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10 OKR examples for Human Resources Department

What are Human Resources Department 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 Resources 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 Resources Department OKRs with AI

How to create great OKRs for any scenario 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.

  • 1. Go to Tability's plan editor
  • 2. Click on the "Generate goals using AI" button
  • 3. Use natural language to describe your goals

Tability will then use your prompt to generate a fully editable OKR template.

How to improve existing OKRs with AI feedback

If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.

  • 1. Go to Tability's plan editor
  • 2. Add your existing OKRs (you can import them from a spreadsheet)
  • 3. Click on "Generate analysis"
AI feedback for OKRs in TabilityTability's Strategy Map makes it easy to see all your org's OKRs

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.

You can then decide to accept the suggestions or dismiss them if you don't agree.

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 Resources Department OKRs examples

We've added many examples of Human Resources Department 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!

1OKRs to streamline the onboarding process for rapid integration of new hires

  • ObjectiveStreamline the onboarding process for rapid integration of new hires
  • KRIncrease new hire proficiency score by 30% within first 60 days
  • TaskMonitor and evaluate individual job performance
  • TaskEstablish mentorship system within departments
  • TaskImplement comprehensive orientation program for new hires
  • KRDecrease average onboarding duration by 25% from current baseline
  • TaskImprove training materials for quicker learning
  • TaskStreamline hiring procedures for faster employee integration
  • TaskAutomate administrative tasks to save time
  • KRAchieve 90% new hire satisfaction rate regarding onboarding process
  • TaskAddress concerns and issues promptly and effectively
  • TaskImplement a comprehensive and clear onboarding program
  • TaskRegularly survey new hires for constructive feedback
Tability

2OKRs to enhance compliance and precision in payroll management

  • ObjectiveEnhance compliance and precision in payroll management
  • KRPerform regular audits of payroll systems, ensuring 100% compliance with regulations
  • TaskRegularly review and update audit procedures
  • TaskImplement a compliance checklist for regulations
  • TaskEstablish frequent payroll system audit schedule
  • KRConduct bi-weekly staff training sessions, improving payroll comprehension by 80%
  • TaskImplement a feedback system to measure comprehension improvements
  • TaskSchedule bi-weekly staff training sessions on payroll system
  • TaskDevelop clear, comprehensive payroll training materials
  • KRImplement a digital payroll system, reducing manual errors by 60%
  • TaskResearch top-rated digital payroll systems suitable for the company
  • TaskMonitor, evaluate, and report system's performance and error rates
  • TaskInitiate staff training for effective utilization of the new system

3OKRs to boost employee satisfaction post-adaptation

  • ObjectiveBoost employee satisfaction post-adaptation
  • KRIncrease participation in adaptation-related activities by 70%
  • TaskCreate significant rewards for active engagement in adaptation-related activities
  • TaskDevelop motivational training programs for participants in these activities
  • TaskImprove visibility of these activities through advertising and social media campaigns
  • KRAchieve 90% positive responses in post-change satisfaction surveys
  • TaskImplement comprehensive training for new procedures
  • TaskSurvey employees before, during, after change
  • TaskProvide clear communication surrounding change
  • KRReduce workplace complaints related to adaptation by 40%
  • TaskCreate a robust employee feedback system
  • TaskEnhance company-wide communication channels
  • TaskImplement regular team-building exercises and workshops

4OKRs to boost HR effectiveness in facilitating organization and people growth

  • ObjectiveBoost HR effectiveness in facilitating organization and people growth
  • KRIncrease employee retention rate by 20%
  • TaskEnhance company benefits and compensation packages
  • TaskImplement a comprehensive employee development and training program
  • TaskIncrease regular feedback and recognition sessions
  • KRDecrease average hiring process time by 15%
  • TaskEstablish a structured, efficient onboarding process
  • TaskStreamline interview scheduling with automated tools
  • TaskImplement standardised skill-based assessments
  • KRUpgrade leadership development programs benefiting 30% of employees
  • TaskSource and hire professional development consultants
  • TaskConduct survey to identify areas for leadership program improvement
  • TaskImplement program changes based on consultant feedback

