15 customisable OKR examples for Human Resources Team
What are Human Resources 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 Resources 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 Resources Team OKRs with AI
While we have some examples available, it's likely that you'll have specific scenarios that aren't covered here. You can use our free AI generator below or our more complete goal-setting system to generate your own OKRs.
Feel free to explore our tools:
- Use our free OKR generator
- Use Tability, a complete platform to set and track OKRs and initiatives, including a GPT-4 powered goal generator
Our customisable Human Resources Team OKRs examples
We've added many examples of Human Resources Team 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!
1. OKRs to develop a high-performing, cohesive team
Develop a high-performing, cohesive team
Boost team satisfaction score to above 80% through regular feedback and improvement
Implement weekly feedback sessions for open team communication
Provide training resources to improve skills
Establish a recognition system for excellent work
Increase team productivity by 20% through effective collaboration tools and training
Monitor and review team productivity post-implementation
Arrange training sessions on utilizing these tools effectively
Implement collaboration tools that streamline communication and teamwork
Achieve less than 5% turnover rate with better onboarding processes and work culture
Organize regular team-building activities
Initiate quarterly feedback and improvement sessions
Implement a comprehensive onboarding process for all new hires
2. OKRs to boost overall employee happiness levels
Boost overall employee happiness levels
Launch a peer recognition program to uplift morale by 5%
Develop a comprehensive, engaging recognition program
Implement the program and track its results
Research effective peer recognition program strategies
Implement weekly team-building activities, improving engagement scores by 7%
Monitor engagement scores after each activity to evaluate improvement
Identify various interactive team-building activities suitable for weekly implementation
Schedule consistent weekly slots for these team-building exercises
Enhance work-life balance through flexible hours, reducing stress levels by 3%
3. OKRs to improve team performance through effective teamwork and collaboration
Improve team performance through effective teamwork and collaboration
Reduce conflicts within the team by 50% by implementing conflict resolution strategies
Encourage active listening and empathy among team members during conflicts
Establish a clear communication protocol to address conflicts promptly
Implement a mentorship program to provide guidance and support during conflict resolution
Conduct a team-wide conflict resolution training session
Develop team members' skills by organizing at least two team-building workshops focused on enhancing collaboration and problem-solving abilities
Increase team productivity by 20% through enhanced communication and coordination
Provide effective communication tools and train team members on how to use them
Implement regular team meetings to discuss progress, challenges, and goals
Encourage collaboration by assigning cross-functional projects and fostering teamwork
Develop a centralized system for task tracking, deadlines, and accountability
Enhance employee satisfaction and engagement by achieving an average team happiness score of 8 out of 10
Implement employee recognition programs to celebrate achievements and boost team morale
Analyze survey results to identify areas for improvement and develop targeted action plans
Provide regular opportunities for employee feedback and implement suggestions for enhancing happiness
Conduct quarterly employee satisfaction surveys to measure team happiness score
4. OKRs to assemble an outstanding professional team
Assemble an outstanding professional team
Identify and recruit 5 top performers from the industry within the deadline
Achieve a team satisfaction rate above 90% via effective team-building activities
Regularly assess team satisfaction through anonymous surveys
Facilitate open communication to address team concerns
Implement weekly team-building exercises to promote collaboration
Implement a new training program to improve team skills by 30%
Design a comprehensive, focused training program
Identify necessary skills for team productivity improvement
Schedule and conduct training sessions
5. OKRs to enhance the effectiveness of people management practices
Enhance the effectiveness of people management practices
Increase team productivity by 20% through refined people management practices
Develop communication protocols to streamline information flow
Introduce peer recognition and reward systems
Implement weekly team-specific training and skill development sessions
Reduce turnover rate by 15% through improved management strategies
Implement comprehensive management training programs
Foster a positive and inclusive workplace environment
Develop clear communication channels between staff and management
