7 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 more about the OKR meaning online.

Best practices for managing your Human Resources Department OKRs

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.

Tability Insights DashboardTability's audit dashboard will highlight opportunities to improve OKRs

Tip #2: Commit to the weekly 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.

Tability Insights DashboardTability's check-ins will save you hours and increase transparency

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 below). 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.

Building your own Human Resources Department OKRs with AI

While we have some examples below, it's likely that you'll have specific scenarios that aren't covered here. There are 2 options available to you.

Best way 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.

Human Resources Department OKRs templates

We've covered most of the things that you need to know about setting good OKRs and tracking them effectively. It's now time to give you a series of templates that you can use for inspiration!

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!

OKRs to boost employee satisfaction post-adaptation

  • ObjectiveBoost employee satisfaction post-adaptation
  • Key ResultIncrease 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
  • Key ResultAchieve 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
  • Key ResultReduce 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

OKRs to boost HR effectiveness in facilitating organization and people growth

  • ObjectiveBoost HR effectiveness in facilitating organization and people growth
  • Key ResultIncrease 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
  • Key ResultDecrease average hiring process time by 15%
  • TaskEstablish a structured, efficient onboarding process
  • TaskStreamline interview scheduling with automated tools
  • TaskImplement standardised skill-based assessments
  • Key ResultUpgrade 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

OKRs to successfully procure and implement a smart workplace management system

  • ObjectiveSuccessfully procure and implement a smart workplace management system
  • Key ResultTrain 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
  • Key ResultSource 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
  • Key ResultSecure 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

OKRs to streamline the company's recruitment process

  • ObjectiveStreamline the company's recruitment process
  • Key ResultIncrease 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
  • Key ResultReduce 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
  • Key ResultImplement 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

OKRs to streamline and optimize global hiring processes

  • ObjectiveStreamline and optimize global hiring processes
  • Key ResultIncrease quality of candidates pool by 40% using new sourcing strategies
  • TaskUtilize social media platforms for job position advertising
  • TaskPartner with reputable recruitment agencies for quality sourcing
  • TaskImplement thorough pre-screening processes for potential candidates
  • Key ResultReduce average hiring process time from vacancy to offer by 30%
  • TaskImplement pre-screening tests and assessments
  • TaskImprove coordination among hiring team members
  • TaskStreamline the interview process by using automation tools
  • Key ResultBoost acceptance rate of job offers by 20% with competitive compensation packages
  • TaskDevelop superior, attractive compensation policies
  • TaskMarket competitive benefits to potential hires
  • TaskResearch industry standards for compensation packages

OKRs to drive company transformation through HR technology and leadership model redesign

  • ObjectiveDrive company transformation through HR technology and leadership model redesign
  • Key ResultTrain 95% of staff on the new HR tech systems by end of quarter
  • TaskSchedule HR tech systems training sessions for all staff members
  • TaskProvide additional training for those who missed initial sessions
  • TaskMonitor and record participation in training sessions
  • Key ResultDeploy new HR technology systems to 100% of departments
  • TaskSelect and procure new HR technology systems
  • TaskImplement and test new systems across all departments
  • TaskIdentify current HR technology systems in all departments
  • Key ResultDesign and implement a new leadership model in at least 3 departments
  • TaskIdentify key qualities for the new leadership model
  • TaskMonitor and evaluate implemented changes
  • TaskTrain department heads in this model

OKRs to enhance staff productivity in the hybrid work model

  • ObjectiveEnhance staff productivity in the hybrid work model
  • Key ResultConduct 5 training sessions on hybrid working best practices to enhance skills
  • TaskSchedule and conduct 5 training sessions
  • TaskIdentify key points for hybrid working best practices training
  • TaskPrepare comprehensive, engaging training content
  • Key ResultIncrease employee engagement levels by 15% through regular feedback and recognition programs
  • TaskEstablish a weekly employee recognition program
  • TaskImplement a daily feedback routine for all team members
  • TaskMonitor and evaluate engagement levels regularly
  • Key ResultImplement performance tracking software to quantify productivity increase by 20%
  • TaskResearch and select suitable performance tracking software
  • TaskInstall and configure the software over company network
  • TaskTrain employees on software usage and productivity targets

More Human Resources Department OKR templates

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

OKRs resources

Here are a list of resources to help you adopt the Objectives and Key Results framework.