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tability.ioWhat are Human Resource Personnel 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.
Formulating strong OKRs can be a complex endeavor, particularly for first-timers. Prioritizing outcomes over projects is crucial when developing your plans.
We've tailored a list of OKRs examples for Human Resource Personnel 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.
Human Resource Personnel OKRs examples
You will find in the next section many different Human Resource Personnel 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 enhance tactical and strategic leadership skills for software developer team lead
ObjectiveEnhance tactical and strategic leadership skills for software developer team lead
KRMentor 2 team members to take on micro-leadership roles in the next project
Provide regular feedback and coaching- Share responsibilities and explain expectations clearly
- Identify strengths and areas of growth for each team member
- KRImplement new strategies and witness a minimum 15% increase in team productivity
- Develop and communicate new strategies for identified areas
- Identify areas in team processes that require improvement
- Monitor and measure strategy-driven productivity increases
- KRCollaborate with HR to attend at least 3 leadership skill training or workshops
- Contact HR to inquire about available leadership training opportunities
- Participate actively in each workshop session
- Schedule times to attend three chosen sessions
OKRs to implement unbiased performance evaluations system
- ObjectiveImplement unbiased performance evaluations system
- KRDevelop a new evaluation tool that removes subjective bias by end of Q2
- Prototype, test, and finalize the developed tool
- Design a framework outline for a new, unbiased tool
- Research existing evaluation tools and identify their bias issues
- KRDecrease variance in appraisal scores across different genders to less than 10%
- Regularly review and adjust appraisal criteria
- Implement bias-deterrent policies in the appraisal process
- Train managers on gender-neutral performance evaluations
- KRTrain all managers on the new evaluation process within the next 60 days
- Create a comprehensive training schedule for all managers
- Conduct feedback sessions post-training for improvement
- Distribute training resources and materials to managers
OKRs to establish a high-performance Operational Excellence Office
- ObjectiveEstablish a high-performance Operational Excellence Office
- KRImplement 2 office operational frameworks to streamline processes and improve efficiency
- Train staff on new operational frameworks usage
- Research suitable operational frameworks for implementation
- Identify current inefficiencies within office processes
- KRAchieve a team satisfaction rate of 85% in the initial performance review
- Address feedback and implement suggested improvements
- Foster a positive work environment through team building
- Conduct anonymous satisfaction surveys among team members
- KRHire and train 3 qualified office personnel, ensuring adept role-fit competency
- Develop and implement comprehensive training for new hires
- Assess applicants' skills to ensure role-fit competency
- Advertise available office positions through relevant channels
OKRs to expand organizational size and personnel capabilities
- ObjectiveExpand organizational size and personnel capabilities
- KRImplement 100% training for all new hires within their first week
- Develop comprehensive training program for all new hires
- Schedule training sessions within first week of employment
- Monitor and assess new hires' progress post-training
- KRIncrease total staff by 10% through strategic recruitment
- Identify necessary roles to fill for 10% staff increase
- Begin implementing recruitment plan to attract new hires
- Develop a strategic recruitment plan targeting these roles
- KRAchieve 15% more workload efficiency through advanced training and development programs
- Enroll team in relevant advanced training programs
- Identify critical performance gaps in current workload handling
- Periodically measure efficiency improvements post-training
How to write your own Human Resource Personnel 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.
Human Resource Personnel 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 Human Resource Personnel 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
Spreadsheets are enough to get started. Then, once you need to scale you can use a proper OKR platform to make things easier.
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 Human Resource Personnel OKR templates
We have more templates to help you draft your team goals and OKRs.
- OKRs to efficiently establish processes for delivering the roadmap
- OKRs to achieve product consistency with our design system
- OKRs to implement ad-tracking with Google
- OKRs to strengthen the company's network security defenses
- OKRs to maximise utilisation of new sourcing tool for quality RFPs
- OKRs to improve Transparency of Customs Statistics