Using OKR for HR digital transformation

Use OKR Conduct HR Digital transformation

You may have heard a lot about the digital transformation of human resources recently , But you may not I've heard that many of these projects failed at the first time . A bad start can mean a lot of remedial work , Content with a half baked solution and a bad employee digital experience .

There are many factors that can lead to the failure of the transformation plan . One of the most common cases is ： There is no basis for understanding that the focus of the plan is to achieve or develop measurable business results . however , Commit early to establishing clearly defined and broadly supported goals and key outcomes (OKR) It's an important first step .

Use OKR Models can help you clarify your goals and priorities for pursuing digital transformation . When you start outlining your goals （O） when , It helps organizations figure out how to make decisions and focus on important things , Key results （KRs） Take this understanding to a new level , Because the results are measurable 、 Transparent , And drive the team's actions .

Here are Tita Customer use OKR To support the organization's digital transformation of human resources .

Catalog
1 Define what is most important
2 Focus on the important things
3 Outline clear results and ownership
Define what is most important
Start with a broad dialogue , Explore why you want to go digital . Involving all stakeholders will help you see clearly where everyone has agreed , Where they haven't agreed yet . Knowing that , You can ask for extra effort to keep everyone consistent before you start .

People try to avoid these conversations , But I know there's no way around it , It's better to solve it early , Setting a goal is a good way to solve it early and make everyone on the same page . If you don't take this step at first , These deviations will occur in the process of transformation , And destroy your motivation .

Talk to stakeholders throughout the enterprise from top to bottom , Then support again . What both ends are looking for is to make clear what the pain point is , What is important , And where the organization is struggling , Talk to people in the industry , Because it will let you know more about HR What is considered important .

Focus on the important things
Once you have identified your priorities , And everyone agrees on the direction you want to take , Write your goals in a way that will help you stay on track . Keep your goals short and easy to master , Because you want to use it as a change management tool , If they are short and sweet , They are easier to remember , It's also easier to consume .

Having something simple and memorable can help people at work understand their priorities , So that everyone is moving in the same direction . Consider consulting your marketing department , To help you write goals that are both meaningful and memorable .

Find out , In some cases , Just two words can make a big impact on your journey to digital transformation . In a project , We have one called ‘ Data first ’ The goal of , All processes must be reviewed through this lens ： Does the process capture the right data to fully automate transactions and / Or ultimately provide business insight ？

As you go through the transformation process , Have clear 、 Targeted goals will remind you of your priorities when you encounter obstacles . When we encounter obstacles —— We will encounter many obstacles during the digital transformation —— I will use these goals and emphasize to the customer , With our goal （ So in scope ） comparison , This question is very important , Or it doesn't matter （ So out of range ）.

This can help you determine whether the problems encountered during the resolution process will add value to the planned work , Or just distract from achieving business results .

Outline clear results and ownership
The last item in the digital transformation of human resources OKR Setting is to determine the key results , This shows that you have achieved your goal . Individual goals may be vague or ambiguous , Key results are reinforced by indicators . The key results you superimpose on your goals do give people some specific goals .

without OKR, The company may have a key performance indicator (KPI) list , And do not know how they adapt to the larger environment or the relationship between them . When you combine goals with key results , You create a level of transparency , If you only have goals or only KPI, You can't get this transparency .

OKR Another advantage of the model is that it emphasizes ownership . Use RACI Model —— be responsible for 、 be responsible for 、 Consultation and knowledge —— Further clarify who is responsible for each key result along the way . The model assigns overall responsibility , Responsibility for specific deliverables , Who should the team consult , And who needs to keep abreast of progress or obstacles .

For organizations that have never experienced transformation , Even small transformations , Want to be as clear as possible about the tasks associated with these goals , This is particularly important for digital transformation , The goal may involve multiple key participants in the entire business , Including human resources 、 Operations and IT.

OKR Can help you in HR Be clear about your goals in the digital transformation , And stay on track as you complete the process . Set up OKR It is one of the first tasks for her to guide customers to complete the transformation .

Learn more about how customers use Tita The platform achieved results , Apply now 《 Product presentation 》 .