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tability.ioWhat are Hr Employees OKRs?
The Objective and Key Results (OKR) framework is a simple goal-setting methodology that was introduced at Intel by Andy Grove in the 70s. It became popular after John Doerr introduced it to Google in the 90s, and it's now used by teams of all sizes to set and track ambitious goals at scale.
How you write your OKRs can make a huge difference on the impact that your team will have at the end of the quarter. But, it's not always easy to write a quarterly plan that focuses on outcomes instead of projects.
We've tailored a list of OKRs examples for Hr Employees to help you. You can look at any of the templates below to get some inspiration for your own goals.
If you want to learn more about the framework, you can read our OKR guide online.
Hr Employees OKRs examples
You will find in the next section many different Hr Employees Objectives and Key Results. We've included strategic initiatives in our templates to give you a better idea of the different between the key results (how we measure progress), and the initiatives (what we do to achieve the results).
Hope you'll find this helpful!
OKRs to implement a comprehensive new HR portal for employees
ObjectiveImplement a comprehensive new HR portal for employees
KRReceive a minimum of 80% positive user feedback after the first month of usage
Analyse and address negative feedback promptly- Continually improve user experience based on feedback
- Implement a user-friendly feedback system
- KRAchieve 90% employee registration within the first month of portal introduction
- Launch an engaging awareness campaign about the portal
- Provide easy-to-follow registration instructions to employees
- Incentivize portal registration through rewards
- KRIntegrated portal with key HR services and resources by end of quarter
- Test and launch the completed HR portal
- Identify essential HR services and resources for integration
- Design and develop the integrated portal structure
OKRs to optimize payroll process for efficiency
- ObjectiveOptimize payroll process for efficiency
- KRReduce manual payroll processes by 40% to minimize human error
- Implement automated payroll software system in the company
- Train HR employees on using the new software
- Monitor and adjust software for efficiency
- KRIncrease payroll automation by 50% for enhanced productivity
- Evaluate and adjust operations for continuous improvement
- Train staff members on new automated payroll systems
- Research and select advanced payroll automation software
- KRAchieve 30% reduction in payroll processing time by improving workflow
- Implementing automated payroll software or system
- Identify and eliminate redundant payroll processing steps
- Train staff on efficient payroll processing procedures
OKRs to provide ongoing compliance training and education to all employees
- ObjectiveImprove compliance knowledge and adherence
- KRConduct monthly audit and review of compliance improvement with department managers
- Discuss identified compliance gaps with department managers
- Schedule monthly compliance improvement audits with department managers
- Develop and implement corrective action plans to improve compliance
- Review current compliance performance for all departments
- KRIncrease employee certification success rate by 20%
- Implement personalized study plans
- Facilitate group study sessions
- Offer practice exams and feedback
- Provide access to study materials
- KRLaunch 2 e-learning modules covering mandatory compliance regulations
- Develop content for e-learning modules and ensure accuracy with legal team
- Identify mandatory compliance regulations to be covered in e-learning modules
- Train and disseminate e-learning modules to all employees, including tracking completion rates
- Design user-friendly interface and incorporate interactive elements into e-learning platform
- KRConduct monthly training sessions with active participation of 90% of employees
- Schedule monthly training sessions for all employees
- Solicit feedback from employees to improve future training sessions
- Create engaging training materials with interactive components
- Monitor participation rates and follow up with non-participants
OKRs to boost the billability rate of employees to 95%
- ObjectiveBoost the billability rate of employees to 95%
- KRImplement a time-tracking software to reduce unproductive time by 15%
- Train all employees on how to use this software
- Research and select a suitable time-tracking software
- Monitor and evaluate the software's effectiveness regularly
- KRReduce non-billable task assignments by 20% through efficient delegation strategy
- Implement a strict task monitoring system
- Train staff on effective task delegation strategies
- Analyze current delegation methods for efficiency problems
- KRProvide productivity boosting training to achieve at least 10% more billable hours
- Monitor and measure training effectiveness
- Identify relevant productivity boosting training programs
- Allocate resources and schedule training for team
OKRs to enhance employees' alignment with the organization's objectives and culture
- ObjectiveEnhance employees' alignment with the organization's objectives and culture
- KRIncrease the average score from employee engagement survey by 20%
- Establish an open feedback culture promoting transparency and honesty
- Implement training programs focused on communication and team-building skills
- Enhance employee recognition and reward strategies
- KRConduct 5 company-culture training sessions to all departments
- Identify key elements of the company culture for training
- Schedule department-wide sessions to communicate timelines
- Plan, outline, and prepare the 5 training sessions
- KRAchieve 90% successful completion of individual performance targets connected to organisation's objective
- Regularly review personal KPIs aligned with organizational objectives
- Develop execution strategies for each performance target
- Continuously analyze and improve current performance methods
How to write your own Hr Employees OKRs
1. Get tailored OKRs with an AI
You'll find some examples below, but it's likely that you have very specific needs that won't be covered.
