Human Resource OKR Examples | How To write Objective Key Results for HR department Complete Guide - KEKA (2023)

What are HR OKRs?

HR OKRs (Objectives and Key Results) are a strategic framework used by Human Resources departments to align their goals with the overall organizational objectives. They define the desired outcomes (objectives) and measurable key results that indicate progress toward those objectives. HR OKRs help HR teams focus on critical initiatives such as employee engagement, talent acquisition, performance management, and diversity and inclusion, enabling them to track their progress and drive impactful results within the organization. By implementing HR OKRs, companies can enhance their HR practices, foster employee development, and achieve long-term success.

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.

How can the Human Resource OKRs increase the HR team performance?

HR OKRs are measurable goals that help the HR team quantify their results within a period. They help the HR team in establishing objectives and tying them with organizational goals by monitoring key results. In turn, they help in increasing the HR team’s performance significantly. Here’s how:

Setting realistic HR goals

OKRs help in creating a systematic plan and provide clarity as to what HR will be achieved in a certain period. These factors aid in setting realistic and achievable goals. The HR department can focus more on priorities that can help reach there faster.

Measuring the progress in HR-related areas

When HR set achievable goals, they will be able to track how their priorities improve the decision-making in the areas of talent acquisition, performance management, compensation and benefits, learning and development, and other areas.

Aligning Performance with organizational growth

By taking data-driven decisions, HR can drive crucial initiatives that effectively improve employee performance. OKRs give a clear look into which employee attributes contribute to organizational success. Ultimately, they will be able to align employee performance with organizational growth.

Building a winning culture

When OKRs are implemented effectively in the HR team, they help uncover issues that inhibit the growth of the employees. This can be done by conducting surveys quarterly, quantifying employee engagement, and using metrics to track HR initiatives.

Increasing employee satisfaction

When employee engagement, wellness programs, teamwork, etc., are quantified, HR can take informed decisions by implementing various initiatives that improve the organization from the inside. OKRs identify vulnerabilities and opportunities.

For example, if the employees are happy with their work but feel like there are no developmental opportunities, the HR can create KRs targeting initiatives that improve satisfaction as the next step.

How to set HR OKRs

Step 1: Break down organizational goals to set HR OKRs.

Step 2: Outline what the HR team wants to achieve.

Step 3: Choose how you are going to track them.

Step 4: Set key results and tie HR goals to organizational goals.

Step 5: Design initiatives that achieve the HR key results.

Step 6: Redesign OKRs if failed to achieve them

Step 1: Break down organizational goals to set HR OKRs.

Understand the organizational goals and break them down into actionable HR goals. These periodical goals will be the HR OKRs that not only fulfill individual goals but also organizational objectives. Articulate these goals to all the HR sub-departments to effectively cross-function.

Step 2: Outline how and what the HR team wants to achieve.

After setting the HR objectives for the quarter or year, the HR team must decide if they want to deal with things that inhibit growth, maintain balance, or adopt initiatives that help gain a competitive advantage. When the team has decided what it wants to achieve, it must create a detailed roadmap to fulfill them.

Step 3: Choose how you are going to track them.

It is critical to have the right tools when tracking OKRs. If not tracked properly, the HR team won’t know if they are falling behind or progressing. When the team has an idea of where they are, they will be able to take appropriate steps to meet the set periodical goals.

One of the best ways to track OKRs is to use an appropriate system that gives you detailed analytics and keeps track of individual goals as well as organizational objectives.

Step 4: Set key results and tie HR goals to the organizational goals.

Key Results are outcomes that need to be achieved to accomplish the set objective. They require metrics and target values. Weigh each KRs using percentages. When all the Key Results are achieved, the main objective would naturally be accomplished.

For example, if the objective is to increase developmental opportunities in the organization, one of the Key Results can be to increase internal promotions where required and provide more career opportunities.

Step 5: Design initiatives that achieve the HR key results.

After writing down the Key Results, the HR team should develop initiatives that achieve them within a timeframe. Prioritize the daily efforts of the employees to achieve the set KRs.

Step 6: Redesign OKRs if failed to achieve them

When the team fails to achieve its OKRs, it’s not because of the team’s performance but because the OKRs weren’t set properly. If OKRs are not set realistically, the team may fail to achieve them. Redesign them clearly and meaningfully next time. They should be such that everyone should believe they can achieve them while also challenging themselves.

