An HR OKR holds up when it measures how people actually join, grow and stay, not programmes launched.
There are many things to measure in HR and OKRs is a great way to start discussing in the team what to measure, and what impact measuring can have. HR is also tricky in the possibility of optimising for the wrong things and forgetting to put in quality metrics, you don't want to lower time to hire and then realise you have lowered the quality of hires as well.
Mål: Hire faster without lowering the bar
Measurable ★★★★★
Outcome-based ★★★★★
Focused ★★★★★
Niklas Olsson · OKR-coach
It measures the employee experience or the talent flow, not HR's own activity. Time to hire, offer acceptance, regretted attrition, internal mobility and manager quality all move when people work improves.
They definitively can be, but there is a risk here that employees are both measured and the ones filling in the values in surveys. Beware of the risk of manipulation here if the organisation starts to celebrate hitting a key result based on employee feedback scores for example.
OKRnest ger ditt team strukturen som exemplen bygger på, och en veckovis check-in-vana som håller dem vid liv. Gratis för upp till 3 användare.
This is a strong HR OKR, with maybe a little bit of the feeling of trying to take on everything at once in the recruitment process. It is very ambitious: not only shorten time to hire, but at the same time improve the quality of hires through new-hire retention. All in all it is a little packed, but it is a great example of finding measurability in HR metrics so you can build key results from them.
Look at the third key result: that is the quality insurance on one and two. You can easily see that one and two alone could make HR a little sloppy, or lower the bar, just to hit the metrics. Number three then ensures that quality is not worse off because of the quicker process. An alternative might be something like recruiting-manager evaluation of the process or the final candidate, to make sure that metric does not budge. It would be okay to just hold it steady. It is a little too ambitious to try to bump retention up at the same time as you speed up the process.