Human Resources (HR) / People Operations (PO) OKR examples

People Operations (PO/HR) OKRs are a great way to create alignment, engage team members, and achieve high performance. In the article, we'll answer the questions:

• How to write good HR (PO) OKRs?
  
• What are examples of good HR (PO) OKRs?
  
• What should I put in my HR (PO) OKRs?
  
• How to combine OKRs and performance reviews?
  

Use the examples below for inspiration and guidance for your own OKRs.

PO/HR OKR examples for Compensation

Objective 1: Create an effective benefits program‍

Key Results:

1. Investigate benefit programs of 10 companies (50-100 employees) and select the best for our team
   
2. Achieve 80% usage of the benefits program
   
3. Maintain benefits budget below $500 per team member per year
   

PO/HR OKR examples for Performance

Objective 1: Skyrocket team performance‍

Key Results:

1. Increase the OKR completion rate for team members from 60% to 70%
   
2. Increase the participation on the weekly check-ins from 80% to 100%
   
3. Increase the product teams velocity from 112 to 150

Objective 2: Create an effective leave management system‍

Key Results:

1. Hire an assistant to service employee administrative needs
   
2. Evaluate 3 solutions for leave tracking and select the best one for the team
   
3. Achieve 90% satisfaction rate of the new system
   

PO/HR OKR examples for Education and Training

Objective 1: Implement Personal Development Program for all team members‍

Key Results:

1. Create the career roadmap for each position and get approval from team leads
   
2. Create a program for each team member of the PDP
   
3. Achieve 80% completion rate for the PDPs
   
4. Select the tool/system for tracking PDPs and achieve 80% satisfaction rate

Objective 2: Achieve OKR adoption in all teams‍

Key Results:

1. Organize OKRs training workshop for all team members
   
2. Achieve an 80% approval rating on employee survey on OKR effectiveness
   
3. Achieve at least 60% completion rate for the first OKRs cycle

Objective 3: Create a training program for each department‍

Key Results:

1. Create and get approval from team leads for the training program for 7 departments
   
2. Achieve 80% attendance for the training programs
   
3. Achieve 9.0 NPS score for the training events
   

PO/HR OKR examples for People and Culture

Objective 1: Increase team engagement and motivation‍

Key Results:

1. Increase the team member engagement score from 75% to 90%
   
2. Reduce the number of complaints per month from 4 to 1
   
3. Make sure 100% of team members receive feedback this quarter

Objective 2: Improve the wellbeing in the office‍

Key Results:

1. Interview 15 team members on how to improve work-life balance in the team
   
2. Organize regular fitness/yoga/meditation breaks once per day
   
3. Consult with food experts and make 100% of the office food healthy
   
4. Decrease the sick day leaves per month per employee from 2 to 1
   
5. Conduct a voluntarily vaccination for team members and achieve 50% participation

Objective 3: Become the best place to work in the country‍

Key Results:

1. Decrease the annual turnover from 16% to 8%
   
2. Conduct exit interviews with 100% team members to identify the problems
   
3. Conduct training for managers/team leads to address personal career development goals of each team member

Objective 4: Increase team member engagement and satisfaction‍

Key Results:

1. Increase the employee NPS (e-NPS) from 6 to 7.5
   
2. Decrease employee turnover from 13% to 5%
   
3. Achieve 70% OKRs achievement rate for the whole team

Objective 5: Conduct an unforgettable summer party for the team‍

Key Results:

1. Achieve 80% attendance of the summer party
   
2. Achieve 8.5 NPS of the summer party
   
3. Involve 50% of the team in teambuilding/organizational/performance preparation activities for the event

Objective 6: Refine and promote company values‍

Key Results:

1. Interview 15% of the team (25 members) on our culture and values
   
2. Update values, description, and examples based on the interview
   
3. Conduct 5 talks during the weekly team meetings on the examples of how we use our values

‍

PO/HR OKR examples for Hiring / Recruiting

Objective 1: Create an effective recruiting machine‍

Key Results:

1. Reduce the average lead time for the vacancy from 45 to 30 days
   
2. Increase the % off offers accepted from 80% to 90%
   
3. Decrease the cost of hire from $1,000 to $700
   
4. Increase the % of closed positions from internal recommendations from 10% to 25%

Objective 2: Improve the onboarding process‍

Key Results:

1. Conduct 10 interviews to identify issues with the onboarding process
   
2. Increase pass rate for newcomers from 85% to 95%
   
3. Achieve 90% satisfaction rate of the onboarding process
   
4. Create a guide with responsibilities for team members how to be a mentor and a buddy

Objective 3: Hire and onboard 3 new team members‍

Key Results:

1. Hire 3 new team members (2 devs, 1 marketer)
   
2. Interview 10 team members about their hiring and onboarding experience and create an improvement plan
   
3. Create an onboarding program & presentation for the new positions

Why you should separate OKRs and Performance Reviews

If you define the compensation based on the OKR, you'll end up with understated targets, overstated accomplishments, and low collaboration. OKRs do not and should not represent all the work each team member does. OKRs are about the most important area to focus on.

What you should do, instead, is:

1. Separate the OKR and performance reviews.
   
2. Use OKRs as one of the inputs for performance/compensation reviews. Make OKRs only one of the sources to define the compensation, but not the main one. Take into account other factors when evaluating the OKR completion score (how difficult the goals were, were else that team member contributed, etc.).
   
3. Avoid formulas. Creating the formula doesn't make it less subjective of a fair process. No formulas can take into account all the factors that determine the contribution of an individual team member.

Read more about how to set up compensation and performance reviews in this article.

Summary

Writing good, well structured, and effective OKRs is not easy. Have the patience to run several cycles of iterative improvements, and you'll see how OKRs will boost your team engagement, motivation, and performance. Use the examples above for inspiration and guidance for your own OKRs.

Here are more OKR examples for Product, Marketing, Engineering, Sales teams.

Need a simple and free tool for your team to track OKRs? Check a free OKR tool Plai.
Plai has 80+ templates of OKRs with metrics and you can add them to your cycle with just one click.