Implement feedback collection system for 100% of team members
Train all team members on how to use the feedback system
Establish a regular schedule for feedback collection and review
Select an effective feedback collection tool suitable for the team
6. OKRs to boost employee satisfaction post-adaptation
Boost employee satisfaction post-adaptation
Increase participation in adaptation-related activities by 70%
Create significant rewards for active engagement in adaptation-related activities
Develop motivational training programs for participants in these activities
Improve visibility of these activities through advertising and social media campaigns
Achieve 90% positive responses in post-change satisfaction surveys
Implement comprehensive training for new procedures
Survey employees before, during, after change
Provide clear communication surrounding change
Reduce workplace complaints related to adaptation by 40%
Create a robust employee feedback system
Enhance company-wide communication channels
Implement regular team-building exercises and workshops
7. OKRs to foster a vibrant, energetic monday-feels-like-friday workplace culture
Foster a vibrant, energetic monday-feels-like-friday workplace culture
Reduce Monday absenteeism by 20%
Develop an engaging Monday morning team activity
Implement flexible work hours for improved work-life balance
Introduce incentives for perfect Monday attendance
Increase weekly staff engagement activities by 50%
Develop and implement additional activities
Monitor participation and gather feedback
Identify current engagement activities and their frequency
Improve overall job satisfaction score by 30% on employee surveys
Increase training and professional development opportunities
Implement regular employee feedback and suggestion sessions
Develop a comprehensive staff wellness program
8. OKRs to scale and ensure long-term success of the new team
Scale and ensure long-term success of the new team
Improve team performance by implementing at least 2 training programs to enhance skills
Implement the selected training programs and track progress through regular evaluations and updates
Research and select two training programs that align with the identified skill gaps
Communicate the importance of the training programs and obtain buy-in from team members
Identify key skill gaps within the team through assessments and evaluations
Increase team size by hiring and onboarding 3 new members
Conduct effective interviews and assessments to select the most qualified candidates for the team
Advertise job openings through various channels to reach a wide pool of potential candidates
Update job descriptions and qualifications to attract suitable candidates for new team members
Implement a thorough onboarding process to ensure smooth integration and successful transition for new members
Establish a sustainable workflow that consistently meets team's productivity goals
Continuously analyze data and adjust workflow as needed to improve productivity and efficiency
Identify productivity goals and define clear metrics for measuring success
Streamline workflow processes to eliminate inefficiencies and reduce manual tasks
Implement regular team meetings to discuss progress, challenges, and brainstorm solutions
Achieve a 90% retention rate of existing team members through effective engagement efforts
9. OKRs to complete holistic roadmap for human capital management 2024
Complete holistic roadmap for human capital management 2024
Design 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
Validate 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
Identify 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
10. OKRs to enhance feedback system for increased 360, recurring and upward feedback
Enhance feedback system for increased 360, recurring and upward feedback
Achieve 75% participation rate in upward feedback sessions every month
Develop engaging and accessible feedback sessions
Implement incentives for session participation
Regularly communicate the importance of participation
Increase the frequency of feedback session to twice a month
Train staff to give effective feedback
Establish clear feedback session guidelines
Schedule regular bi-monthly feedback sessions
Implement a monthly 360 feedback system for all team members by end of Q2
Train team members on feedback system usage
Develop a feedback schedule for all team members
Research and choose an appropriate 360-degree feedback tool
11. OKRs to streamline and optimize the payroll process
Streamline and optimize the payroll process
Increase payroll team's efficiency by providing training to enhance skills
Schedule and implement chosen training programs
Source relevant training programs for these skills
Identify skill gaps within the payroll team
Reduce payroll processing time by 20%
Implement a fully automated payroll system
Outsource payroll processing to a trusted company
Train staff on efficient payroll processing practices
Implement a new payroll software to reduce errors by 15%
Regularly monitor and evaluate software performance
Research and select an efficient payroll software