You can use Tability's AI generator to create tailored OKRs based on your specific context. Tability can turn your objective description into a fully editable OKR template -- including tips to help you refine your goals.
- 1. Go to Tability's plan editor
- 2. Click on the "Generate goals using AI" button
- 3. Use natural language to describe your goals
Tability will then use your prompt to generate a fully editable OKR template.
Watch the video below to see it in action 👇
Option 2. Optimise existing OKRs with Tability Feedback tool
If you already have existing goals, and you want to improve them. You can use Tability's AI feedback to help you.
- 1. Go to Tability's plan editor
- 2. Add your existing OKRs (you can import them from a spreadsheet)
- 3. Click on "Generate analysis"
Tability's Strategy Map makes it easy to see all your org's OKRsTability will scan your OKRs and offer different suggestions to improve them. This can range from a small rewrite of a statement to make it clearer to a complete rewrite of the entire OKR.
You can then decide to accept the suggestions or dismiss them if you don't agree.
Option 3. Use the free OKR generator
If you're just looking for some quick inspiration, you can also use our free OKR generator to get a template.
Unlike with Tability, you won't be able to iterate on the templates, but this is still a great way to get started.
Hr Employees OKR best practices
Generally speaking, your objectives should be ambitious yet achievable, and your key results should be measurable and time-bound (using the SMART framework can be helpful). It is also recommended to list strategic initiatives under your key results, as it'll help you avoid the common mistake of listing projects in your KRs.
Here are a couple of best practices extracted from our OKR implementation guide 👇
Tip #1: Limit the number of key results
The #1 role of OKRs is to help you and your team focus on what really matters. Business-as-usual activities will still be happening, but you do not need to track your entire roadmap in the OKRs.
We recommend having 3-4 objectives, and 3-4 key results per objective. A platform like Tability can run audits on your data to help you identify the plans that have too many goals.
Tip #2: Commit to weekly OKR check-ins
Don't fall into the set-and-forget trap. It is important to adopt a weekly check-in process to get the full value of your OKRs and make your strategy agile – otherwise this is nothing more than a reporting exercise.
Being able to see trends for your key results will also keep yourself honest.
Tip #3: No more than 2 yellow statuses in a row
Yes, this is another tip for goal-tracking instead of goal-setting (but you'll get plenty of OKR examples above). But, once you have your goals defined, it will be your ability to keep the right sense of urgency that will make the difference.
As a rule of thumb, it's best to avoid having more than 2 yellow/at risk statuses in a row.
Make a call on the 3rd update. You should be either back on track, or off track. This sounds harsh but it's the best way to signal risks early enough to fix things.
How to track your Hr Employees OKRs
The rules of OKRs are simple. Quarterly OKRs should be tracked weekly, and yearly OKRs should be tracked monthly. Reviewing progress periodically has several advantages:
- It brings the goals back to the top of the mind
- It will highlight poorly set OKRs
- It will surface execution risks
- It improves transparency and accountability
Most teams should start with a spreadsheet if they're using OKRs for the first time. Then, once you get comfortable you can graduate to a proper OKRs-tracking tool.
If you're not yet set on a tool, you can check out the 5 best OKR tracking templates guide to find the best way to monitor progress during the quarter.
More Hr Employees OKR templates
We have more templates to help you draft your team goals and OKRs.