3 customisable OKR examples for Hr Employees

What are Hr Employees 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 Employees 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 Employees 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:

Our customisable Hr Employees OKRs examples

You will find in the next section many different Hr Employees Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).

Hope you'll find this helpful!

1. OKR to optimize payroll process for efficiency

  • ObjectiveOptimize payroll process for efficiency
  • Key ResultReduce manual payroll processes by 40% to minimize human error
  • TaskImplement automated payroll software system in the company
  • TaskTrain HR employees on using the new software
  • TaskMonitor and adjust software for efficiency
  • Key ResultIncrease payroll automation by 50% for enhanced productivity
  • TaskEvaluate and adjust operations for continuous improvement
  • TaskTrain staff members on new automated payroll systems
  • TaskResearch and select advanced payroll automation software
  • Key ResultAchieve 30% reduction in payroll processing time by improving workflow
  • TaskImplementing automated payroll software or system
  • TaskIdentify and eliminate redundant payroll processing steps
  • TaskTrain staff on efficient payroll processing procedures

2. OKR to provide ongoing compliance training and education to all employees

  • ObjectiveImprove compliance knowledge and adherence
  • Key ResultConduct monthly audit and review of compliance improvement with department managers
  • TaskDiscuss identified compliance gaps with department managers
  • TaskSchedule monthly compliance improvement audits with department managers
  • TaskDevelop and implement corrective action plans to improve compliance
  • TaskReview current compliance performance for all departments
  • Key ResultIncrease employee certification success rate by 20%
  • TaskImplement personalized study plans
  • TaskFacilitate group study sessions
  • TaskOffer practice exams and feedback
  • TaskProvide access to study materials
  • Key ResultLaunch 2 e-learning modules covering mandatory compliance regulations
  • TaskDevelop content for e-learning modules and ensure accuracy with legal team
  • TaskIdentify mandatory compliance regulations to be covered in e-learning modules
  • TaskTrain and disseminate e-learning modules to all employees, including tracking completion rates
  • TaskDesign user-friendly interface and incorporate interactive elements into e-learning platform
  • Key ResultConduct monthly training sessions with active participation of 90% of employees
  • TaskSchedule monthly training sessions for all employees
  • TaskSolicit feedback from employees to improve future training sessions
  • TaskCreate engaging training materials with interactive components
  • TaskMonitor participation rates and follow up with non-participants

3. OKR to boost the billability rate of employees to 95%

  • ObjectiveBoost the billability rate of employees to 95%
  • Key ResultImplement a time-tracking software to reduce unproductive time by 15%
  • TaskTrain all employees on how to use this software
  • TaskResearch and select a suitable time-tracking software
  • TaskMonitor and evaluate the software's effectiveness regularly
  • Key ResultReduce non-billable task assignments by 20% through efficient delegation strategy
  • TaskImplement a strict task monitoring system
  • TaskTrain staff on effective task delegation strategies
  • TaskAnalyze current delegation methods for efficiency problems
  • Key ResultProvide productivity boosting training to achieve at least 10% more billable hours
  • TaskMonitor and measure training effectiveness
  • TaskIdentify relevant productivity boosting training programs
  • TaskAllocate resources and schedule training for team

Best practices for managing your Hr Employees OKRs

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

The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the 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.

Tability Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly check-ins

Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.

Being able to see trends for your key results will also keep yourself honest.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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.

Best way to track your Hr Employees OKRs

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

Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.

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 Employees OKR templates

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

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.

Create more examples in our app

You can use Tability to create OKRs with AI – and keep yourself accountable 👀

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