How do I create measurable indicators for a goal like this?
There is no shortage of questions like this. This is especially common in the people operations department, or to use a term from the 2000s, the human resources department. Why don’t you just smile and make it up as you went along? Suddenly you’re all dressed up. I’m not a child.
Oh, you know the relationship between goals and key results (KRs)? It’s a simple model where there is an emotional abstract expression called a goal, and about three measurable KRs tied to it that can be said to have met the goal.
HR Benefits Program
ＧＯＡＬ ：
Operate a benefits program that you can be proud of.
ＫＲ１：
Increase employee utilization of benefit programs.
０％ → ９０％
ＫＲ２：
Conduct a survey of benefits programs at 100 companies (over 100 employees)
０社 → １００社
ＫＲ３：
Compress the benefits budget per team member.
７０,０００ yen → ５０,０００ yen
HR training programs
ＧＯＡＬ ：
Implement a personal development program for all team members.
ＫＲ１：
Get all team members to approve career roadmap
0 members → 200 members
ＫＲ２：
Achieve a 9.0 NPS score in a self-help program.
０ｐｔ → ９．０ｐｔ
ＫＲ３：
Increase the completion rate of personal development programs.
０％ → ８０％
Recruitment by Human Resources Department
ＧＯＡＬ ：
Build an effective recruitment scheme and onboarding process.
ＫＲ１：
Reduce employment costs.
２００,０００yen → １００,０００yen
ＫＲ２：
Achieve 90% satisfaction with the onboarding process
０％ → ９０％
ＫＲ３：
Increase the number of people you interview about their onboarding experiences.
０ → １０
