HR OKR Examples

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.



HR OKR Examples

Easy To Understand HR OKR Examples

Before you look at these HR OKR examples – ask yourself a couple of questions. Name your top
3 HR priorities right now as these will make great objectives.

Would they be around Culture, Wellbeing, Recruitment, Retention for example?

If you were then forced to prioritise them with the top of the list being the priorities that would have a
material impact on the business right now, what would the sequence look like? These are candidates for your
upcoming quarters HR Objectives.

How would you then measure the success? Which metrics would be improved by working on these Objectives?
The answers will help you create Key Results. What would be a stretch target that would force you
to really focus and think hard about how to achieve the objectives?

Would your priorities support your company priorities?

WARNING

Most OKR Examples on the internet look like and read like task lists. This is really frustrating!
These are not great example of OKRs. OKRs are not meant to be your project / tasks lists in an OKR format.
You’ve got tools for managing tasks. OKRs are also not meant to be all of your KPIs in Key Result form.
There are tools for that as well.

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

KEY RESULT 5 – Increase our Job Offer Acceptance Rate % to 80%

ADVICE

If you’re in Human Resources then you are one of the teams that needs to be leading by example.
Your Objectives and Key Results need to be great. The chances are that some of your OKRs may not be designed to be
transparent and need to be confidential. The others can be and act as inspiration and tell everyone that topics like
culture, wellbeing, and personal development matter and they are part of your goals and they align with that the
company also wants to achieve.

So here are our top 5 tips for creating great HR OKRs:

Have conversations with department heads and a good sample of the people they manage to find out what they
think your priorities should be – hopefully you’re aligned

Check with your executive colleagues and check that these priorities align with theirs

Lead by example and show that it’s safe to be ambitious

Embed metrics that matter inside your Key Results

Share your plans or Initiatives that will help you achieve these goals and ask for inputs
as well – everyone wants you to succeed

Writing Your Own HR OKRs

You’ve read the examples above – are you ready to start writing your own Objectives and Key Results?

If the answer is yes, we have something special for you. OKR experts and coaches have helped us build a tried
and tested OKR Canvas Template, tutorial and video for you and your teams to follow.

It’s time to develop on the goals that really matter the most.
ZOKRI - OKR and Workplace Managment Software

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