11 Human Resources (HR) OKR Examples

11 Human Resources (HR) OKR Examples

Objectives & Key Results “OKRs” are an agile goal-setting framework to drive transparency, alignment, and focus around your goals and strategy. Big corporations and high-growth companies like Netflix, LinkedIn, and Spotify use OKRs to align everyone around a common purpose and focus on what really matters.

Objectives, Key Results, & Initiatives

Objectives and Key Results “OKRS” for HR Employees

Just to start, human resource (HR) professionals have many different areas of responsibility, such as employee engagement, hiring, and onboarding. Improving these areas can significantly impact the company’s overall performance. However, deciding where to begin and how to measure success could be tricky. 

HR Objectives and Key Results “OKRs” help HR teams set structured and data-driven goals and help them achieve their desired results. It provides a framework for establishing human resource objectives, observing key results, and achieving goals within the HR department that impact organizational goals.

Keep in mind that Objectives answer the question “What do I want to achieve?” while Key Results answer the question “How do I know that the goal is achieved?”. Objectives should therefore be qualitative, easy to understand, and inspiring. Key Results should be clearly measurable and outcome-driven.

With that in mind, we have broken down some HR OKR examples by functional areas that you can use as inspiration or tweak and make them your own.

1. Recruiting & Talent Acquisition OKR Examples

Objective 1: Improve the recruitment process to increase candidate satisfaction

Key Results:

KR1: Reduce the average Time-to-Hire between application and offer to 20 days

KR2: 90% of hiring managers submit their feedback within 24 hours of the interview

KR3: Reduce time between application to first interview to 7 days

KR4: Decrease rejected candidate feedback time from 10 to 5 days on average

Objective 2: Research & improve best job advertising practices

Key Results:

KR1: Review competitor’s hiring campaigns and gather 3 insights we could use

KR2: Increase the  average qualified candidates per advert from 10 to 15

KR3: Review 3 new candidate channels

2. Employee Onboarding OKR Examples

Objective 1: Research improvement opportunities for a better onboarding process

Key Results:

KR1: Interview 6 department heads about their current onboarding process

KR2: Interview 10 new joiners to collect feedback on the onboarding process

KR3: Research 5 competitors’ onboarding practices for different departments

Objective 2: Improve the new-hire onboarding process to ensure talent retention

Key Results:

KR1: Interview 7 team members about their own onboarding experience and what they would improve about it

KR2: Achieve an average onboarding satisfaction score of 8/10 points

KR3: 100% of new team members meet their manager and direct peers on the first day

KR4: 100% of new team members have their desks set up with welcome gifts on the first day

3. Employee Satisfaction & Retention OKR Examples

Objective 1: Improve internal employee job satisfaction

Key Results:

KR1: Interview 48 employees on ways to improve and implement suggestions

KR2: Ensure 100% of leavers participate in an exit survey and interview

KR3: Increase employee retention from 60% to 65%

KR4: Develop new career journey maps for 80% of employees by Q4

Objective 2: Increase employee engagement

Key Results:

KR1: Increase employee engagement survey score to 75/100

KR2: Increase eNPS to 60

KR3: Reduce absenteeism by 25%

KR4: Achieve a participation rate of 85% or higher

4. Learning & Development OKR Examples

Objective 1: Understand employees’ training needs and implement a training program

Key Results:

KR1: Interview 70% of employees to list the top 3 key competencies that need to be developed

KR2: Complete 3 key competency training sessions with an average score of over 80%

KR3: Follow up with all participants, and 70% feel more confident with work tasks

Objective 2: Design and launch an internal Employee development program

Key Results:

KR1: Ensure 80% of senior managers are enrolled in a mentor/coaching program

KR2: Development courses to be completed by all employees

KR3: Implement a ‘Future Leaders’ leadership development program

5. Organizational Culture OKR Examples

Objective 1: Make the company a desirable place to work

Key Results:

KR1: Increase our Glassdoor Culture & Values rating from 3 to 4+

KR2: Increase the number of employee referrals by 20%

KR3: Improve employee happiness pulse survey rating to 55% by Q3

KR4: Conduct 3 company culture events – all 95 employees attending

Objective 2: Optimize our employee benefits program

Key Results:

KR1: Research 5 competitors’ educational benefits programs for the employees

KR2: Secure a 70% employee satisfaction rate in annual surveys on compensation and benefits plan

KR3: Onboard mental health partner and enroll 50% of the staff

6. HR Compliance OKR Examples

Objective 1: Ensure effective compliance in the workplace

Key Results:

KR1: Research 5 HR software options with built-in compliance safeguards and select one to start using

KR2: Perform an HR compliance audit on 5 main areas

KR3: Resolve 90% of HR compliance-related complaints within 48 hours

How can ZenHR help you with OKRs?

Using a seamless HR software like ZenHR, you can define and track your HR team’s objectives and outcomes without compromising employee innovation. Through ZenHR, all your employees can create, monitor, and collaborate on their Objectives and Key Results (OKRs) directly with their managers. This creates a constant feedback loop that your employees want and guarantees you optimum performance and results.

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