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10 OKR examples for Human Resource Management Team

What are Human Resource Management Team 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.

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 Management Team 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 Management Team OKRs with AI

Using Tability AI to draft complete strategies 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.

See it in action in the video below 👇

Using the AI generator, you can:

  • Chat with an AI to draft your goals
  • Ask questions or provide feedback to refine the OKRs
  • Import the suggestion in an editor designed for goal setting
  • Switch back to a goal-tracking view in 1-click

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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 Human Resource Management Team OKRs examples

You will find in the next section many different Human Resource Management Team 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!

1OKRs to drive significant change saturation within the organization

  • ObjectiveDrive significant change saturation within the organization
  • KRMeasure and improve the change management satisfaction score to above 80%
  • TaskImplement necessary modifications based on results
  • TaskDevelop a satisfaction survey focused on change management procedures
  • TaskReview survey results, identifying areas for improvement
  • KRAchieve 90% employee participation rate in change management initiatives
  • TaskConduct trainings on importance and benefits of change management initiatives
  • TaskImplement a reward system for active participators in change management
  • TaskRegularly communicate progress and milestones to boost employee involvement
  • KRIncrease the number of facilitated change management workshops by 30%
  • TaskArrange logistics for 30% more workshops
  • TaskIdentify target audience for additional change management workshops
  • TaskDevelop and implement a marketing strategy to attract participants
Tability

2OKRs to enhance and strengthen team capabilities and performance

  • ObjectiveEnhance and strengthen team capabilities and performance
  • KRReduce inter-team conflicts by 30% as measured by HR reports
  • TaskImplement a cross-team collaboration and communication improvement program
  • TaskBuild a conflict resolution system involving HR and management
  • TaskIncrease team-building activities to enhance interpersonal relationships
  • KRImprove employee job satisfaction by 15% according to internal surveys
  • TaskImplement weekly team-building activities to boost morale
  • TaskEnhance benefit packages based on employee feedback
  • TaskProvide ongoing professional development opportunities
  • KRIncrease team productivity by 20% based on project completion rates
  • TaskEstablish clear project deadlines and objectives
  • TaskProvide productivity and time management training sessions
  • TaskImplement efficient project management tools for better tracking

3OKRs to complete holistic roadmap for human capital management 2024

  • ObjectiveComplete holistic roadmap for human capital management 2024
  • KRDesign 75% of HCM strategy encompassing recruitment, skills development, and retention
  • TaskOutline tactics for employee retention
  • TaskDevelop a comprehensive recruitment plan
  • TaskDesign a strategy for skills development
  • KRValidate roadmap with 10+ HR experts and incorporate feedback for improvement
  • TaskIdentify and reach out to 10 HR experts for roadmap review
  • TaskGather and analyze feedback for potential improvements
  • TaskImplement feedback into roadmap revisions
  • KRIdentify all roadmap components and essential factors in the planning process
  • TaskList all components required for the roadmap
  • TaskPrioritize components based on their significance
  • TaskIdentify important elements for strategic planning

4OKRs to enhance productivity and reduce stress via effective time management

  • ObjectiveEnhance productivity and reduce stress via effective time management
  • KRIncorporate a weekly self-care routine to lower stress levels by 15%
  • TaskSchedule set times each week for these activities
  • TaskEvaluate stress levels each week to track improvement
  • TaskIdentify activities that promote relaxation and enjoyment
  • KRImplement a time tracker to record and analyze how time is spent weekly
  • TaskResearch and select a suitable time tracker software
  • TaskInstall and set up the time tracker system
  • TaskTrain staff on how to properly use the time tracker
  • KRDesign and follow a structured daily routine, improving task completion by 20%
  • TaskPrioritize tasks based on urgency and importance
  • TaskMonitor progress and adjust routine as needed
  • TaskCreate a detailed daily schedule including all essential tasks

5OKRs to enhance the effectiveness of people management practices

  • ObjectiveEnhance the effectiveness of people management practices
  • KRIncrease team productivity by 20% through refined people management practices
  • TaskDevelop communication protocols to streamline information flow
  • TaskIntroduce peer recognition and reward systems
  • TaskImplement weekly team-specific training and skill development sessions
  • KRReduce turnover rate by 15% through improved management strategies
  • TaskImplement comprehensive management training programs
  • TaskFoster a positive and inclusive workplace environment
  • TaskDevelop clear communication channels between staff and management
  • KRImplement feedback collection system for 100% of team members
  • TaskTrain all team members on how to use the feedback system
  • TaskEstablish a regular schedule for feedback collection and review
  • TaskSelect an effective feedback collection tool suitable for the team

