Human Resources OKR Examples

Objectives and Key Results (OKR) is a popular technique for setting goals and desired results in an organization. Its primary purpose is to link organizational, team, and personal goals to measurable results so people move together in the right direction. For each department, companies can set their own OKRs, and this article provides examples of how OKRs can be applied to the Human Resources Department.
What is OKR?

OKRs make it possible for everyone to know what is expected of him/her at work. OKRs are public and transparent to everyone, so teams move in one direction and understand what others are focusing on.

OKRs consist of a list of objectives. For each objective, 3-4 key measurable results are then usually formulated. Each key result has a progress bar or score of 0-100% or 0-1.0, indicating the degree of achievement.
The OKR structure is straightforward:
Objectives. This is what you want to achieve. You start by defining 3-5 key goals at the company, team, or individual level. Objectives should be ambitious, quality, time-limited, and achievable for the individual or team.

Key Results. They explain how you are going to get there. For each objective, 3-5 measurable results are determined, no more. Key results must be quantifiable, achievable, objectively measurable, and challenging but not impossible. Key results can be defined as growth, productivity, income, or engagement. They are often numerical, but they can also be "binary," i.e., to show that something is done or not.
OKR Use Process
Once defined, present the objectives and key results of the OKR to all departments and employees and make sure they are understood. Define the formulating together as necessary to have a common understanding.

As people start to work, they regularly update their performance indicators, for example, once a week. The task is considered completed when 70-75% of the result is achieved. If the goal is 100% fulfilled, it is considered that it was not ambitious enough.

Check OKR regularly as needed. Be flexible. If your organizational, team, or personal goals change, feel free to change the OKR together. No process should be more important than common sense and day-to-day business.

Human Resources OKR Examples: Objectives and Key Results
HR OKRs example for Recruiting
Objective 1: Develop an effective recruiting mechanism

Key Results:
● Reduce the average lead time of hiring a new employee for a vacancy from 50 to 25 days
● Increase the percent of accepted proposals from 80% to 90%
● Reduce hiring cost from $1,400 to $1,100.
● Increase the percentage of closed positions based on recommendations from 5% to 20%
Objective 2: Hire five new employees

Key Results:
● Hire five new employees (2 devs, 1 HR manager, 2 marketers)
● Provide an onboarding for the hired colleagues
● After a while, make sure that everything is good, and new colleagues got to know everything and feel themselves a part of the team
Objective 3: Improve the process of onboarding new employees

Key Results:
● Do an anonymous survey among colleagues about what could be improved in the onboarding process
● Improve pass rate for new employees from 80% to 90%
● Get a 95% satisfaction rate of the onboarding process among newcomers
● Create a guide for team members on how to be a mentor and friend
HR OKRs examples for Culture and Atmosphere in the Team
Objective 1: Improve engagement and motivation of employees

Key Results:
● Increase the engagement rate of team members from 60% to 85%
● Ensure a response rate to employee requests up to 100%
● Reduce complaints per month from 5 to 2
Objective 2: Improve the atmosphere in the office

Key Results:
● Do an anonymous survey among colleagues about what can be done to improve work-life balance in the team
● Hire a trainer who will conduct yoga or fitness for employees in their free time
● Find high-quality office lunch suppliers
● Conduct Friday parties with pizza and games after a workday
Objective 3: Increase employees engagement and satisfaction

Key Results:
● Increase the employee eNPS (Employee Net Promoter Score) from 6 to 7.5
● Decrease employee turnover from 20% to 5%
● Increase productivity of all team members by 50%
Objective 4: Modify and promote the company's values

Key Results:
● Interview all the heads and team leads on the culture and values of the company
● After the interviews, create a complete and understandable picture of values
● Conduct conversations during weekly team meetings about the company's values and how to apply them
HR OKRs example for Compensation
Objective 1: Create an effective compensation program

Key Results:
● Analyze compensation programs of 10 similar companies
● Based on the analysis, develop a compensation program for the company
● Achieve 75% usage of the introduced program
HR OKR examples for Qualifications Improvement
Objective 1: Implement a development program for each employee

Key Results:

● Compose a career plan for each position and get approval from team leaders
● Create a program of personal development for each team member
● Sum up a budget that can be allocated for the payment of staff training
● Choose a system to track employee development progress and achieve 80% satisfaction
Objective 2: Create an effective mentoring program

Key results:
● Develop mentoring programs with team leaders for their departments
● Implement the developed programs by at least 85%
● Increase the retention rate for new employees from 75% to 95%
Objective 3: Achieve OKR implementation among all the teams

Key Results:
● Provide OKR training sessions for all team members
● Provide necessary OKR literature and materials for self-study
● Achieve at least 65% completion of the first OKR cycle
OKR Best Practices
So this article provides just examples for the HR department which can be borrowed. It is up to your company to decide what is relevant to you and what can be added.

Follow these guidelines to achieve good OKR implementation results:
● Focus on 3-5 goals at a time, with 4-5 or fewer key results for each.
● At least 50% of goals should be created from the bottom up (not down from the top) to increase motivation and engagement.
● Everyone must agree with the priorities of the company.
● OKRs, by default, should be public; everyone should have access to them to increase transparency in the company.
● Update results frequently - quarterly recommended.
● Reflecting on and discussing OKR progress is critical to setting future OKRs.
Get rid of frictions of managing OKR and get the framework adopted easily.