HR OKR Examples

Human Resources OKRs have a huge impact on a business – and OKRs can be used to measure HR effectiveness. These HR OKRs are how you share your biggest priorities and make a public commitment to an outcome.

Here you will find some examples of typical HR OKR goals. Remember that OKRs were NOT created for ‘Business As Usual’ Goals, projects you are going to undertake, or really long-term goals.

Easy To Understand HR OKR Examples

Before you look at these HR OKR examples – ask yourself and answer these questions:

What are top 3 HR priorities right now?

Which HR KPIs need most improvement in the next quarter and which can be maintained at the same level?

Which other company or other departmental OKRs do you need to support?

KPI Examples For HR
To Help OKR Preparation

Your KPIs really are the metrics that matter most because they are often mostly connected to performance, either in a leading or lagging way.

Focusing your efforts on improving them and measuring them can only have one outcome – performance improvement.

Here are some KPIs for HR that are designed to measure what matters. Consider these when writing your OKRs to measure HR effectiveness.

KPI Examples For HR

WARNING

Most OKR Examples on the internet look like and read like task lists. This is really frustrating!
These are not great example of Objectives, especially OKRs for HR. 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.

OKRs For HR Examples

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 – ZOKRI is the answer by the way!

OBJECTIVE - Have fewer better meetings

KEY RESULT 1 – Reduce the average time spent in meetings per week from 10 hours from 15 hours

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 - Create strong foundations for OKR to thrive

KEY RESULT 1 – Improve Psychological Safety in all teams to ‘Really Secure’

KEY RESULT 2 – Coach all employees on how to plan to measure what matters and set OKRs

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%

Planning to start using OKRs in the next quarter?

Want to improve your current use of OKRs?

ZOKRI has spent years helping businesses of all sizes succeed with either a mix of coaching and software or self-serve OKR software with education and on-boarding support built in. We’ve become leaders at ensuring customers don’t just have OKRs, they have great OKRs, are feeling the full benefit, and employees understand and like the framework, and can see how it help them to succeed. This ground-up adoption matters to your long term success.

If you’d like to talk to us about OKRs, how best to implement them correctly, and learn how ZOKRI has helped companies successfully embed OKRs to improve alignment, engagement and performance, book a call, we’ve lots of valuable advice to share.

No sales pitch, just great advice on how to succeed with OKRs

ADVICE

If you’re in Human Resources then you are one of the teams that needs to be leading by example.
Your OKRs for HR 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 the best 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 of a typical HR OKR – 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 tried and tested OKR blueprints for you and your teams to follow.

It’s time to develop on the goals that really matter the most.

FREE CONTENT

Blueprints

Diagrammatic blueprints of how the whole company can measure, share and work on what matters, improve performance, and ensure everyone knows and feels that they really matter as well.

OKR For HR Conclusion

ZOKRI has worked alongside industry experts to create intuitive OKR software that provides HR teams with the
tools and features to make OKR embedding and adoption easy in your company.

With ZOKRI teams can measure, share and work on what matters, & improve performance quickly.
A ZOKRI account ensures everyone knows and feels that they really matter.