Leading companies like Google, Netflix, LinkedIn, and Intel have adopted Objectives and Key Results (OKRs) and achieved some fantastic results. OKRs have proved to be an effective tool for Human Resources (HR) and other departments like Sales, Marketing, and Operations to manage employee performance and focus on the company’s vision. When thinking about implementing OKRs for People Operations, two critical things come to mind: how to set effective OKRs for performance management and the best HR OKR examples.

Here are few OKR examples that help strengthen workforce performance management:

Objective #1- Introduce new training & development initiatives for 2021
Key Result 1- Deliver 1-month induction training to familiarize new hires with the company's culture and policies
Key Result 2- Provide minimum 5 hours of training every quarter for self-learning
Key Result 3- Add 5 project management training programs for new managers
The above OKR example includes an objective where HR teams must take initiatives for successful employee training and performance management. So, to attain this goal, the first key result may include one month of induction training so that new hires familiarize themselves with their job roles, work policies, and culture. Another key result may be providing a minimum of five hours of self-learning training programs for employees in the quarter, which help them engage more, reduce skills gaps, and perform better at the workplace. Third KR may be providing engaging project management training from new managers on leadership and team management to build more productive and happier teams.
Objective #2- Foster a people-centric organizational culture
Key Result 1- Fill 10% new roles through promotions
Key Result 2- Increase perks to improve employee retention by 30%
Key Result 3- Introduce 3 new core values based on individual feedback 
In this example, HR teams aim to foster people-first culture and drive employee performance. Key outcomes linked to this objective may include increasing perks to boost workforce retention by 30% and promote employees to fill 10% new roles within the organization. Another key result may include adding three new core values based on employee feedback to keep everyone aligned and engaged.
Objective #3- Encourage remote-first work policy in 2021 and after  
Key Result 1- Introduce Virtual Environment Policy for a global workforce
Key Result 2- Improve employee satisfaction scores by almost 80%
In the current scenario, embracing the remote-first culture has become a significant aspect of managing employee performance. Their overall satisfaction level increases by 80% while contributing to business success and growth. So, HR teams are continuously creating an effective remote work policy to connect and motivate their global workforce constantly. To achieve this objective, one effective way is to create a virtual environmental policy to communicate with other teams quickly.
Also Read: OKR Methodology for Remote Workforce: How is it Important?
The above three HR OKR examples help companies focus on priorities, strengthen performance management, and optimize business growth. Do you want to utilize OKRs for Human Resources or any other department to create alignment and improve performance impact? If yes, then try Unlock:OKR to define clear goals and achieve improved business outcomes. Get started today and Request a Demo!

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