Human Resource OKR Examples
Human Resource departments are the backbone of any organization. They fulfill various functions like implementing effective policies and procedures, building the company culture, recruitment, performance management, compensation & benefits, law compliance, and training.
These functions are generic for any organization, irrespective of the industry they belong to.
As such we bring you some sample OKRs for the HR department that can be used as-is or may need company-specific customization.
Sample OKRs For Compensation And Benefits:
A major role of the HR department is to balance the compensation and benefits of employees with both organizational budget and employee expectations. OKRs for this function usually focus on improving employee satisfaction, streamlining payroll systems etc.
The participants for this OKR can be HR Head, HR Manager and Payroll Manager.
Objective – Align The Compensation System With Industry Standards
|Key Result 1: Have clear salary structure for minimum 75% of the employees.|
|Key Result 2: Make a comparative study of 3 additional industrial salary reports.|
|Key Result 3: Make appraisals into quarterly cycles from yearly cycles.|
Objective – Improve Benefits Gratification
|Key Result 1: 60% improvement in ‘Benefits’ category in the survey for Employee Satisfaction.|
|Key Result 2: Compare the current employee benefits with industry standards and recommend better ones.|
Sample OKRs For Performance Improvement:
Though every individual employee comes with his/her own strengths and weaknesses, organization also plays a great role in improving the performance of employees. HR department ensures this by improving processes, creating training programs for managers and identifying areas for improvement.
The participants for this OKR could be HR Manager and HR Assistant.
Objective – Improve Performance Of Newly Recruited Employees
|Key Result 1: Decrease the onboarding process time from 10 days to 1 week.|
|Key Result 2: Reduce new recruits’ performance evaluation period to 30 days.|
|Key Result 3: Increase trainer to new recruit ratio to 1:3|
Objective – Make Managers More Effective And Successful
|Key Result 1: Ensure that managers participate in management training programs twice a year.|
|Key Result 2: Ensure every manager is participating in regular one-on-one meetings with 2-way feedback.|
|Key Result 3: Perform anonymous employee surveys to gather feedback on managerial effectiveness every quarter.|
Sample OKRs For Culture Change:
Progress in an organization is possible only when it has a healthy culture. To promote good culture, HR department needs to pump in efforts to ensure that the employees have a good work-life balance and also have a satisfactory engagement with the organization.
The participants for this OKR could be HR Culture Manager and HR Assistant.
Objective – Improve Work-Life Balance For Associates.
|Key Result 1: Ensure 75% employees use at least 50% leave at the end of the year.|
|Key Result 2: Increase participation of employees in company activities by 50%.|
|Key Result 3: Initiate 1 Corporate social responsibility activity per quarter.|
Objective – Improve Employee Engagement
|Key Result 1: Ensure all managers are taking continuous two way feedback through your performance management system.|
|Key Result 2: Perform monthly surveys to check employee satisfaction.|
|Key Result 3: Ensure clarity of work with goals to boost engagement|
Sample OKR For Employee Retention:
Retaining existing employees is more cost-effective than hiring new ones. HR department can ensure that employees are retained for a longer period by increasing internal promotions, having satisfactory compensations etc.
The participants for this OKR could be HR Head and HR Manager.
Objective – Increase Average Employee Tenure
|Key Result 1: Ensure 15% increase in positive feedback during employee surveys.|
|Key Result 2: Increase internal promotion rate by 20%.|
|Key Result 3: Increase average employee tenure from 18 months to 24 months.|
Sample OKRs For Learning And Development:
Ongoing learning and development programs are critical for the growth of an organization. Training programs should be promoted by managers and should be part of every employee’s growth cycle.
The participants for this OKR could be HR Head, Learning and Development Manager and Learning and Development, Coordinator.
Objective – Design And Launch Internal Employee Academy
|Key Result 1: Engage in talks with at least 3 other HR Directors to understand their strategies for deploying internal education.|
|Key Result 2: Define 10 training modules and design content for each.|
Objective – Improve Awareness About Training Needs And Training Programs Among Senior Managers.
|Key Result 1: Organise 3 training sessions per quarter for the management team.|
|Key Result 2: Increase response to feedback about internal training activities by 15%.|
Sample OKRs For Recruitment:
Recruitment is a challenging HR activity. Hiring top talents amongst freshers and experienced individuals is an important task, which gives any project a good head start. Various OKRs around hiring can help improve the quality of new hires, as well as help source better talent through the employee referral program.
The participants for this OKR can be HR Recruitment Manager and Recruitment Coordinator.
Objective – Grow Our Team With A-Players
|Key Result 1: Increase referral fees for Employee referral programme by 10%.|
|Key Result 2: Hire 25 new employees this quarter for the 5 requesting departments.|
|Key Result 3: Improve positive feedback on the conducted interviews by 25%.|
|Key Result 4: Achieve a ratio of 4:1 between interviewed and hired candidates.|
Objective – Shorten The Duration Of Recruitment Process
|Key Result 1: Reduce the duration of requirement gathering and JD creation to 7 days|
|Key Result 2: Increase database of potential candidates by 25%.|
|Key Result 3: Decrease interview dates allotment cycle duration by 10%.|
Objective – Hire Top Talent In Freshers
|Key Result 1: Increase company visibility in top colleges by 75%|
|Key Result 2: Achieve 10% increase in job offer acceptance rate.|
|Key Result 3: Reduce contractors to 10% of the workforce.|
Sample OKRs For Performance Management:
Performance management is an essential part of an organization as it fosters growth. Having a good performance management system is very critical for any organization.
The participants for this OKR can be Manager- Performance Management and Coordinator – Performance Management.
Objective – Implement A New Performance Management System
|Key Result 1: Analyse and present at least 3 performance management models that can be considered.|
|Key Result 2: Decide and communicate the chosen performance management system.|
|Key Result 3: Ensure 100% participation in implementation training of the new system.|
|Key Result 4: Ensure 70% positive feedback after 3 months.|
Objective – Transition To Ongoing Performance Management
|Key Result 1: Implement the ongoing 2-way closed-loop feedback with light check-ins.|
|Key Result 2: Institute quarterly performance reviews.|
|Key Result 3: Implement new annual review process to serve as a summary for the ongoing process.|
How To Score OKRs?
Not every OKR can be evaluated in a similar way. The difficulty of each OKR needs to be taken into consideration while evaluating it. The general practice is to evaluate each KR on a scale of 0-1 with 0 being the lowest and 1 being the highest. Since OKRs are meant to be ambitious, a grading on 0.6-0.7 is considered ideal. Grade each KR and add the total. If the total is less than 0.4, it is a case of concern. It is time to re-evaluate the benefits of having the OKR in the first place.
OKRs are one of the best-known methods of improving performance in an organization. Check out more information on OKRs here.
Keka Editorial Team
A bunch of inspired, creative and ambitious youngsters- that’s Keka’s editorial team for you. We have a thirst to learn new subjects and curate diverse pieces for our readers. Our deep understanding and knowledge of Human Resources has enabled us to answer almost every question pertaining to this department. If not seen finding ways to simplify the HR world, they can be found striking conversations with anyone and everyone , petting dogs, obsessing over gadgets, or baking cakes.