If you’re looking for examples of OKR for HR department, we can give you some!
From the smallest to the largest companies, human resources has established itself as a crucial department. As organizations in expanding businesses start to go through the growth phase, the necessity for HR departments has started to develop.
The most significant factor that boosts motivation is effective communication between management and employees. The HR department is vital in guaranteeing active and transparent corporate communication, resolving issues, and releasing relevant announcements. Did you know that OKR can be backer for HR department?
Thanks to OKR methodology, HR department can manage these important responsibilities easily. Defining specific, challenging and company-oriented OKRs will ensure your organization to achieve the big picture. But first, you may need some examples of OKR.
Examples of OKR can ease the burden the process of defining OKRs. Through this way, you can understand how proper OKR should be!
Below you can find some examples of OKR:
1st example of OKR
Objective: To establish a sustainable human resources quality standard
KR1: Ensuring 100% completion of leadership trainings for the development of executive assistant managers by the end of the first quarter
KR2: To clarify the actions on corporate perception, training, performance management and rewarding with the senior management by examining the internal customer satisfaction survey in detail until the end of September
KR3: Increasing employee engagement survey results from 78% to 92%
2nd example of OKR
Objective: Increasing employee retention
KR1: Increasing employee satisfaction from 75% to 90%
KR2: Identifying the first 3 problems that cause employee dissatisfaction and sharing them with the senior management with action suggestions until the end of March
KR3: Increasing the percentage of exit interviews from 30% to 50% to get correct feedback
3rd example of OKR
Objective: Ensuring employee satisfaction by increasing the efficiency of the HR department
KR1: Automating normal leave and administrative leave request management and reducing manual processes by 15% until the end of January
KR2: Ensure that all employees complete 90% of their training by the end of the first quarter
KR3: To ensure that all new employees complete the orientation program with 90% success
4th example of OKR
Objective: Starting to use the artificial intelligence supported pre-evaluation platform to increase the efficiency of the recruitment processes for both the candidates and the company.
KR1: To complete the contract processes related to the artificial intelligence platform by 1 January
KR2: Finalizing the criteria required for pre-selection in the system used in the recruitment process by 1 February
KR3: Deciding with the senior management which position the platform will be used for recruitment