user

20 Human Resources (HR) OKR Examples

Introduction

Anton Cherkasov

Anton Cherkasov

Anton is a founder of Focus, which is a team management platform. He is also a writer in HackerNoon, The Startup, Good Audience, and other media. Previously Anton has worked in Wildberries (#1 eCommerce store in Russia). He is falling in love with growth hacking, product management, and football.


LATEST POSTS

Hardcore Year: $100k ARR 15th September, 2020

How to Stay Focused for Product Teams 10th July, 2020

OKR

20 Human Resources (HR) OKR Examples

Posted on .
20 HR OKR Examples

OKRs is a goal-setting framework that increases employee engagement while helping people to focus on the most important things.

However, one of the biggest challenges with OKR is setting the right goals. I talked with a lot of HR Professionals who proved that their OKRs are not perfect.

That’s why we gathered the best practices and created 20 OKR examples for HR teams. In this article, you will find goals for main Recruitment areas: 

  • Recruiting
  • Onboarding
  • Training and development
  • Employee relations
  • Employee satisfaction
  • Compensation and benefits

Before we start, a short talk about OKRs.

What is OKR?

OKR (Objectives and Key Results) is a system for uniting an organization across the most important goals. Companies like Google, Netflix, Twitter, and others use OKRs.

Why do they do it? 

OKRs help companies to focus on the most important goals, align the team, and increase employee engagement. 

An objective is WHAT we want to achieve. It’s an ambitious goal, which motivates and inspires the team. 

Key results are metrics that track HOW we get to the objective. Are we in the timeframe? Should we increase the velocity or change the goal? Are we going in the right direction or we lose the focus? Key results give you answers to these sorts of questions and measure the objective’s progress.

Why do OKRs increase employee engagement?

There are several reasons. First, OKRs are interesting and ambitious goals that inspire people to achieve new heights. Another reason is the method of creating goals. It’s not only a top-down process as it works with Key Performance Indicators (KPI). Setting objectives and key results is a joint process when half of the goals are created top-down and the other half bottom-up. It allows everyone to participate in the goal-setting process and be more responsible for goals that people set themselves.

If you want to know more about OKRs, you can read this article on how to set powerful OKRs. And here are OKR examples for marketing and product teams.

OKR example

Objective: Create the best workplace in the world
Key results:
– Run interviews with each of 257 employees to find areas for improvements
– Decrease new hire turnover from 20% to 5%
– Increase employee Net Promoter Score (eNPS) from 50% to 90%

20 HR OKR examples

We created these objectives for inspiration to help you create your best OKRs for People Operations Teams. All OKRs include 6 main recruitment areas: recruiting, onboarding, training, and development, employee relations, employee satisfaction, compensation, and benefits.

HR OKR examples for Recruiting

Objective: Create the A-Team
Key results:
– Hire 5 A-class engineers this quarter
– Increase the quality of hire from 30% to 60%
– Maintain cost per hire at $4,000 

Objective: Make recruiting great
Key results:
– Increase employee retention rate from 80% to 95%
– Increase in hiring manager satisfaction from 30% to 60%
– Maintain cost per hire at $3,000 

Objective: Hire the best people
Key results:
– Increase the quality of hire from 40% to 80%
– Increase performance appraisal rate from 3.4 to 4.5
– Decrease first-year churn rate from 30% to 10%

Objective: Improve recruiting funnel
Key results:
– Decrease time per hire from 40 days to 20 days
– Increase application completion rate from 40% to 80%
– Increase Candidate Net Promoter Score from 50% to 80%
– Maintain cost per hire at $3,000 

HR OKR examples for Onboarding

Objective: Make great onboarding
Key results:
– Create a detailed 3-month onboarding program
– Achieve 100% training completion rate
– Achieve 90% new employee satisfaction rate

Objective: Improve the onboarding program
Key results:
– Decrease time-to-productivity from 6 weeks to 3 weeks for new hire
– Increase training completion rate from 70% to 100%
– Decrease first-year employee turnover from 30% to 10%

HR OKR examples for Training and Development

Objective: Create an amazing training program
Key results:
– Achieve 100% training completion rate
– Increase employee performance post-training by 30%
– Decrease new hire turnover from 30% to 10% 

