1、HR OKR PlaybookIncluding template&detailed examplesCreate a clear overview of your priorities and performance with this ready-to-use HR OKR template!In this guide:What are HR OKRs?Why your team needs HR OKRs How to use the HR OKR template Good&bad examples of HR OKRs for different HR areas3What are

2、HR OKRs?HR OKRs stand for Human Resources Objectives and Key Results.They help your HR team identify priorities,align their activities with business goals,and focus on what matters.Objectives are usually set for the longer term compared to Key Results.As such,most organizations usually set annual Ob

3、jectives and break them down into quarterly Key Results.HR OKRs consist of three elements:Objectives,Key Results,and Initiatives.The three elements of HR OKRsObjectives:inspirational goals that highlight what you want to achieve to help you focus your efforts.Key results:metrics to operationalize th

4、e Objectives and track your progress towards the goals youve set.Initiatives:all the activities and tasks to help your team get closer to the Key Results.Why your team needs HR OKRs4Align HR strategy&business strategyYou will be able to use data to ensure your HR strategy is contributing to the over

5、all success of your organization.Divide resources accordinglyUsing HR OKRs lets you set ambitious objectives,track how your department is doing,and quantify HRs impact on the business.You will be better able to allocate resources to the most effective and value-adding activities.Keep focusHR OKRs he

6、lp your people prioritize what is important and ensure everyone is on the same page.This is particularly useful when your HR department is divided into sub-teams like Talent Acquisition,Organizational Development,or Employee Relations.Maintain accountabilityOKRs are measurable and transparent.This m

7、eans they can help you create a clear overview of who is responsible for what,keeping individuals and teams accountable.The HR OKR templateThe HR OKR template is a tool designed to help you communicate the strategic objectives of your HR department.It also helps you track your progress towards set g

8、oals.This spreadsheet contains:An OKR tracking template that you can update with your own OKRs.11 HR OKR examples to help you get started.Turn to the next page to find out how you can use this HR OKR template!5ExcelGoogle SlidesDownload your HR OKR template here!1.Update your Objectives and Key Resu

9、ltsUnder column C,you can enter your own Objectives.Then fill in column E with the corresponding Key Results.You can create or copy more rows if you need to insert more Objective or Key Results.Setting Objectives andKey ResultsYour Objectives should align with organizational goals.Ideally,you should

10、 aim for one to five Objectives per quarter.For each Objective,you can create between two to five Key Results.You can use the SMART framework(Specific,Measurable,Achievable,Relevant,Time-bound)to set your Key Results.6Add your Objectives in this column.Your Key Results go in this column.To enter the

11、 initial and target numbers for each Key Results,click the +at the top of column H.Then enter the initial numbers in column I and your target numbers in column J.Column H is where you keep tabs on your current numbers.Dont forget to update these numbers monthly or quarterly to track your progress!As

12、 your numbers change,column K and M will automatically update.Column K:the progression percentages of your Key Results.Column M:the progression percentages of your Objectives.2.Monitor your progress7Column L visualizes the progress youve made with your Key Results using emojis.Here is what each of t

13、hem means:Needs to be a high priority (progress 30%)Work in progress (30%progress 69%)We delivered on this (70%progress 99%)We over-delivered on this (100%progress)Want a more detailed explanation on how to formulate HR OKRs?Check out our in-depth article on this topic.Read article8HR areaObjectiveK

14、ey ResultsTalent ManagementBecome a sticky employer(improve employee retention)Improve overall employee net promoter score(eNPS)from 12 to 20.Improve employee engagement from 30 to 45 points as measured in our survey.Increase employer brand recognition by 10 points to 45.Talent AcquisitionBuild an u

15、nstoppable recruiting machineReduce average vacancy lead time from 45 to 30 days.Increase offer acceptance rate from 80%to 90%.Decrease cost-per-hire from$4000 to$2500.Employee OnboardingDevelop an onboarding program employees loveIncrease 30-60-90 day onboarding plan completion rate from 60%to 80%.

16、Reduce new hire 30-days failure rate from 10%to 5%.Increase onboarding satisfaction score from 75%to 95%.Employee WellnessHelp employees become their best selves at workImprove overall employee scores for the Wellbeing and Happiness survey from 5 to 7.Reduce absenteeism due to sick leave from 2500 d

17、ays to 1500 days.Increase employee engagement in wellbeing initiatives by 15%.Examples of good HR OKRsWhy these HR OKRs workThe Objectives satisfy John Doerrs three requirements for good objectives:Meaningful:these objectives have clear direction and they are priorities for the business.Audacious:th

18、ese objectives take what you do to the next level.Inspiring:these objectives are memorable and they empower your people to become better.The Key Results align to the SMART framework.This means they are specific,measurable,achievable,relevant,and time-bound.Example of poor HR OKRsThe first table on t

19、he left shows an example of bad HR OKRs.Heres why:Objective:achievable and compelling,but its not inspiring enough.Key results:vague,difficult to measure,and contain activities rather than outcomes.In the second table,weve reformulated the Objective and Key Results to make them more ambitious,specif

20、ic,and measurable.9HR areaObjectiveKey ResultsEmployee ExperienceBetter employee experienceMake our employees feel good when they work for us.Organize three workshops to onboard employees onto our new digital system.Ensure employees enjoy using our digital tools.HR areaObjectiveKey ResultsEmployee E

21、xperienceBecome an irresistible employerImprove employee happiness pulse survey rating to 55%by Q3.Increase overall Net Promoter Score(eNPS)from 12 to 20.Raise employee engagement as measured in quarterly surveys from 30 to 45 points.HR teams are only as successful as their skills are relevant.With

22、engaging in-depth training and resources,AIHR helps HR teams become better at what they do and drive more business value.Learn more at AIHR.comAIHR|Academy to Innovate HRCOPYRIGHT 2023 AIHR.All rights reserved.This publication may not be reproduced or transmitted in any form by any means,electronic,mechanical,photocopying,recording,or otherwise,without the prior written permission of AIHR.