15 customisable OKR examples for Human Resource Department
What are Human Resource Department OKRs?
The OKR acronym stands for Objectives and Key Results. It's a goal-setting framework that was introduced at Intel by Andy Grove in the 70s, and it became popular after John Doerr introduced it to Google in the 90s. OKRs helps teams has a shared language to set ambitious goals and track progress towards them.
Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.
We've tailored a list of OKRs examples for Human Resource 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 Human Resource Department 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.
Our customisable Human Resource Department OKRs examples
You'll find below a list of Objectives and Key Results templates for Human Resource 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!
1. OKRs to streamline the onboarding process for rapid integration of new hires
Streamline the onboarding process for rapid integration of new hires
Increase new hire proficiency score by 30% within first 60 days
Monitor and evaluate individual job performance- Establish mentorship system within departments
- Implement comprehensive orientation program for new hires
- Decrease average onboarding duration by 25% from current baseline
- Improve training materials for quicker learning
- Streamline hiring procedures for faster employee integration
- Automate administrative tasks to save time
- Achieve 90% new hire satisfaction rate regarding onboarding process
- Address concerns and issues promptly and effectively
- Implement a comprehensive and clear onboarding program
- Regularly survey new hires for constructive feedback
2. OKRs to enhance compliance and precision in payroll management
- Enhance compliance and precision in payroll management
- Perform regular audits of payroll systems, ensuring 100% compliance with regulations
- Regularly review and update audit procedures
- Implement a compliance checklist for regulations
- Establish frequent payroll system audit schedule
- Conduct bi-weekly staff training sessions, improving payroll comprehension by 80%
- Implement a feedback system to measure comprehension improvements
- Schedule bi-weekly staff training sessions on payroll system
- Develop clear, comprehensive payroll training materials
- Implement a digital payroll system, reducing manual errors by 60%
- Research top-rated digital payroll systems suitable for the company
- Monitor, evaluate, and report system's performance and error rates
- Initiate staff training for effective utilization of the new system
3. OKRs to reduce staff turnover across the company
- Reduce staff turnover across the company
- Decrease the employee turnover rate by 10%
- Implement employee engagement and team-building activities
- Conduct regular surveys to understand employee concerns
- Enhance benefits packages and reward system
- Implement a new employee retention program impacted employees rate positively by 85%
- Implement the program and measure success via employee feedback
- Conduct surveys to understand current employee satisfaction and needs
- Design a retention program based on survey results
- Improve employee engagement scores by 30%
- Implement a consistent employee recognition program
- Create open communication channels for feedback and suggestions
- Initiate regular personal development and team-building activities
4. OKRs to boost employee satisfaction post-adaptation
- Boost employee satisfaction post-adaptation
- Increase participation in adaptation-related activities by 70%
- Create significant rewards for active engagement in adaptation-related activities
- Develop motivational training programs for participants in these activities
- Improve visibility of these activities through advertising and social media campaigns
- Achieve 90% positive responses in post-change satisfaction surveys
- Implement comprehensive training for new procedures
- Survey employees before, during, after change
- Provide clear communication surrounding change
- Reduce workplace complaints related to adaptation by 40%
- Create a robust employee feedback system
- Enhance company-wide communication channels
- Implement regular team-building exercises and workshops
5. OKRs to boost HR effectiveness in facilitating organization and people growth
- Boost HR effectiveness in facilitating organization and people growth
- Increase employee retention rate by 20%
- Enhance company benefits and compensation packages
- Implement a comprehensive employee development and training program
- Increase regular feedback and recognition sessions
- Decrease average hiring process time by 15%
- Establish a structured, efficient onboarding process
- Streamline interview scheduling with automated tools
- Implement standardised skill-based assessments
- Upgrade leadership development programs benefiting 30% of employees
- Source and hire professional development consultants
- Conduct survey to identify areas for leadership program improvement
- Implement program changes based on consultant feedback
6. OKRs to boost employee retention across all departments
- Boost employee retention across all departments
- Implement two new benefits or recognition programs based on employee feedback
- Analyze survey results and design two new programs
- Survey employees to gather feedback on potential benefits programs
- Launch and communicate new programs to all employees
- Increase participation in employee engagement activities by 15%
- Implement regular communication about upcoming engagement activities
- Develop incentive programs to reward participation
- Simplify sign-up processes for engagement activities
- Decrease employee turnover rate by 10%
- Implement comprehensive employee training programs
- Develop competitive benefits and compensation packages
- Establish effective communication and feedback system
7. OKRs to implement single account just-in-time access system
- Implement single account just-in-time access system
- Identify and select a suitable just-in-time system solution by end of week 4
- Compare features, pricing, and benefits of different systems
- Choose and finalize a just-in-time system solution by end of week 4
- Research just-in-time system solutions available in the market
- Achieve 90% system usage among all staff members, ensuring successful implementation by week 12
- Regularly track and report system usage throughout the week
- Train all staff members extensively on system usage and functionality
- Provide incentives for consistent system usage amongst staff
- On-board and train 70% of staff on the new system by week 8
- Schedule and conduct training sessions for staff members
- Monitor and evaluate staff's understanding and usage regularly
- Develop a comprehensive training plan for the new system
8. OKRs to foster a comprehensive feedback culture
- Foster a comprehensive feedback culture
- Decrease negative feedback issues by 30% through improvement interventions
- Develop and implement a comprehensive customer service training program
- Regularly analyze customer satisfaction surveys for improvement areas
- Revise and optimize internal processes associated with customer complaints
- Organize four constructive feedback workshops for all staff members
- Outline the key goals and topics for each feedback workshop
- Arrange for appropriate facilities and equipment to host workshops
- Send invites and workshop agenda to all staff members
