10 Effective HR OKRs to Track This Year

Introduction

Are you a human resource professional or HR manager looking to set up effective HR OKRs for your team? Then look no further. We, at uKnowva HRMS, have you covered. Read the post ahead and get the best, updated, and relevant HR OKRs to set in 2024 and beyond. 

These OKRs will help you create, craft, train, and develop future-oriented and people-focused HR teams. These teams will garner lasting impact and drive home sustainable results for the entire unit and organisation. 

So, let’s not delay. Dive deeper into the post right away and create the checklist of top HR OKRs that you can set for your current HR team now. 

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10 Effective HR OKRs that You Must Track This Year

1. Onboarding effectively with improvement in TAT.

HR managers must focus on improving onboarding satisfaction scores, reducing new joined failure rate, and receiving positive feedback from new managers on their new hires within 30-60 days. 

It also includes onboarding with automated and AI-driven tools like ours. We provide features like:

• Automated employee code generation
• Aadhaar-card based onboarding
• Offer letter management while templatising the same
• Developing a 30-60-90-days plan for new hires
• Feedback from the immediate reporting manager frequently

2. Employee well-being initiative and programs. 

HR managers must organise employee well-being programs frequently in a given year. It has to match the industry standard and the best practices. On an average, there must be 4-6 mental health awareness drives in a given year. 

Besides that, they should ensure that most of their employees are actively interacting and participating in such events. 

It is equally important to conduct physical wellness training sessions as well. This could be done in remote and virtual settings as well to include everyone in the organisation.

HR managers can create such events and gather votes through polls on the uKnowva intranet. 

3. Fair compensation and benefits to employees. 

Find out the best increase in salary for each job role as per the industry standards. Try to match the industry standards as much as possible as a growing company. Roll our employee satisfaction surveys (ESATs) for finding their job involvement and satisfaction scores. 

Roll these surveys on uKnowva itself. Store the templates and edit them on the go in seconds. Keep the scores stored in the analytics of the uKnowva portal to take correction measures in time to improve salary structures. 

Configure salary structures based on the surveys and results generated on our HRMS portal itself. We provide you with the payroll calculator in the configuration engine. 

There you can set your logics or rules and standardise a salary structure to use it later on certain user groups for fair compensation. 

4. Adequate compliance management. 

Keep up with the compliance requirements as an HR manager when you do uKnowva as one of the effective HR OKRs to follow through. Check the audit ratings per quarter and ensure you receive the highest possible ratings from the CA officials. 

Solve compliance related queries within 24-72 business working hours with an effective ticketing system. uKnowva helps you install the same when you set up your instance. 

Let HR, compliance, and payroll managers take quarter quizzes on their compliance knowledge. This will put positive pressure on them to get ample training sessions on the updated policies rolled out by the government to meet compliance needs on time. 

5. Training for deskless and frontline workers. 

Provide systematic, strategic, and personalised training to your frontline and deskless workers. Leverage the eLMS function to achieve that and unlock at least 80-90% of the participation rate. 

Keep a stringent check on the learning effectiveness unlocked by these members over a period of time. Check if they are able to implement their learnings or not. Gather feedback and suggestions from them from time to time about the learning and development needs. 

Ensure that quizzes and tests are simple enough to pass and improve a learner’s understanding. Roll out ESATs again to understand if the frontline workers are satisfied with the way they are getting regularly trained. 

Keep improving the learning content and modules on the go after receiving genuine and constructive feedback from the learners. 

6. Boost in DEI initiatives for reducing discrimination on all fronts. 

Provide diversity and inclusion training to your new HR staff so they can formulate better policies later. Ensure that there is no discrimination at leadership positions when it comes to promoting DEI. 

Continue to roll ESATs after implementing DEI programmes to know if the DEI rate is improving and reaching the industry’s best standard or not. 

7. Developing successful talent across departments. 

Enroll your HR and reporting managers in succession planning. Ensure at least 60-90 percent of managers know about succession and manpower planning. They must be proficient in crafting agile career paths for their team members in the long run. 

Ensure that you’re allowing executives and associates to take on leadership roles for certain projects in a year. This gives them exposure to develop an entrepreneurial mindset and learn to handle and tackle work pressure without losing their calm as such. 

Dive into analytics to learn about the growth in performance and deliverables of these executives. Leverage the 9-box grid to understand how many of those have the potential to become stars and dark horses to lead the way to success for all. 

8. Better talent risk management strategies. 

HR managers need to cater to certain risk management initiatives as one of the effective HR OKRs to implement. For instance, they are always on the hunt to reduce the attrition rate of 2 or more departments or bands. 

They also ensure that the rate of internal promotion is on the rise. This gives the way for successful leaders to carve their paths and seniors to move out of the way. It also brings in more fresh talent and perspective in leadership and challenging roles. 

Then, HR managers must roll out continuous surveys throughout the year to measure the eNPS or electronic net promoter score. These insights are crucial to understand whether the culture is favourable to the current and next generation of workforce or not. 

9. Incessant employee engagement rates. 

HR managers must be smart enough to deploy the right tools like uKnowva HRMS for increasing employee engagement rates. These rates boost automatically when employees connect, collaborate, and co-create in the touch of a button.

They can celebrate small and large wins on the intranet that allows them to post live comments, thoughts, pictures, videos, and more. Polls and surveys are also there to open a dialogue and help employees from diverse backgrounds to find a common ground.

Then, HR managers ensure that everyone in the organisation has the right training to use the intranet during working hours. 

They ensure that their team members are on track when they need to communicate across the departments and solve queries on time using the same intranet. 

That way, all internal communication is in one place. It is easy to track, tap, and reply when the person is tagged, and live notifications are sent to their registered email and HRMS mobile app. 

10. Enabling ongoing performance management. 

HR managers must also track the ongoing performances and potential of each of their deployed staff members. They must track the learning effectiveness of their department heads and employed staff using the mobile-enabled PMS.

They can easily create and templatise the KRA for each leader and staff member in seconds using AI Suggest. They have to complete and close the feedback and evaluation loops as fast as possible as one of the effective HR OKRs in 2024 to implement. 

This is only possible when everyone in the organisation is using the mobile-enabled, OKRs/KRAs based PMS. It is also driven by auto-save, automation, and AI features when locking and rolling our appraisals on uKnowva HRMS. 

In fact, HR managers can integrate the PMS with other relevant modules like attendance, tasks, projects, payroll, clearances, reimbursements, etc. 

Conclusion

The above post is an educational one to teach you about the top 10 effective HR OKRs or objectives and key results to track in 2024. Make the tracking and implementation of these OKRs easier and streamlined with uKnowva today. 

Contact us here. 

FAQs on Effective HR OKRs

• How often should HR OKRs be reviewed?

HR OKRs should be reviewed regularly, typically on a quarterly basis, to assess progress, make necessary adjustments, and ensure alignment with changing business priorities.

• How can HR OKRs be cascaded across the organisation?

HR OKRs can be cascaded by communicating them clearly to all employees, linking departmental OKRs with overall organisational OKRs, and ensuring that everyone understands their role in achieving the HR goals.

• What role do Key Results play in HR OKRs?

Key Results are specific, measurable outcomes that indicate progress towards achieving the HR Objectives. They provide clarity on what needs to be accomplished and serve as benchmarks for success.

• How can HR OKRs be aligned with employee development?

HR OKRs can be aligned with employee development by setting Objectives related to talent management, learning and development, career progression, and measuring Key Results such as completion of training programmes, employee skill development, or career advancement rates.

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