5OKRs to boost employee retention across all departments

  • ObjectiveBoost employee retention across all departments
  • KRImplement two new benefits or recognition programs based on employee feedback
  • TaskAnalyze survey results and design two new programs
  • TaskSurvey employees to gather feedback on potential benefits programs
  • TaskLaunch and communicate new programs to all employees
  • KRIncrease participation in employee engagement activities by 15%
  • TaskImplement regular communication about upcoming engagement activities
  • TaskDevelop incentive programs to reward participation
  • TaskSimplify sign-up processes for engagement activities
  • KRDecrease employee turnover rate by 10%
  • TaskImplement comprehensive employee training programs
  • TaskDevelop competitive benefits and compensation packages
  • TaskEstablish effective communication and feedback system

6OKRs to implement single account just-in-time access system

  • ObjectiveImplement single account just-in-time access system
  • KRIdentify and select a suitable just-in-time system solution by end of week 4
  • TaskCompare features, pricing, and benefits of different systems
  • TaskChoose and finalize a just-in-time system solution by end of week 4
  • TaskResearch just-in-time system solutions available in the market
  • KRAchieve 90% system usage among all staff members, ensuring successful implementation by week 12
  • TaskRegularly track and report system usage throughout the week
  • TaskTrain all staff members extensively on system usage and functionality
  • TaskProvide incentives for consistent system usage amongst staff
  • KROn-board and train 70% of staff on the new system by week 8
  • TaskSchedule and conduct training sessions for staff members
  • TaskMonitor and evaluate staff's understanding and usage regularly
  • TaskDevelop a comprehensive training plan for the new system

7OKRs to foster a comprehensive feedback culture

  • ObjectiveFoster a comprehensive feedback culture
  • KRDecrease negative feedback issues by 30% through improvement interventions
  • TaskDevelop and implement a comprehensive customer service training program
  • TaskRegularly analyze customer satisfaction surveys for improvement areas
  • TaskRevise and optimize internal processes associated with customer complaints
  • KROrganize four constructive feedback workshops for all staff members
  • TaskOutline the key goals and topics for each feedback workshop
  • TaskArrange for appropriate facilities and equipment to host workshops
  • TaskSend invites and workshop agenda to all staff members
  • KRImplement confidential weekly team feedback surveys increasing participation by 60%

8OKRs to successfully procure and implement a smart workplace management system

  • ObjectiveSuccessfully procure and implement a smart workplace management system
  • KRTrain all relevant staff and fully implement the system by week 12
  • TaskIdentify all staff requiring system training
  • TaskFully implement the system by week 12
  • TaskOrganize in-depth system training for selected staff
  • KRSource and evaluate 5 potential management systems by week 3
  • TaskIdentify 5 promising management systems
  • TaskGather detailed information about each system
  • TaskAssess each management system's effectiveness and suitability
  • KRSecure budget approval and purchase selected management system by week 6
  • TaskFollow-up for budget approval by week 5
  • TaskPurchase selected management system by week 6
  • TaskSubmit project budget for approval by the end of week 3
Tability

9OKRs to enhance efficiency of operations in the HR department

  • ObjectiveEnhance efficiency of operations in the HR department
  • KRImplement an HRIS that increases record-keeping accuracy by 20%
  • TaskTransition existing HR records to the new HRIS
  • TaskTrain HR department on the chosen HRIS system
  • TaskSelect a HRIS system designed to improve record-keeping accuracy
  • KRIncrease employee self-service tasks completion rate by 50%
  • TaskConduct regular training for employee self-service tasks
  • TaskImplement user-friendly self-service task software
  • TaskEstablish incentives for task completion
  • KRReduce the administrative HR tasks processing time by 30%
  • TaskImplement automated HR software for task processing
  • TaskTrain staff on efficient task handling strategies
  • TaskDelegate repetitive tasks to lower-level personnel

10OKRs to streamline the company's recruitment process

  • ObjectiveStreamline the company's recruitment process
  • KRIncrease new hire retention rate by 10% through improved onboarding processes
  • TaskDevelop a comprehensive and engaging employee onboarding program
  • TaskProvide mentorship opportunities for new employees
  • TaskImplement regular check-ins with new hires
  • KRReduce hiring process time by 30% while maintaining quality of hires
  • TaskImplement an efficient applicant tracking system
  • TaskStreamline the interview and selection process
  • TaskConduct timely background and reference checks
  • KRImplement a standardized interviewing system across all departments
  • TaskDevelop a standard interview protocol for all departments
  • TaskTrain hiring managers on the new interview system
  • TaskMonitor and adjust the system based on feedback

Human Resources Department 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.

How to track your Human Resources Department 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

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.

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 Resources Department OKR templates

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