HR focus OKR roles:

  • Performance Management
  • Compensation and Benefits
  • HR Compliance
  • Learning and Development
  • Talent Acquisition
  • Talent Management
  • Workplace Safety
  • Organizational Culture
  • Employee Retention
  • Employee Engagement
  • Employee Wellness
  • DEI (Diversity, Equity, and Inclusion)

Sample HR OKRs For Compensation And Benefits:

A major role of the HR department is to balance the compensation and benefits of employees with both the 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 beHR Head, HR Manager, and Payroll Manager.

Objective– Align The Compensation System With Industry Standards

Key Result 1:Have a clear salary structure for a minimum of 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 the ‘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 strengths and weaknesses, the 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 beHR ManagerandHR 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 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, the 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% of 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. The 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 beHR HeadandHR Manager.

Objective– Increase Average Employee Tenure

Key Result 1:Ensure a 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 the 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 among 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 beHR Recruitment ManagerandRecruitment Coordinator.

Objective– Grow Our Team With A-Players

Key Result 1:Increase referral fees for the Employee referral program 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 the Recruitment Process

Key Result 1:Reduce the duration of requirement gathering and JD creation to 7 days
Key Result 2:Increase the 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 a 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 beManager- Performance ManagementandCoordinator – 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 a new annual review process to serve as a summary of the ongoing process.

How To Score OKRs?

Not every OKR can be evaluated similarly. 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 of 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.


Reaching New Levels

Ultimately, HR OKRs are the perfect way to channel your team’s commitment and efforts to reach new heights. They facilitate data-driven decisions at an organizational level to achieve new levels of success. Whether a startup or an innovative company, when HRs implement OKRs effectively the individual goals are perfectly aligned with overall organizational growth.


1. Why should HR departments use OKRs?

HR departments use OKRs to focus their efforts, measure progress, and drive alignment with the organization’s goals. OKRs provide a clear direction and help HR teams prioritize their initiatives and allocate resources effectively.

2. How are HR OKRs different from individual employee goals?

HR OKRs are broader organizational objectives set by the HR department to drive employee engagement, talent management, and HR process improvements. Individual employee goals, on the other hand, are specific targets set by employees to contribute to the HR department’s objectives.

3. What are some examples of HR OKRs?

Examples of HR OKRs include improving employee retention, increasing employee satisfaction scores, developing leadership pipelines, enhancing diversity and inclusion initiatives, optimizing recruitment processes, implementing employee training programs, and fostering a culture of continuous learning.

4. How do you set effective HR OKRs?

Effective HR OKRs should be aligned with the organization’s strategic goals, specific and measurable, time-bound, and achievable. They should be ambitious yet realistic, and provide a clear focus for HR initiatives and activities.

5. How often should HR OKRs be reviewed?

HR OKRs should be reviewed regularly, typically on a quarterly basis. Regular reviews allow HR teams to track progress, make adjustments, and ensure alignment with the organization’s evolving needs.

6. How do HR OKRs support data-driven decision-making?

HR OKRs promote data-driven decision-making by establishing measurable key results. By tracking relevant metrics and progress towards those results, HR departments can gather valuable insights and make informed decisions to drive organizational success.


What is an example of an OKR for HR? ›

PO/HR OKR examples for Hiring / Recruiting

Reduce the average lead time for the vacancy from 45 to 30 days. Increase the % off offers accepted from 80% to 90% Decrease the cost of hire from $1,000 to $700. Increase the % of closed positions from internal recommendations from 10% to 25%

What is an example of OKR objective key result? ›

Content marketing goals — OKR examples

OBJECTIVE: Launch the new monthly newsletter successfully. Key Results: Publish 3 new newsletters this quarter. Finalize and launch 1 newsletter per month.

What are HR objectives and key results? ›

What are HR OKRs? HR OKRs (Objectives and Key Results) help HR teams set structured and data-driven goals and help them quantify their results. It provides a framework for establishing human resource objectives, observing key results, and achieving goals within the HR function that impact the organizational goals.

What are some examples of OKR for employees? ›

10 Great Examples of HR OKRs
  • #1: Employee Onboarding Team OKRs. Objective. ...
  • #2: Employee Wellness Team OKRs. Objective. ...
  • #3: Compensation and Benefits Team OKRs. Objective. ...
  • #4: HR Compliance Team OKRs. Objective. ...
  • #5: Training and Development Team. ...
  • #6: Diversity Team OKRs. ...
  • #7: Talent Management OKRs. ...
  • #8: Talent Management Team OKRs.

How do you write an OKR statement? ›

For how to write OKRs, the actual formula is simple: Objectives are goals and intents, while Key Results are time-bound and measurable milestones under these goals and intents.