Train the HR team on the new software
12. OKRs to enhance engagement and commitment via effective communication
Enhance engagement and commitment via effective communication
Introduce bi-weekly inter-departmental meetings with 95% attendance
Design an engaging and relevant meeting agenda
Draft and distribute a meeting calendar to all departments
Implement a strict, yet incentivizing attendance policy
Achieve a 20% increase in positive feedback on internal communication through anonymous surveys
Enhance the anonymity of feedback surveys
Encourage prompt and constructive feedback
Implement weekly training for improving internal communication skills
Improve internal communication by launching a company-wide newsletter reaching 100% of staff
Determine relevant content for the company-wide newsletter
Design the newsletter layout and format
Set up a distribution system reaching all staff
13. OKRs to enhance organizational performance to high-performing standards
Enhance organizational performance to high-performing standards
Implement process improvements to increase operational efficiency by 20%
Develop and execute change strategies for efficiency
Identify bottlenecks within the existing operational process
Measure and compare process effectiveness pre/post-change
Reduce employee turnover rate by 15% through effective talent engagement strategies
Implement mentorship programs to facilitate career growth
Enhance communication channels for employee feedback
Develop comprehensive benefits and recognition programs
Increase customer satisfaction levels by achieving a 10% rise in positive feedback scores
Implement regular staff training for superior customer service
Develop and promote a user-friendly feedback system
Enhance product quality and user experience
14. OKRs to streamline and optimize the payroll process
Streamline and optimize the payroll process
Implement automated payroll software by reducing manual entry by 50%
Train employees on utilization and benefits of the software
Select suitable automated payroll software for the company
Gradually transition from manual entry to automated system
Decrease processing time by 20% through improved payroll system efficiency
Identify bottlenecks in the current payroll system
Train staff on efficient payroll system practices
Implement automation for repetitive payroll tasks
Ensure 100% accuracy in payroll calculations and payments each cycle
Implement double-checking system for payroll calculations
Train staff on accurate payroll processing
Regularly update and review payroll software
15. OKRs to enhance tactical and strategic leadership skills for software developer team lead
Enhance tactical and strategic leadership skills for software developer team lead
Mentor 2 team members to take on micro-leadership roles in the next project
Provide regular feedback and coaching
Share responsibilities and explain expectations clearly
Identify strengths and areas of growth for each team member
Implement new strategies and witness a minimum 15% increase in team productivity
Develop and communicate new strategies for identified areas
Identify areas in team processes that require improvement
Monitor and measure strategy-driven productivity increases
Collaborate with HR to attend at least 3 leadership skill training or workshops
Contact HR to inquire about available leadership training opportunities
Participate actively in each workshop session
Schedule times to attend three chosen sessions
Human Resources Team OKR best practices to boost success
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 Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/tability-insights-board.e70f9466.png)
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.
![Tability Insights Dashboard](https://tability-templates-v2.vercel.app/_next/static/media/checkins-graph.b2aec458.png)
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 turn your Human Resources Team OKRs in a strategy map
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 Tability](https://tability-templates-v2.vercel.app/_next/static/media/tability_strategy_map.2ad25843.png)
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 Team OKR templates
We have more templates to help you draft your team goals and OKRs.
OKRs to enhance internal controls for a zero-deficiency internal audit
OKRs to increase brand awareness and credibility through webinars
OKRs to enhancement of CSR initiatives' financial efficiency and impact
OKRs to develop a comprehensive new customer database
OKRs to enhance homepage with contextually relevant content to engage customers
OKRs to build a robust data pipeline utilizing existing tools
OKRs resources
Here are a list of resources to help you adopt the Objectives and Key Results framework.
- To learn: What is the meaning of OKRs
- Blog posts: ODT Blog
- Success metrics: KPIs examples
Create more examples in our app
You can use Tability to create OKRs with AI – and keep yourself accountable 👀
Tability is a unique goal-tracking platform built to save hours at work and help teams stay on top of their goals.
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