Human Resources OKR Examples 

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