How do you fill objective and Key Results? ›

That's why we've collected these tips:
  1. Keep it Simple. Focus on objectives you know you can achieve in the given timeframe. ...
  2. Be Specific. ...
  3. Cascade Your Objectives. ...
  4. Make it Measurable. ...
  5. Don't Worry About Stretch Goals. ...
  6. Break Key Results into Smaller Goals. ...
  7. Celebrate and Recognize.
Oct 6, 2022

How do you write key and objective results? ›

Key results need to be specific and time bound. The more specific, the better. For example, turn “make more money” into “generate 10% more revenue by the end of Quarter Four.” Bold, trackable key results lead to successful objective completion. OKRs allow you to track your progress regularly.

What are good Key Results for OKRs? ›

Effective OKRs represent meaningful change, improvement and growth. They're our priorities for the next 30-90 days. Effective Objectives are meaningful, audacious, and inspiring. Effective Key Results are specific and timebound, aggressive and realistic, and measurable and verifiable.

What are the 5 HR objectives? ›

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety. An HR department can help provide organizational structure and the ability to meet business needs by effectively managing the employee lifecycle.

What are the three main HR objectives? ›

The main objectives of human resource management are: accomplishing organisational goals. enhancing positive work culture. training and development.

What are the four outcomes of HR? ›

We recruit, we train, and we compensate to achieve certain goals or outcomes. These outcomes include employee satisfaction, motivation, retention, and presence.

What does OKR stand for in HR? ›

As established, the acronym OKR stands for “Objectives and Key Results”, which is a goal-setting framework that helps individuals and teams track the progress of achieving them by creating engagement and alignment around measurable metrics.

What is an example of an OKR in operations? ›

Office Operations OKR Examples

Reduce spending on office supplies by 10%. Zero double booked conference rooms. Develop an excellent company culture. Increase employee retention to 90%.

What are the 2 components of OKR? ›

OKRs have two important parts: The objective you want to achieve and the key results, which are the way you measure achieving the objective.

What are the three parts of OKR? ›

OKR Methodology Overview

OKRs consist of an objective, a clearly defined goal, and key results, which measure progress toward achieving the defined goal.

What words should Key Results not contain? ›

Key Result should not measure the output (number of emails, number of articles, etc.), but the outcome (revenue, increased referrals, client/team satisfaction, etc.). Controllable. As with Objectives, you need to have to be able to make an impact on the Key Results you set.

What is an OKR template? ›

What is an OKR Template? OKR (Objectives and Key Results) templates work as a performance management system to provide a framework for setting team objectives and tracking results.

How many Key Results should a well framed OKR include? ›

While the answer is the same across the board, there may be some nuances depending on an organization's size. Simplicity is always key. To capture the ambitions of your organization, you should have a maximum of three Objectives, each with 3-5 Key Results. These should all fit on one or two pages.

What are some examples for objectives? ›

Examples of objectives include:
  • I will speak at five conferences in the next year.
  • I will read one book about sales strategy every month.
  • I will work with a coach to practise my networking skills by the end of this month.

What are smart objectives examples? ›

SMART goal example for work

Specific: I will start a side business selling flowers. Measurable: I'll spend at least two hours a day planning and marketing my business. Attainable: I used to sell vegetables from my garden, so now I'll use my expertise to switch to flowers.

What is an example of a goal and objective? ›

“For example, if your goal is to increase sales by 20 percent, you would measure this by tracking sales figures over time. If your objective is to make 100 sales calls this week, you would measure this by tracking the number of sales calls made.”

What is the difference between objectives and key results in OKR? ›

The objective defines what the employee wants to achieve and the key results outline how the employee is going to go about achieving the goal within a specific time frame. Each overarching objective should be achievable but challenging, sometimes referred to as a moonshot, to keep teams motivated.

What is the 3 * 5 principle in OKRs? ›

A typical OKR is made up of 3 to 5 high-level objectives, under which 3-5 key measurable results are listed. The said key results are measurable through a defined set of indicators or scores (usually between 0 and 1.0. The use of quantitative indicators allows an organization to check or measure progress.

What is the difference between OKR Key Results and KPI? ›

KPIs are used to measure performance but they don't tell you what needs to change or improve to drive the growth of those numbers. OKR is a quarterly goal-setting method that helps businesses improve performance and drive change. OKRs are used to decide what needs to be changed, fixed, or improved.

What are the 7 major goals of HR? ›

Human Resources activities fall under 7 major functions: Recruitment and Employee Screening, Company Benefits and Compensation, Performance Evaluation, Employee Relations, Enforcement of Disciplinary Actions, Employee Records, Continued Education.