6OKRs to enhance productivity across all regional offices

  • ObjectiveEnhance productivity across all regional offices
  • KRDecrease average project turnaround time by 20% through efficient resource allocation
  • TaskImplement task prioritization based on urgency and project importance
  • TaskRegularly monitor and optimize resource utilization
  • TaskStreamline team communication to ensure faster decision-making
  • KRIncrease employee engagement score by 10% via targeted training and workshops
  • TaskIdentify areas of low engagement via surveys or feedback forms
  • TaskOrganize regular workshops to boost engagement and communication
  • TaskDevelop targeted training programs focusing on those areas
  • KRIncrease quarterly output by 15% through process optimization efforts
  • TaskRegularly monitor and adjust strategies for maximum output
  • TaskImplement streamlined strategies for process optimization
  • TaskConduct a comprehensive audit of current operational processes

7OKRs to establish a scalable operating system for rapid growth

  • ObjectiveEstablish a scalable operating system for rapid growth
  • KRIncrease speed of hiring process by implementing system improvements, reducing time-to-hire by 25%
  • TaskIdentify inefficiencies in the current hiring process
  • TaskTrain HR team on the new systems
  • TaskImplement a digital applicant tracking system
  • KRTrain 85% of supervisors in new procedures for scalability by the end of the quarter
  • TaskDesign and execute appropriate training programs
  • TaskMonitor and document training progress regularly
  • TaskIdentify supervisors needing training in scalable procedures
  • KRStreamline onboarding process to reduce new employee ramp-up time by 30%
  • TaskIncorporate feedback to continuously improve onboarding
  • TaskDevelop comprehensive, easy-to-understand training materials
  • TaskImplement a mentorship program for new hires

8OKRs to enhance proactive tracking and completion of deadline feedback

  • ObjectiveEnhance proactive tracking and completion of deadline feedback
  • KRImplement a time-sensitive tracking system for all feedback before the next quarter
  • TaskTrain staff on system usage
  • TaskFully integrate system into existing workflow
  • TaskIdentify best software for time-sensitive feedback tracking
  • KRReduce missed deadlines by 30%
  • TaskImplement strict project management protocols
  • TaskEnforce accountability for missed deadlines
  • TaskSchedule regular progress check-in meetings
  • KRIncrease on-time feedback submission by 25%
  • TaskImplement a digital reminder system for timely feedback submission
  • TaskCreate an incentive program for timely feedback submission
  • TaskTrain employees on the importance of on-time feedback
Tability

9OKRs to minimize employee turnover in the organization

  • ObjectiveMinimize employee turnover in the organization
  • KRReduce company-wide voluntary turnover rate by 10%
  • TaskImplement a comprehensive employee engagement and satisfaction program
  • TaskImprove compensation and benefits program based on industry standards
  • TaskConduct exit interviews to understand reasons for leaving
  • KRImplement an initiative to improve employee satisfaction, achieving 85% positive feedback
  • TaskConduct a survey to identify current employee satisfaction levels
  • TaskDevelop and implement strategies to address identified dissatisfaction areas
  • TaskRegularly monitor and adjust strategies based on employee feedback
  • KRIncrease average employee tenure by 15% through career development initiatives
  • TaskDesign a comprehensive career development program for all employees
  • TaskImplement regular mentoring and coaching sessions
  • TaskEncourage employees to attend professional development workshops

10OKRs to develop and strengthen effective team leadership skills

  • ObjectiveDevelop and strengthen effective team leadership skills
  • KRFacilitate 3 team building activities to foster strong interpersonal bonds and trust
  • TaskSchedule and plan the selected team building activities
  • TaskResearch diverse team building activities suitable for the team
  • TaskConduct and oversee the team building activities
  • KRImprove communication by creating a bi-weekly open feedback system within the team
  • TaskIntroduce a bi-weekly open feedback system to the team
  • TaskSchedule consistent bi-weekly feedback sessions
  • TaskDevelop a set structure for providing and receiving feedback
  • KRIncrease team productivity by 20% through effective task delegation and monitoring
  • TaskProvide regular feedback to improve team performance
  • TaskDevelop a routine process for monitoring progress
  • TaskImplement a system for efficient task delegation and assignment

Human Resource Management Team 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

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.

Tip #2: Commit to weekly OKR 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.

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 Human Resource Management Team 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

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 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 Human Resource Management Team OKR templates

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