Objective: Improve the effectiveness of the training program
Key results:
– Decrease the time to complete the course from 30 to 15 days
– Improve the average training score from 70% to 90%
– Increase the return of the investment (ROI) of the training program from 130% to 260%

Objective: Build an awesome mentorship program
Key results:
– Increase the participation rate from 30% to 60%
– Increase the talent retention rate from 80% to 95%
– Increase employee satisfaction rate from 65% to 90%
– Increase internal promotions by 50%

Objective: Make Employee Development Better
Key results:
– Increase the number of employees with an Individual Development Plan (IDP) from 50% to 100%
– Implement Continuous Performance Reviews
– Increase the number of employees who run biweekly 1 on 1 meeting from 50% to 100%
– Increase employee Net Promoter Score (eNPS) from 40% to 80%

Objective: Implement Continuous Performance Management
Key results:
– 100% of employees participate in a quarterly review process
– 100% of employees run weekly updates on the pulse of morale and overall employee satisfaction
– 90% of employees run biweekly 1 on 1 meeting
– Increase employee productivity from $65 per hour of work to $100 per hour.

HR OKR examples for Employee Relations

Objective: Create an Amazing Culture
Key results:
– Reduce the number of internal complaints from 8 to 2 per month
– Increase the number of monthly recognitions coming from employees from 25 to 50
– Increase employee Net Promoter Score (eNPS) from 40% to 80%

Objective: Improve Employee Relations
Key results:
– Reduce the number of employees who report they have a bad manager from 5% to 2.5%
– Increase the average employer performance score from 3.2 to 4.5
– Increase manager satisfaction rate from 65% to 90%

Objective: Build Effective Employee Appraisal Processes
Key results:
– Switch from Yearly Performance Management to Continuous Performance Management
– 100% of employees fill 360 Degree Feedback surveys
– 80% of critical objectives are achieved by the end of the year

HR OKR examples for Employee Satisfaction

Objective: Create the Amazing Culture
Key results:
– Increase eNPS (Employee Net Promoter Score) from 60% to 90%
– Reduce Employee Absenteeism from 3% to 0%
– Decrease employee turnover from 30% to 10%

Objective: Boost Employee Wellbeing
Key results:
– Increase Weekly Pulse Score from 3.5 to 4.7
– Increase employee retention rate from 80% to 95%
– Increase eNPS (Employee Net Promoter Score) from 60% to 90%  

Objective: Make Great Employer Branding
Key results:
– Increase candidate quality rate from 8% to 16%
– Decrease cost-per-hire from $3,000 to $1,000
– Increase employee referrals from 5% to 10%  

Objective: Increase Employee Engagement
Key results:
– Increase employee productivity by 50% 
– Increase eNPS (Employee Net Promoter Score) from 70% to 95% 
– Decrease employee turnover rate from 20% to 5% 

HR OKR examples for Compensation and benefits 

Objective: Build an Effective Compensation Strategy to Retain Employees
Key results:
– Decrease % of employees below the salary band from 30% to 15% 
– Increase employee productivity by 50% 
– Increase eNPS (Employee Net Promoter Score) from 70% to 95% 
– Decrease employee turnover rate from 20% to 5% 

Objective: Design Irresistible Employee Benefits Program
Key results:
– Retain benefit revenue ratio at 10% 
– Decrease the absence rate from 10% to 5% 
– Increase ROI of Employee Benefits Program from 150% to 200%

Summary

We made these OKR examples for your inspiration. You can use these examples and create your own based on it. Making your own OKR, you set goals that fit your needs much better. Current OKR examples help you to avoid the most popular OKRs mistakes that companies make. 

At Focus, we believe that using OKRs is the process of continuous improvements. OKRs can bring your team significant benefits like focus on top priorities, alignment in your organization, synchronization, and much more. For using and tracking OKRs, you can use Focus. It allows teams to keep the focus on top priorities in daily operations. Start working smarter with Focus today.

Ready to be focus-driven?

7-day free trial. Get started using Focus today.

Join Free Demo
Anton Cherkasov

Anton Cherkasov

https://usefocus.co/

Anton is a founder of Focus, which is a team management platform. He is also a writer in HackerNoon, The Startup, Good Audience, and other media. Previously Anton has worked in Wildberries (#1 eCommerce store in Russia). He is falling in love with growth hacking, product management, and football.

There are no comments.

View Comments (0) ...
Navigation