How do you write an HR objective? ›

An HR generalist resume objective includes your professional goals and explains how you plan to achieve them in the role for which you're applying. It can also include information about the company or the position that you believe can help you reach your goals.

What are the 7 objectives of human resource management? ›

The main aim of HRM is to ensure the right people with the right skills for the right job position in an organization. The main functions of HRM consist of recruiting, training, performance appraisal, motivating employees, ensuring their good health and safety, managing workplace communication, and so on.

What are smart objectives in HR? ›

Human resource managers can use specific, measurable, achievable, realistic and timely (SMART) goals to streamline an organization's business processes. By implementing goals in their work processes and for their employees, they can help an organization run efficiently and effectively.

What should my HR goals be? ›

The main goal for HR must be to ensure that the workforce has access to and engages with training to drive the business forward and gain a sense of personal achievement.

What are the 4 C's in HR? ›

The 4 C's refer to the HR leader and department being a Catalyst, Coach, Conductor, and Consultant within their organization.

What is the difference between key results and objectives? ›

If the objective focuses on why you want to do that and what you want to achieve by the end of the cycle, a key result should focus on how you want to achieve that objective and the measurable impact you can see and track.

What is a good key result? ›

Remember, good Key Results have several basic characteristics: They are specific and time-bound. They are aggressive, yet realistic. They are measurable and verifiable.

What is an OKR for a team leader? ›

The OKR (short for Objectives and Key results) framework is a business tool that helps a leader create transparency, accountability, and proper directional movement for him and his team. This tool is used to break down business strategy into short-term, measurable goals.

How do you present an OKR to a team? ›

How to introduce OKRs to the team
  1. Start with the why.
  2. Decide on the OKR cadence.
  3. Conduct an OKR presentation.
  4. Define your company's mission.
  5. Start with a pivot group.
  6. Assign basic rules.
  7. Conduct a strategic session with the team.
  8. Organize weekly/bi-weekly check-ins.

What is an example of individual OKRs? ›

An example OKR

Train 5 days per week with 1 long run each week. Increase mileage by 5 miles per week. Drink at least 3 liters of water every day. Sleep at least 8 hours every night.

What are key performance indicators for HR? ›

An HR key performance indicator or metric is a measurable value that helps in tracking pre-defined organizational goals of human resources management. HR departments use KPIs to optimize recruiting processes, employee engagement, turnover rates, training costs, etc.

What does OKR stand for in human resources? ›

OKR stands for objectives and key results. These are tangible targets that companies set to allow different business sections to show that they can thrive. To put it simply, an objective is a goal to work towards.

What are some examples of measures used in HR scorecards? ›

Examples of HR metrics for the balanced scorecard
  • Average cost of labor. ...
  • Percentage of labor costs. ...
  • Cost of training per employee. ...
  • Cost per hire.
Jun 11, 2020

How do you evaluate HR department performance? ›

Common metrics for assessing HR compliance include:
  1. Percentage of employees trained in company policies.
  2. Salary competitiveness.
  3. Diversity rate/employee demographics.
  4. Gender pay gap.
  5. Number of diversity initiatives.

What are key result areas in human resources department? ›

What are the examples of Key Result Areas(KRAs) for HR Manager?
  • Optimized advertising of vacancies.
  • Functional screening of prospective employees.
  • Reduced cost of recruitment.
  • Retention of valuable employees.
  • Minimized employee turnover.

How do you define key results in OKR? ›

Key Results are the measures and milestones that indicate how you know you will accomplish our Objective. Each Objective has its own set of Key Results with at least 3, but no more than 5, per Objective. You can't have an Objective without Key Results, and vice versa.

What are the three broad HR human resources management goals? ›

The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees.

What are objectives and key result areas? ›

OKRs (Objectives and Key Results) is a performance management framework designed to encourage companies to set, communicate and monitor broad organizational goals and results. The framework is meant to be transparent and to align business, team and individual objectives in a hierarchal, measurable way.

What are the 10 metrics that prove the value of HR? ›

The most common metrics used by HR include headcount, turnover, diversity, compensation, the total cost of workforce spans and layers, employee engagement, talent acquisition, learning, workforce planning, productivity, and manager effectiveness.

What are some HR deliverables? ›

Specific services offered at the HR deliverables level include:
  • Recruitment and Selection Processes. ...
  • HRMIS Selection and Implementation. ...
  • Remuneration and Incentives Design. ...
  • Competency Profiles and Frameworks. ...
  • Skills Audit. ...
  • Ability and Personality Assessment.


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