OKR Examples

Sample objectives and Key Results (OKRs) by department
Our Examples
Introduction

Human Resources (HR)

Why Choose OKRs for your HR Team

OKRs or Objectives and Key Results are a collaborative goal-setting tool used by human resources teams and other departments to set challenging, ambitious goals with measurable results. OKRs are how you track progress, create alignment, and encourage engagement around measurable goals.

OKRs can be a superpower for creating an environment where employees are able to work with purpose. Companies like Intel, LinkedIn and Airbnb have achieved amazing results with OKRs, but less often discussed is the fact that deploying a goal framework in the right way can create a vastly better working environment.

The OKR methodology is very simple, and when used properly, OKRs can help your HR team create things like high output management, team alignment and increased communication in all your business goals.

Writing & Implementing OKRs for your HR Team

When it comes to creating and writing incredible OKRs consider the following formula: We will __(Objective)__ as measured by __(these Key Results)__.

Designed to fit the needs of any organization size, department or industry, OKRs work the same for setting goals throughout many company levels. They can also be used by individuals or small teams to achieve results. .

Objectives need to be clear, actionable and  (ideally) inspiring, while also actionable and time-bound. 

Key results determine whether an Objective has succeeded or failed. They are quantifiable, measurable and time-bound, so that it's easy for the team to gauge progress. Contributors on the KRs should measure progress regularly (ideally weekly), and then at the end of the OKR period (typically a quarter), there’s a regular grading of the KR and retrospective. 

When it comes to writing and setting OKRs, it's a good idea to make it collaborative. By conducting a brainstorming session, it engages your HR team, gives your team a level of ownership and drives accountability for those results. Ultimately, you want to create a process where teams feel empowered to create their OKRs and then challenge teams across the business to ensure they’re focused on the right priorities at the right time. This process encourages creative thinking and informed risk-taking, all to push your human resources team forward.

HR OKRs: Best Practices & Examples

When getting started with Human Resources OKRs, we get common questions like “how do I write a good HR OKR?” or “can you give me a good example of a human resources OKR?” To answer these questions, we created a list of example HR OKRs so you can have some inspiration as you begin to write your own company, department and team OKRs

HR OKRs for Compensation

OBJECTIVE: Significantly improve our benefit program while staying within budget

Key Results:

  • Evaluate benefit programs of 5 similar local companies, select and finalize contract with new vendor with best fit
  • Ensure >85% participation in benefit program
  • Maintain benefits budget below $500 per team member per year


HR OKRs for Performance

OBJECTIVE: Drastically increase team performance

Key Results:

  • Increase the OKR completion rate for team members from 60% to 70%
  • Increase the participation on the weekly check-ins from 75% to 90%
  • Increase the product teams velocity from 112 to 150


OBJECTIVE: Deliver a revised and improved PTO Policy

Key Results:

  • Hire an assistant to service employee administrative needs
  • Evaluate 3 solutions for leave tracking and select the best one for the team
  • Achieve 90% satisfaction rate of the new system


HR OKRs for Education and Training

OBJECTIVE: Implement Personal Development Program for all team members

Key Results:

  • Create the career roadmap for all 65 current positions and get approval from team leads
  • Create a program for 100% of team members of the PDP
  • Achieve 80% completion rate for the PDPs
  • Select the tool/system for tracking PDPs and achieve 80% satisfaction rate


OBJECTIVE: Achieve OKR adoption in all teams

Key Results:

  • 100% of employees scheduled for OKRs training workshops.
  • Achieve an 80% approval rating on employee survey on OKR effectiveness
  • Achieve at least 60% completion rate for the first OKRs cycle


OBJECTIVE: Create a training program for each department

Key Results:

  • Create and get approval from team leads for the training program for 7 departments
  • Achieve 80% attendance for the training programs
  • Achieve 9.0 eNPS score for the training events


HR OKRs for Culture and Retention

OBJECTIVE: Increase team engagement and motivation

Key Results:

  • Increase the team member engagement score from 75% to 90%
  • Reduce the number of complaints per month from 4 to 1
  • 100% of team members receive feedback this quarter


OBJECTIVE: Improve Employee Wellness 

Key Results:

  • Interview 15 team members on how to improve work-life balance in the team
  • Review food offerings with a professional, roll out 100% health snacks
  • Decrease the sick day leaves per month per employee from 2 to 1
  • Ensure that a minimum 70% of employees get annual flu vaccine through on-site facilitation


OBJECTIVE: Significantly Improve Employee Retention

Key Results:

  • Reduce attrition rate to <3%
  • Improve employee employee satisfaction score to 9 or above
  • 99% of employees complete an Engagement survey to determine methods to improve transparency and alignment
  • Complete report comparing current compensation & benefits to market rates


OBJECTIVE: Hold an amazing 10th anniversary event

Key Results:

  • Achieve >85% attendance of the event
  • Achieve >8.5 NPS of the event
  • Involve at least 1 representative of each department for team building & organizational preparation activities for the event


OBJECTIVE: Refine and promote company values

Key Results:

  • Interview 25 members of the team (15% of total) on our culture and values
  • Update values, description, and examples based on the interview
  • Conduct 5 talks during the weekly team meetings on the examples of how we use our values


HR OKRs for Hiring / Recruiting

OBJECTIVE: Create an effective recruiting machine

Key Results:

  • Reduce the average lead time for the vacancy from 45 to 30 days
  • Increase the % off offers accepted from 80% to 90%
  • Reduce the cost of hire from $1,250 to <$1,000
  • Increase the % of closed positions from internal recommendations from 10% to 25%
  • 15 new hires attributed to current employee referrals


OBJECTIVE: Improve the onboarding process

Key Results:

  • Conduct 10 interviews to identify issues with the onboarding process
  • Increase pass rate for new employees from 85% to 95%
  • Achieve 90% satisfaction rate of the onboarding process


OBJECTIVE: Hire and onboard amazing new team members

Key Results:

  • Hire 3 new team members (2 devs, 1 marketer)
  • Interview 10 team members about their hiring and onboarding experience and create an improvement plan
  • Create an onboarding program & presentation for each of the 5 new positions


HR OKRs for Performance Management

OBJECTIVE: Transition to Ongoing Performance Management

Key Results:

  • Implement a new 2-way closed-loop feedback process for 100% of employees
  • 100% of current employees migrated to quarterly performance reviews
  • Receive 90% positive employee engagement score for new process
  • Ensure that >80% of managers implement a weekly check in process utilizing Koan


OBJECTIVE: Make All of Our Managers More Effective and Successful

Key Results:

  • Implement management training with >80% participation
  • Ensure every manager is doing regular 1-on-1 meetings with 2-way feedback
  • Do monthly anonymous employee surveys to get feedback on managerial effectiveness
  • Implement 360 review process for all managers, delivering report to Executive team


How Koan Simplifies OKRs For HR Teams

An ideal OKR software tool will build and reinforce great practices while fitting in seamlessly with the way your HR team already works. Teams who use a software-based OKR tool have improved alignment and work better together. By having purpose-built software for the job of goal tracking, you’ll avoid a ton of time spent running around and getting updates. 

Get started with Koan for free today. 


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