<aside> 💡 Explore the Miro board below for an introduction to OKR and specific examples.

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https://miro.com/app/board/uXjVOoOwDnY=/?share_link_id=871143462976

<aside> <img src="/icons/bullseye_red.svg" alt="/icons/bullseye_red.svg" width="40px" /> OKR for HR (coming soon)

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💡 Developing HR OKRs (Objectives and Key Results) is one of the best ways to prioritize initiatives and focus efforts in the right direction.

OKRs help establish a data-driven approach to HR achieving their goals and contribute to organizational goals.

Here is an intro to

🔹 What HR OKRs are 🔹 OKRs vs. KPIs 🔹 Why you should set HR OKRs:

👉🏾 Articulating goals 👉🏾 Keeping focus 👉🏾 Tracking & measuring progress

🔹 HR OKR best practices:

1️⃣ Align your OKRs with organizational goals 2️⃣ Work top-down and bottom-up 3️⃣ Understand what makes a good OKR   4️⃣ Make sure your OKRs are strategic 5️⃣ Define a reasonable number of Key Results per Objective 6️⃣ Assign a weighted value to each KR

🔹 HR OKR examples including an Objective & Key Results for each example:

✅ Talent acquisition ✅ Talent management ✅ Performance management ✅ Compensation & benefits ✅ Learning & development ✅ Organizational culture ✅ Employee relations ✅ Employee retention ✅ DEIB ✅ HR compliance ✅ Employee wellness

As an HR professional, do you set OKRs? If so, what has your experience been with this? And if not, why not?