Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Hr Manager 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 Manager 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.
The best tools for writing perfect Hr Manager OKRs
Here are 2 tools that can help you draft your OKRs in no time.
Tability AI: to generate OKRs based on a prompt
Tability AI allows you to describe your goals in a prompt, and generate a fully editable OKR template in seconds.
- 1. Create a Tability account
- 2. Click on the Generate goals using AI
- 3. Describe your goals in a prompt
- 4. Get your fully editable OKR template
- 5. Publish to start tracking progress and get automated OKR dashboards
Watch the video below to see it in action 👇
Tability Feedback: to improve existing OKRs
You can use Tability's AI feedback to improve your OKRs if you already have existing goals.
- 1. Create your Tability account
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on Generate analysis
- 4. Review the suggestions and decide to accept or dismiss them
- 5. Publish to start tracking progress and get automated OKR dashboards
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.
Hr Manager OKRs examples
You'll find below a list of Objectives and Key Results templates for Hr Manager. 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!
OKRs to streamline and optimize our HR data process
ObjectiveStreamline and optimize our HR data process
KRTrain 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
- KRDecrease 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
- KRImplement 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
OKRs to implement comprehensive HR policies and procedures
- ObjectiveImplement comprehensive HR policies and procedures
- KRConduct an HR procedures training for all management personnel
- KRDevelop and document 100% of HR policies by end of quarter
- Identify all necessary HR policies requiring development or revision
- Allocate resources for policy development and documentation
- Finalize and document all identified HR policies
- KRAchieve 95% employee understanding and compliance of new HR policies and procedures
- Regularly assess employee understanding through quizzes or reviews
- Develop comprehensive yet easily understandable HR policy documentation
- Implement mandatory training sessions covering new policies
OKRs to implement a comprehensive new HR portal for employees
- ObjectiveImplement a comprehensive new HR portal for employees
- KRReceive a minimum of 80% positive user feedback after the first month of usage
- Analyse and address negative feedback promptly
- Continually improve user experience based on feedback
- Implement a user-friendly feedback system
- KRAchieve 90% employee registration within the first month of portal introduction
- Launch an engaging awareness campaign about the portal
- Provide easy-to-follow registration instructions to employees
- Incentivize portal registration through rewards
- KRIntegrated portal with key HR services and resources by end of quarter
- Test and launch the completed HR portal
- Identify essential HR services and resources for integration
- Design and develop the integrated portal structure
OKRs to execute foundational groundwork for our 2025 performance management system
- ObjectiveExecute foundational groundwork for our 2025 performance management system
- KREvaluate and select two potential software providers for the new system
- Identify two potential software providers based on system requirements
- Make a final decision to select two suitable software providers
- Compare features, prices, and customer reviews of selected providers
- KRDevelop and secure approval for a detailed project implementation plan
- Draft a detailed project implementation plan
- Revise and secure approval for the plan
- Submit proposal to decision-makers for review
- KRGather performance related feedback from 80% of existing employees
- Distribute the survey to all existing employees
- Develop a concise survey for performance-related feedback
- Remind employees to complete the survey
OKRs to scale the training business beyond personal working hours
- ObjectiveScale the training business beyond personal working hours
- KRHire and onboard 2 qualified trainers to deliver training sessions
- Conduct interviews and select two top candidates
- Post job listings for qualified training professionals on job boards
- Provide a comprehensive onboarding process for new hires
- KRIncrease customer base by 50% through expanded service hours and offerings
- Extend business hours to cater for early morning and late evening customers
- Incorporate additional relevant services into existing business offerings
- Implement a marketing campaign highlighting extended hours and new services
- KRDevelop and launch a self-paced online training course for 24/7 access
- Develop interactive, digital training modules
- Research and outline key course content for self-paced study
- Set up access management for 24/7 availability
OKRs to eliminate disparities across mixed levels
- ObjectiveEliminate disparities across mixed levels
- KRDevelop a comprehensive plan to address identified disparities within a month
- Draft an effective action plan to address disparities
- Identify key disparities within the organization
- Implement and monitor the devised plan of action
- KRAchieve at least 90% uniformity across mixed levels by the end of the period
- Implement uniform training across all levels
- Monitor and adjust for uniformity progress
- Define uniformity standards for all levels
- KRIdentify all mixed level differences within two weeks of beginning
- Schedule meeting to discuss identified differences
- Organize findings and create a comprehensive report
- Review all documents regarding mixed level differences
OKRs to improve discipline, attendance, and turnaround time (TAT)
- ObjectiveImprove discipline, attendance, and turnaround time (TAT)
- KRImprove overall attendance rate by 15% via incentivizing perfect attendance
- Organize competitions or challenges to promote attendance
- Implement a rewards system for students with perfect attendance
- Communicate the benefits of perfect attendance to students
- KRDecrease employee tardiness by 25% through implementing stricter discipline measures
- Introduce penalties for chronic tardiness
- Implement strictness in the existing disciplinary policies
- Increase management's role in employee punctuality enforcement
- KRReduce TAT for tasks by 20% through streamlining existing processes
- Develop streamlined processes improving productivity
- Identify inefficiencies in current task procedures
- Implement and train staff on streamlined processes
OKRs to streamline HR processes through automation
- ObjectiveStreamline HR processes through automation
- KRReduce 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
- KRIncrease 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
- KRImplement 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
OKRs 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
- Select and implement top-rated AI software for HR
- Compare software based on features, price, and reviews
- Research AI software options tailored for HR
- KRAchieve 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
- KRTrain 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
OKRs to improve overall HR efficiency and employee satisfaction
- ObjectiveImprove overall HR efficiency and employee satisfaction
- KRReduce time-to-hire by 20%
- Implement streamlined, efficient hiring processes
- Develop and provide virtual interview capabilities
- Utilize AI for initial candidate screening
- KRIncrease 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
- KRImplement 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
Hr Manager 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.
Save hours with automated Hr Manager OKR dashboards
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 Tability to save time with automated OKR dashboards, data connectors, and actionable insights.
How to get Tability dashboards:
- 1. Create a Tability account
- 2. Use the importers to add your OKRs (works with any spreadsheet or doc)
- 3. Publish your OKR plan
That's it! Tability will instantly get access to 10+ dashboards to monitor progress, visualise trends, and identify risks early.
More Hr Manager OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to enhance the career development of our team members
- OKRs to develop a cloud-based SAAS loyalty product
- OKRs to enhance effectiveness of AD and email administration
- OKRs to successfully migrate and train team on the new sales CRM system
- OKRs to enhance understanding and application of copyright laws
- OKRs to boost trial and subscription activations for TTC audience