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10 OKR examples for Hr Department

What are Hr 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.

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 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.

Building your own Hr Department OKRs with AI

How to create great OKRs for any scenario in seconds

While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here.

You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.

  • 1. Go to Tability's plan editor
  • 2. Click on the "Generate goals using AI" button
  • 3. Use natural language to describe your goals

Tability will then use your prompt to generate a fully editable OKR template.

How to improve existing OKRs with AI feedback

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

  • 1. Go to Tability's plan editor
  • 2. Add your existing OKRs (you can import them from a spreadsheet)
  • 3. Click on "Generate analysis"

AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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.

You can then decide to accept the suggestions or dismiss them if you don't agree.

Using the free OKR generator to get a quick template

If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.

Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.

Our Hr Department OKRs examples

You'll find below a list of Objectives and Key Results templates for Hr Department. We also included strategic projects for each template to make it easier to understand the difference between key results and projects.

Hope you'll find this helpful!

1OKRs 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%
  • TaskTransition existing HR records to the new HRIS
  • TaskTrain HR department on the chosen HRIS system
  • TaskSelect a HRIS system designed to improve record-keeping accuracy
  • KRIncrease employee self-service tasks completion rate by 50%
  • TaskConduct regular training for employee self-service tasks
  • TaskImplement user-friendly self-service task software
  • TaskEstablish incentives for task completion
  • KRReduce the administrative HR tasks processing time by 30%
  • TaskImplement automated HR software for task processing
  • TaskTrain staff on efficient task handling strategies
  • TaskDelegate repetitive tasks to lower-level personnel
Tability

2OKRs to implement AI Tools to Enhance HR Operations

  • ObjectiveImplement AI Tools to Enhance HR Operations
  • KRIdentify and select suitable AI software for HR within one week
  • TaskSelect and implement top-rated AI software for HR
  • TaskCompare software based on features, price, and reviews
  • TaskResearch AI software options tailored for HR
  • KRAchieve 30% efficiency improvement in HR processes using AI by the end of quarter
  • TaskImplement AI-driven automation in key HR processes
  • TaskEvaluate and adjust AI integration for optimal efficiency
  • TaskTrain HR staff on AI system utilization
  • KRTrain HR team on the chosen AI tool to ensure 90% proficiency
  • TaskSchedule a comprehensive training session with an AI tool expert
  • TaskOrganize proficiency tests post-training to measure skills acquisition
  • TaskProvide team members with AI tool user manuals for self study

3OKRs to enhance collaborative capabilities as an HR specialist partnering in team activities

  • ObjectiveEnhance collaborative capabilities as an HR specialist partnering in team activities
  • KREnhance conflict resolution skills by completing a certified course in 3 months
  • TaskEnroll in a suitable certified course
  • TaskResearch accredited conflict resolution courses
  • TaskConsistently engage in course activities and assignments
  • KRImprove internal communication by superintending a 15% reduction in misunderstanding incidents
  • TaskDevelop a transparent incident reporting system
  • TaskImplement clarity training for all staff members
  • TaskRegularly review communication protocols
  • KRFacilitate 4 effective team-building exercises leading to a 20% increase in engagement
  • TaskPlan and schedule 4 team-building activities
  • TaskResearch proven team-building exercises suited for your team
  • TaskEvaluate engagement levels before and after exercises

4OKRs to improve employee development and training programs

  • ObjectiveEnhance employee skillset and productivity
  • KRImplement personalized development plans for each employee
  • KRGenerate a 15% increase in overall productivity after training
  • KRAchieve a 90% employee satisfaction rate for training and development
  • KRIncrease participation rate in training sessions by 20%

5OKRs to enhance efficiency in the Human Capital department

  • ObjectiveEnhance efficiency in the Human Capital department
  • KRReduce average timeline for recruitment and hiring process by 15%
  • TaskImplement efficient interview scheduling techniques
  • TaskImprove job listings for target candidate attraction
  • TaskStreamline the application review process
  • KRTrain 100% of the Human Capital team in lean management techniques
  • TaskIdentify suitable lean management training programs
  • TaskMonitor the team's progress and understanding throughout training
  • TaskOrganize the training schedule for the team
  • KRImplement new time-saving HR tech tools that reduce administrative processing time by 30%
  • TaskTrain HR team on the usage of new tech tools
  • TaskTrack and evaluate resulting administrative processing time
  • TaskResearch and identify suitable HR tech tools for implementation

