to increase engagement with 5 new 'non-Everyday' producers
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.
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