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4 OKR examples for Human Resource Personnel

What are Human Resource Personnel 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 Personnel 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 Personnel 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 Personnel OKRs examples

You will find in the next section many different Human Resource Personnel 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 enhance tactical and strategic leadership skills for software developer team lead

  • ObjectiveEnhance tactical and strategic leadership skills for software developer team lead
  • KRMentor 2 team members to take on micro-leadership roles in the next project
  • TaskProvide regular feedback and coaching
  • TaskShare responsibilities and explain expectations clearly
  • TaskIdentify strengths and areas of growth for each team member
  • KRImplement new strategies and witness a minimum 15% increase in team productivity
  • TaskDevelop and communicate new strategies for identified areas
  • TaskIdentify areas in team processes that require improvement
  • TaskMonitor and measure strategy-driven productivity increases
  • KRCollaborate with HR to attend at least 3 leadership skill training or workshops
  • TaskContact HR to inquire about available leadership training opportunities
  • TaskParticipate actively in each workshop session
  • TaskSchedule times to attend three chosen sessions
Tability

2OKRs to implement unbiased performance evaluations system

  • ObjectiveImplement unbiased performance evaluations system
  • KRDevelop a new evaluation tool that removes subjective bias by end of Q2
  • TaskPrototype, test, and finalize the developed tool
  • TaskDesign a framework outline for a new, unbiased tool
  • TaskResearch existing evaluation tools and identify their bias issues
  • KRDecrease variance in appraisal scores across different genders to less than 10%
  • TaskRegularly review and adjust appraisal criteria
  • TaskImplement bias-deterrent policies in the appraisal process
  • TaskTrain managers on gender-neutral performance evaluations
  • KRTrain all managers on the new evaluation process within the next 60 days
  • TaskCreate a comprehensive training schedule for all managers
  • TaskConduct feedback sessions post-training for improvement
  • TaskDistribute training resources and materials to managers

3OKRs to establish a high-performance Operational Excellence Office

  • ObjectiveEstablish a high-performance Operational Excellence Office
  • KRImplement 2 office operational frameworks to streamline processes and improve efficiency
  • TaskTrain staff on new operational frameworks usage
  • TaskResearch suitable operational frameworks for implementation
  • TaskIdentify current inefficiencies within office processes
  • KRAchieve a team satisfaction rate of 85% in the initial performance review
  • TaskAddress feedback and implement suggested improvements
  • TaskFoster a positive work environment through team building
  • TaskConduct anonymous satisfaction surveys among team members
  • KRHire and train 3 qualified office personnel, ensuring adept role-fit competency
  • TaskDevelop and implement comprehensive training for new hires
  • TaskAssess applicants' skills to ensure role-fit competency
  • TaskAdvertise available office positions through relevant channels

4OKRs to expand organizational size and personnel capabilities

  • ObjectiveExpand organizational size and personnel capabilities
  • KRImplement 100% training for all new hires within their first week
  • TaskDevelop comprehensive training program for all new hires
  • TaskSchedule training sessions within first week of employment
  • TaskMonitor and assess new hires' progress post-training
  • KRIncrease total staff by 10% through strategic recruitment
  • TaskIdentify necessary roles to fill for 10% staff increase
  • TaskBegin implementing recruitment plan to attract new hires
  • TaskDevelop a strategic recruitment plan targeting these roles
  • KRAchieve 15% more workload efficiency through advanced training and development programs
  • TaskEnroll team in relevant advanced training programs
  • TaskIdentify critical performance gaps in current workload handling
  • TaskPeriodically measure efficiency improvements post-training

Human Resource Personnel 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 Personnel 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

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 Personnel OKR templates

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