6OKRs to enhance HR department's performance and productivity

  • ObjectiveEnhance HR department's performance and productivity
  • KRReduce average recruitment time by 20%
  • TaskEnhance job descriptions to target qualified candidates
  • TaskImplement automated recruitment software for screening applicants
  • TaskStreamline interview process through structured interviews
  • KRDecrease HR-related complaints by 30%
  • TaskStrengthen the company's anti-harassment policies
  • TaskImprove communication between HR and staff
  • TaskImplement regular HR training programs to boost expertise
  • KRIncrease employee engagement score by 15%
  • TaskImplement an effective employee training and development program
  • TaskDevelop regular team-building activities within the company
  • TaskEstablish a feedback and recognition system for employees

7OKRs to develop an effective custom recruitment strategy for 100 roles

  • ObjectiveDevelop an effective custom recruitment strategy for 100 roles
  • KRIncrease recruitment team's interview capacities by 50%
  • TaskHire additional qualified interviewers
  • TaskImplement efficient interview scheduling software
  • TaskTrain team on conducting group interviews
  • KRAchieve a 50% successful hire rate from shortlisted candidates
  • TaskImprove job descriptions to attract suitable candidates
  • TaskImplement a robust follow-up system post-interview
  • TaskIntegrate competency-based interviews in the hiring process
  • KRShortlist 200 quality candidates meeting job requirements
  • TaskScreen resumes and applications based on criteria
  • TaskReview job requirements and create candidate evaluation criteria
  • TaskPrepare a shortlist of 200 qualified candidates

8OKRs to initiate team building activities to foster stronger connections

  • ObjectiveInitiate team building activities to foster stronger connections
  • KRIncrease the team communication score by 30% compared to the previous quarter
  • TaskEncourage regular team meetings for updates
  • TaskIntroduce a daily communication tool/platform
  • TaskImplement weekly team-building exercises
  • KRAchieve an average team satisfaction rate of 80% from post-activity surveys
  • TaskDevelop a comprehensive post-activity satisfaction survey
  • TaskEstablish a feedback-action system to address issues
  • TaskImplement regular team building activities
  • KRPlan and conduct at least two team-building activities per month
  • TaskAllocate resources and schedule the activities
  • TaskIdentify suitable team-building activities
  • TaskEvaluate activity effectiveness afterwards
Tability

9OKRs to establish a high engagement and satisfaction work environment

  • ObjectiveEstablish a high engagement and satisfaction work environment
  • KRIncrease the Employee Satisfaction Index by 15%
  • TaskImprove communication transparency between management and staff
  • TaskOffer flexible work hours or remote work opportunities
  • TaskImplement regular feedback and recognition programs
  • KRAchieve 90% positive feedback on internal communication and management strategies
  • TaskConduct training on improved management strategies
  • TaskEnhance existing communication methods and strategies
  • TaskImplement regular internal feedback and review sessions
  • KRReduce employee turnover rate by 10%
  • TaskEnhance workplace culture with team-building activities
  • TaskImplement professional development programs for skill enhancement
  • TaskReview and increase employee compensation and benefits

10OKRs to drive company transformation through HR technology and leadership model redesign

  • ObjectiveDrive company transformation through HR technology and leadership model redesign
  • KRTrain 95% of staff on the new HR tech systems by end of quarter
  • TaskSchedule HR tech systems training sessions for all staff members
  • TaskProvide additional training for those who missed initial sessions
  • TaskMonitor and record participation in training sessions
  • KRDeploy new HR technology systems to 100% of departments
  • TaskSelect and procure new HR technology systems
  • TaskImplement and test new systems across all departments
  • TaskIdentify current HR technology systems in all departments
  • KRDesign and implement a new leadership model in at least 3 departments
  • TaskIdentify key qualities for the new leadership model
  • TaskMonitor and evaluate implemented changes
  • TaskTrain department heads in this model

Hr 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

Focus can only be achieve by limiting the number of competing priorities. It is crucial that you take the time to identify where you need to move the needle, and avoid adding business-as-usual activities to your OKRs.

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

Having good goals is only half the effort. You'll get significant more value from your OKRs if you commit to a weekly check-in process.

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.

How to track your Hr Department OKRs

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 a proper OKR-tracking tool for it.

A strategy map in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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 Department OKR templates

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