Sample HR Goals and Objectives

At Leadership Strategies we use our Drivers Model to guide organizations through the strategic planning process. The Drivers Model uses the following definitions for goals and objectives.

Goal Broad, long-term aims that define accomplishment of the mission
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Objective Specific, measurable, achievable targets that define accomplishment of a goal over a specified period of time.

Please note that while goals and objectives help set the direction for an organization, the direction is accomplished by executing strategies and action plans. These items are NOT covered in this document.

Below we have identified a sample set of goals and three-year objectives for a mythical HR organization. While goals may have similarities from one HR organization to another, objectives tend to be highly individualized and depend on the unique situation in which an organization finds itself. The Drivers Model provides a comprehensive and scalable approach for strategic planning. For a HR departmental plan, a critical point to keep in mind is that HR goals and objectives must be closely aligned with the overall organization’s goal and objectives. In essence, the HR plan must be designed to drive achievement of the broader plan.

A. Talent Acquisition

Goal: Recruit and retain a diverse workforce to meet the needs of the organization.

ObjectivesBaseline1st Year3rd Year
1. Increase the percentage of active open positions filled within the targeted deadline. 43%55%70%
2. Maintain the employee retention rate (less company-initiated transitions) above 75%. 42%75%75%
3. Increase the percentage of managers with active positions in the year who indicate satisfaction or high satisfaction with the HR hiring support provided, as measured by survey. N/A80%90%

B. Talent Development

Goal: Provide development programs to help staff and managers accomplish their goals.

ObjectivesBaseline1st Year3rd Year
1. Increase the percentage of development programs provided that achieve their targeted Level 3 or Level 4 results (behavior change or business impact). N/A50%70%
2. Increase the percent of employees who accomplish their development targets annually. 33%45%70%
3. Increase the percent of employees who indicate satisfaction or high satisfaction with their development opportunities as measured by annual employee survey. 62%70%80%

C. Performance Management

Goal: Ensure our compensation and performance management processes are designed and executed to align and maximize our people’s performance with the goals of the organization.

ObjectivesBaseline1st Year3rd Year
1. Increase the percentage of employees for whom performance reviews have been completed and documented by the target date. 51%60%85%
2. Increase the percentage of employees who achieve at least 80% of their annual performance targets. 69%72%80%
3. Increase the percentage of managers who indicate that our compensation and performance management processes help align and maximize our people’s performance with the goals of the organization. N/A50%80%

D. Culture

Goal: Maintain a positive, values-based work environment.

ObjectivesBaseline1st Year3rd Year
1. Increase the percentage of employees who indicate that we have a positive work environment, as measured by survey. 77%80%90%
2. Increase the percentage of employees who indicate that the majority of our employees live the values of our organization most of the time, as measured by survey. 53%65%75%

E. Organizational Excellence

Goal: Administer HR policy and programs effectively and efficiently, while maintaining internal customer satisfaction and meeting budget constraints.

ObjectivesBaseline1st Year3rd Year
1. Increase the percent of HR annual initiatives completed on time and within budget. 64%75%90%
2. Achieve the monthly time targets for at least 80% of the designated services. 3 out of 12 months6 out of 12 months 10 out of 12 months
3. Achieve internal customer satisfaction levels with HR services at above 85% as measured by annual survey. 44% of services above 85% 55% of services above 85% 77% of services above 85%

How We Can Help!

If you would like assistance in developing your strategic plan –

  1. You may be interested in looking at our three strategic planning packages – we can provide a professional facilitator to guide your team through the process.
  2. Or consider having one of our strategy coaches consult with you over the phone on developing your strategy.
  3. In addition, you can learn more about strategic planning techniques through our instructor-led course, The Secrets to Facilitating Strategy.

Please contact your client relationship manager for additional information.  You can reach us at 800-824-2850. We look forward to hearing from you soon!

Goal Broad, long-term aims that define accomplishment of the mission
Objective Specific, measurable, achievable targets that define accomplishment of a goal over a specified period of time.