- Implement confidential weekly team feedback surveys increasing participation by 60%
9. OKRs to successfully procure and implement a smart workplace management system
- Successfully procure and implement a smart workplace management system
- Train all relevant staff and fully implement the system by week 12
- Identify all staff requiring system training
- Fully implement the system by week 12
- Organize in-depth system training for selected staff
- Source and evaluate 5 potential management systems by week 3
- Identify 5 promising management systems
- Gather detailed information about each system
- Assess each management system's effectiveness and suitability
- Secure budget approval and purchase selected management system by week 6
- Follow-up for budget approval by week 5
- Purchase selected management system by week 6
- Submit project budget for approval by the end of week 3
10. OKRs to enhance efficiency of operations in the HR department
- Enhance efficiency of operations in the HR department
- Implement an HRIS that increases record-keeping accuracy by 20%
- Transition existing HR records to the new HRIS
- Train HR department on the chosen HRIS system
- Select a HRIS system designed to improve record-keeping accuracy
- Increase employee self-service tasks completion rate by 50%
- Conduct regular training for employee self-service tasks
- Implement user-friendly self-service task software
- Establish incentives for task completion
- Reduce the administrative HR tasks processing time by 30%
- Implement automated HR software for task processing
- Train staff on efficient task handling strategies
- Delegate repetitive tasks to lower-level personnel
11. OKRs to streamline the company's recruitment process
- Streamline the company's recruitment process
- Increase new hire retention rate by 10% through improved onboarding processes
- Develop a comprehensive and engaging employee onboarding program
- Provide mentorship opportunities for new employees
- Implement regular check-ins with new hires
- Reduce hiring process time by 30% while maintaining quality of hires
- Implement an efficient applicant tracking system
- Streamline the interview and selection process
- Conduct timely background and reference checks
- Implement a standardized interviewing system across all departments
- Develop a standard interview protocol for all departments
- Train hiring managers on the new interview system
- Monitor and adjust the system based on feedback
12. OKRs to transform the pre-start employee journey after offer acceptance
- Transform the pre-start employee journey after offer acceptance
- Design and implement a new digital onboarding platform for 90% user satisfaction
- Develop a user-friendly and interactive design for platform
- Conduct regular user satisfaction surveys and adjust accordingly
- Identify user requirements and expectations for the onboarding platform
- Achieve a 30% reduction in time-to-productivity for new hires
- Provide industry-specific training immediately
- Assign new hires a mentor for guidance
- Implement a comprehensive, streamlined onboarding process
- Reduce open query rates by 70% through proactive communication
- Implement an automated response system for instant replies
- Develop an FAQ section addressing common queries
- Implement a routine for regular client updates on query status
13. OKRs to enhance collaborative capabilities as an HR specialist partnering in team activities
- Enhance collaborative capabilities as an HR specialist partnering in team activities
- Enhance conflict resolution skills by completing a certified course in 3 months
- Enroll in a suitable certified course
- Research accredited conflict resolution courses
- Consistently engage in course activities and assignments
- Improve internal communication by superintending a 15% reduction in misunderstanding incidents
- Develop a transparent incident reporting system
- Implement clarity training for all staff members
- Regularly review communication protocols
- Facilitate 4 effective team-building exercises leading to a 20% increase in engagement
- Plan and schedule 4 team-building activities
- Research proven team-building exercises suited for your team
- Evaluate engagement levels before and after exercises
14. OKRs to establish a comprehensive Career Development Program
- Establish a comprehensive Career Development Program
- Enroll 50% employees in career development courses or workshops
- Measure and achieve a 25% increase in internal promotions or role advancements
- Regularly review individual performance and potential for advancement
- Implement robust employee development programs
- Define clear career progression pathways within the organization
- Design a robust career development framework for all department employees
- Research successful career development frameworks in similar industries
- Survey employees to identify desired career progression and development areas
- Draft a tailorable framework focusing on development, progression, and mentorship
15. OKRs to enhance employees' alignment with the organization's objectives and culture
- Enhance employees' alignment with the organization's objectives and culture
- Increase the average score from employee engagement survey by 20%
- Establish an open feedback culture promoting transparency and honesty
- Implement training programs focused on communication and team-building skills
- Enhance employee recognition and reward strategies
- Conduct 5 company-culture training sessions to all departments
- Identify key elements of the company culture for training
- Schedule department-wide sessions to communicate timelines
- Plan, outline, and prepare the 5 training sessions
- Achieve 90% successful completion of individual performance targets connected to organisation's objective
- Regularly review personal KPIs aligned with organizational objectives
- Develop execution strategies for each performance target
- Continuously analyze and improve current performance methods
Human Resource Department 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
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.
Tability's audit dashboard will highlight opportunities to improve OKRsTip #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.
Tability's check-ins will save you hours and increase transparencyTip #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 Human Resource Department OKRs in a strategy map
Your quarterly OKRs should be tracked weekly in order to get all the benefits of the OKRs 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.
Tability's Strategy Map makes it easy to see all your org's OKRsIf 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 Human Resource Department OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to develop a flexible and innovative product roadmap
- OKRs to streamline financial processes for enhanced profit growth
- OKRs to enhance overall organizational efficiency and effectiveness
- OKRs to implement runtime configurability of features
- OKRs to accelerate product scalability for multi-tenant utilization
- OKRs to increase newsletter subscriptions through website interaction
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
What's next? Try Tability's goal-setting AI
You can create an iterate on your OKRs using Tability's unique goal-setting AI.
Watch the demo below, then hop on the platform for a free trial.