Human Resources OKR Examples

Human resource professionals are responsible of a variety of tasks, including employee engagement, hiring, and onboarding. Enhancements in these HR areas can have a major impact on the performance of the business. However, deciding where to start and how to gauge the success of the HR team may be difficult.

HR OKRs, or Human Resources Objectives and Key Results, are a set of ambitious goals that your human resources teams strive to achieve with measurable outcomes. HR OKRs are a way to keep track of the progress of your human resources team, build alignment, and encourage participation in measurable goals.

HR OKR Examples for Hiring / Recruiting

O Improve candidate experience to attract great talent
KR Reduce the average time between candidate application and offer to 30 days.
KR Ensure that 95% of the hiring managers leave feedback within 24 hours of the interview.
KR Reduce the average time from application to first interview to one week.
KR Increase the applicant's SAT score to 8.5/10.

O Recruit a Diverse, High-Performance Team
KR Ensure that women employees account for at least 45% of all team members.
KR Make sure that 40% of all people managers are women.
KR New hires should spend 40 hours of OJT in the first two weeks of the job.
KR Increase the percentage of ethnic minorities in the team to 40%.

O Develop and launch a modern employee hiring portal on our website
KR Increase the number of employee spotlight stories from four to ten.
KR Reduce the number of steps required to submit an application from five to one.
KR Publish new job postings on the website live in less than a day.

HR OKR Examples for Culture and Retention

O Improving corporate culture by improving communication
KR Initiate a two-way closed-loop feedback process and collect 60 feedback submissions.
KR Attain a 4.5+ Employee Satisfaction / Pulse Score on a weekly basis.
KR The CEO and senior vice presidents should host a monthly all-hands town hall and open Q&A session.

O Improve Our Employee Retention
KR Improve our two-way closed-loop feedback system and continuous performance management approach.
KR Increase our employee engagement and satisfaction scores to 8.5 or higher.
KR Create a better workplace by surveying employees on a monthly basis.
KR Determine whether we pay competitive salaries and benefits.

O Increase Employee Engagement and Satisfaction
KR Ensure that every manager across the company maintains a continuous two-way feedback loop.
KR Utilize Pulse to survey your employees on a weekly basis.
KR Ensure we have clear work goals that increase engagement.

O Improve your employees' well-being
KR Interview 20 team members to understand ideas for enhancing work-life balance.
KR Roll out healthy snacks benefit for your employees in tie-ups and consultations with professionals.
KR Reduce the number of sick days per employee per month from three to one.
KR Ensure that at least 75% of employees receive the annual flu vaccine through on-site facilitation.

HR OKR Examples for Education

O Establish a goal-setting culture across the organization by implementing an OKR program
KR Conduct ten weekly mentoring sessions and coach new staff on OKR best practices.
KR Ensure that 90% of employees complete weekly check-ins.
KR Reduce the time required to review and prepare OKRs at the department level from 15 to 4 days.

O Develop into the most efficient human resources department in our industry
KR Automate the process of time off and administrative leave requests.
KR Ensure that 100% of employees complete OJT, including the leadership roles, by the end of the quarter.
KR Make sure that all new employees complete the follow-up questions related to our company orientation video series.

O Adopt OKRs across all teams
KR Ensure that 100% of employees have schedules assigned for OKRs workshops.
KR Achieve a 90 percent approval rating on the effectiveness of OKRs through an employee survey.
KR Achieve a completion rate of at least 70% for the first cycle of OKRs.

O Record career matrix for all staff at all levels by the end of January
KR Meet with all 60 managers by January 15 to ensure that each employee has a career path program.
KR Devise a new program for the top performers by January 20.
KR Standardize a performance-enhancing program for every department by January 25.

HR OKR Examples for Compensation

O Enhance our benefits program while staying within our budget
KR Examine the benefit programs of seven comparable local businesses in order to select and finalize a contract with the best fit new vendor.
KR Ensure that at least 90% of employees participate in the benefits program.
KR Maintain a benefits budget of less than $700 per team member per year.

O Make a new and improved Paid Time Off Policy
KR Employ a service assistant for administrative staff.
KR Compare and contrast five different leave tracking solutions before deciding on the best one for your team.
KR Achieve a 95% satisfaction rate with the new system.

HR OKR Examples for Performance

O Improve the effectiveness and success of all of our managers
KR Provide consistent management guidance on how to manage efficiently.
KR Ensure that all managers hold regular one-on-one meetings with two-way feedback.
KR Conduct anonymous employee surveys monthly to obtain feedback on managerial effectiveness.

O Create a world-class onboarding program for new employees
KR Increase employee satisfaction to 90% after onboarding.
KR Ensure 95% readiness of employees in 4 weeks.
KR Connect 100% of new recruits with mentors.

We hope our handy list of Human Resources OKR examples help you get started with your Successful OKR Journey.