Tability is a cheatcode for goal-driven teams. Set perfect OKRs with AI, stay focused on the work that matters.
What are Human Resource Planning 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 Planning 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 Human Resource Planning 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.
Human Resource Planning OKRs examples
We've added many examples of Human Resource Planning Objectives and Key Results, but we did not stop there. Understanding the difference between OKRs and projects is important, so we also added examples of strategic initiatives that relate to the OKRs.
Hope you'll find this helpful!
OKRs to enhance the efficiency and effectiveness of human resource planning
ObjectiveEnhance the efficiency and effectiveness of human resource planning
KRImprove onboarding process satisfaction rate to 90% as indicated by new hire surveys
Schedule regular feedback sessions with new hires- Implement comprehensive, clear onboarding guidelines
- Enhance training resources for better understanding
- KRIncrease HR planning accuracy by 30% using data-driven forecasting methods
- Implement a data-driven forecasting software in HR processes
- Regularly monitor and adjust forecasting models
- Train HR team on data analysis and interpretation
- KRImplement a new talent acquisition strategy, reducing vacant positions by 20%
- Upgrade job ads and utilize diverse recruitment channels
- Develop a comprehensive, appealing employer brand strategy
- Streamline the interview and onboarding process
OKRs 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
- Outline tactics for employee retention
- Develop a comprehensive recruitment plan
- Design a strategy for skills development
- KRValidate roadmap with 10+ HR experts and incorporate feedback for improvement
- Identify and reach out to 10 HR experts for roadmap review
- Gather and analyze feedback for potential improvements
- Implement feedback into roadmap revisions
- KRIdentify all roadmap components and essential factors in the planning process
- List all components required for the roadmap
- Prioritize components based on their significance
- Identify important elements for strategic planning
OKRs to establish an effective succession pipeline
- ObjectiveEstablish an effective succession pipeline
- KRIdentify and classify 15 potential successors for key roles by evaluating their competencies
- Evaluate competency levels of 15 potential successors
- Classify identified successors based on competencies
- Identify key roles within the organization needing succession
- KRCreate a tracking system to monitor the progress of each potential successor monthly
- Develop a detailed profile for each potential successor
- Implement regular progress reviews for each successor
- Design a system to monitor successor progression
- KRImplement a training program for 70% of identified successors to bridge skill gaps
- Design a training program addressing these gaps
- Enroll 70% of successors in the program
- Identify key skills gaps in identified successors
Human Resource Planning 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
Having too many OKRs is the #1 mistake that teams make when adopting the framework. The problem with tracking too many competing goals is that it will be hard for your team to know what really matters.
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
Setting good goals can be challenging, but without regular check-ins, your team will struggle to make progress. We recommend that you track your OKRs weekly to get the full benefits from the framework.
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 OKR dashboards
OKRs without regular progress updates are just KPIs. You'll need to update progress on your OKRs every week to get the full 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
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, you can move to 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 Human Resource Planning OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to establish a positive and inclusive work culture
- OKRs to implement a laboratory procedure mentorship program
- OKRs to drive a positive wave across social networks
- OKRs to enhance managerial skills and leadership qualities
- OKRs to enhance incident response efficiency
- OKRs to foster a continuous learning and growth culture in our team