OKR examples for Human resource with sample OKRs for compensation & benefits, performance improvement, performance management, employee retention, culture change, Learning & development & recruitment. For more samples & detail guide, check https://www.keka.com/human-resource-okr-examples/

1. Sample OKRs For Compensation And
Benefits
A major role of the HR department is to balance the compensation and benefits of
employees with both organizational budget and employee expectations. OKRs for
this function usually focus on improving employee satisfaction, streamlining payroll
systems etc. Let’s dive into Human resource OKR Examples
The participants for this OKR can be HR Head, HR Manager and Payroll Manager.
Objective – Align The Compensation System With Industry Standards
Key Result 1: Have clear salary structure for minimum 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 ‘Benefits’ category in the survey for Employee
Satisfaction.
Key Result 2: Compare the current employee benefits with industry standards and
recommend better ones.

2. Sample OKRs For Performance
Improvement
Though every individual employee comes with his/her own strengths and
weaknesses, 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 be HR Manager and HR 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 new 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.

3. 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, 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% 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.

4. 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. 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 be HR Head and HR Manager.
Objective – Increase Average Employee Tenure
Key Result 1: Ensure 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

5. 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 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 amongst freshers and
experienced individuals is an important task, which gives any project a good head

6. 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 be HR Recruitment Manager and Recruitment
Coordinator.
Objective – Grow Our Team With A-Players
Key Result 1: Increase referral fees for Employee referral programme 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 Recruitment Process
Key Result 1: Reduce the duration of requirement gathering and JD creation to 7
days
Key Result 2: Increase 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%

7. Key Result 2: Achieve 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 be Manager- Performance Management and
Coordinator – 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.

8. 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 new annual review process to serve as a summary for the
ongoing process.