Human Resources OKRs have a huge impact on a business. These OKRs are how you share your biggest HR priorities and make a public commitment to an outcome.
Here you will find some examples of typical HR OKRs. Remember that OKRs were NOT created for ‘Business As Usual’ Goals, projects you are going to undertake, or really long-term goals.
Priority Problem / Opportunity
The last employee survey had only 57% of people reported as ‘Very Happy’ and we need to increase that. Related to this we really need to get people to stay longer.
OBJECTIVE - Happy people work here
KEY RESULT 1 – 90% of Employees are Very Happy
KEY RESULT 2 – Average Length of Employment to increase to 1 Year
Priority Problem / Opportunity
Remote working has meant we’re having too many video calls, work / life balance has been lost and people have not feeling connected – ZOKRI is the answer by the way!
OBJECTIVE - Do more work during work
KEY RESULT 1 – Reduce the average time spent in meetings to 10 from 15
KEY RESULT 2 – Achieve a post meeting ROTI score of over 4
Priority Problem / Opportunity
We are committed to OKRs but our culture needs work. People are not comfortable with stretch goals and issues and problems are hidden not shared too often. We need to make it safer to set hard goal, safer to fail, and easier to share problems.
OBJECTIVE - Align our culture with OKR thinking
KEY RESULT 1 – Research and baseline our current goal setting culture (NOTE ZOKRI can help)
KEY RESULT 2 – Communicate our desired goal setting culture to 100% of employees
Priority Problem / Opportunity
Hiring is becoming more expensive, we’re not seeing enough good quality candidates so we’re not making enough offers either.
OBJECTIVE - Hiring is getting easier and cheaper
KEY RESULT 1 – Reduce the Cost Per Hire to $5K this Quarter from $25K
KEY RESULT 2 – Increase % of Hires Referred to 50% this Quarter from ZERO
KEY RESULT 3 – Reduce the Average Time to Fill Job Vacancies to 25 Days from 50 Days
KEY RESULT 4 – Increase the Candidates Interviewed Per Hire to 4 from 2
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