HR SMART Goals: The What, How, And 12 Examples - AIHR

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HR SMART goals enable HR teams and practitioners to achieve what they set out to do. They help prioritize and focus efforts where they’re most needed. Let’s look at everything you need to know about HR SMART goals and discuss 12 examples.

ContentsWhat are HR SMART goals?Why should you set HR SMART goals?HR SMART goals examples– SMART goals for HR teams– SMART goals for HR business partners– SMART goals for HR generalists– HR professional development SMART goalsHR SMART goals best practicesHR SMART goals templateFAQ

What are HR SMART goals?

HR SMART goals are specific, measurable, achievable, relevant, and time-bound objectives set by Human Resources (HR) professionals to improve various aspects of HR functions within an organization, align with organizational goals and drive performance. The SMART goals framework provides clear direction for your HR initiatives and individual objectives, and helps you evaluate their progress and success.

Here’s a more detailed breakdown of the SMART acronym:

Specific: Narrow down the who, what, where, when, and why of what you want.
Measurable: Choose criteria to track progress and mark success.
Achievable: Ensure the goal is reasonable considering available skills and resources.
Relevant: The purpose matters in the context of the situation.
Time-bound: Set a specific timeframe with a clear deadline.

HR is a complex, people-focused field that can be unpredictable. With so many factors at play, HR professionals must stay centered on the most important objectives. SMART goals help you define the crucial tasks within a team’s scope of responsibility. Additionally, each team member can set individual goals to support the team and grow their HR career.

We’ll provide more HR SMART goals examples below, but here is what one looks like:

“Obtain authorization and implement an HRIS by the end of the fiscal year to save roughly 45 minutes of HR administration time per week.”

Why should you set HR SMART goals?

Elaborate goals might sound impressive, but they are often vague and difficult to track and measure. It’s more effective to have a practical, concrete objective you can visualize working toward as part of your day-to-day activities.

The SMART goals approach produces better results for HR in the following ways:

Improves focus and performance

By setting clear, attainable goals, HR professionals have a clear picture of their priorities and progress. SMART goals for HR professionals offer a sense of direction and the right frame of mind about what people are striving for and why and when they want to achieve it.

You can focus on the end result while taking the necessary steps and staying motivated. This positively impacts the HR team’s performance and will strengthen their ability to achieve their goals.

Example

By setting a SMART goal to “Increase employee engagement scores by 15% within the next year through quarterly feedback surveys and targeted improvement programs”, the HR team knows precisely what to aim for and can plan specific actions to achieve this target.

Builds more accountability

If individual team members and the team itself set goals to achieve, it creates a culture of accountability. People know what they want to achieve and can monitor how it’s going.

When everyone knows how much time they have to meet the goal, they can dedicate their efforts toward making sure they finish their work on time. When a deadline comes within the overall goal timeframe, you can discuss why those responsible met or missed it and decide how to get back on track, if necessary.

Enables you to showcase results to leadership

A SMART goal can help everyone envision what success looks like using numbers. If you can show leadership how things are progressing and offer tangible results, they’ll understand the value of what you’re doing. You’ll be able to show HR’s impact on the organization and secure more support for your initiatives.

HR SMART goals examples

You can set HR SMART goals for all aspects of Human Resources, from recruiting and onboarding to employee engagement, professional development, and organizational culture. This allows you to systematically address and improve various aspects of HR. The SMART goal framework is also helpful in guiding your professional development.

You can use these examples of HR SMART goals for inspiration:

SMART goals for HR teams

HR teams can set SMART goals to take a structured approach to improving HR processes and outcomes. This helps the HR department stay aligned and focused on their priorities and effectively contribute to overall organizational success.

1. Employee engagement SMART goal

Increase employee engagement by 20% within the next six months by implementing an employee recognition program and flexible work hours to stimulate employee satisfaction and productivity.

Specific: Boost employee engagement through a new recognition program and flexible work hours.
Measurable: Target employee engagement survey results of 70%, up from 50%.
Achievable: Designate one team member to design the program, and get leadership on board with offering flexible work hours.
Relevant: Better employee engagement leads to higher productivity.
Time-bound: By the following employee engagement survey in six months.

2. Employee benefits SMART goal

In the next 45 days, conduct an employee satisfaction survey regarding benefits and use data to propose potential adjustments to the current benefits package.

Specific: Use survey insights to reveal whether current benefits meet employee needs.
Measurable: Assess survey data to determine the level of satisfaction with current benefits.
Achievable: Ensure survey software is in place, and the HR team is capable of assessing the data and making recommendations for changes to benefits.
Relevant: The right benefits package will attract and retain employees.
Time-bound: Within the next 45 days.

3. Recruiting cost SMART goal

By the end of the calendar year, reduce recruiting and new hire costs by 15% by focusing on current employee engagement and pay satisfaction. Conduct surveys and interviews to improve talent retention.

Specific: Reduce recruitment costs by focusing on how to keep current employees.
Measurable: Target 15% reduction in costs.
Achievable: Ensure the target percentage is reasonable, and use survey data to determine how to keep employees satisfied with their work environment and pay.
Relevant: Reduced turnover saves time and money.
Time-bound: By the end of the calendar year.

4. Employee performance SMART goal

In the next six months, develop a KPI-based employee bonus system to inspire productivity by rewarding top performers.

Specific: Increase productivity by motivating employees to be top performers.
Measurable: Give rewards to reflect improved performance.
Achievable: Ensure leadership approves the funding and suggest a preliminary structure and KPIs, so there’s adequate time to set up the program
Relevant: Employees work harder when a financial reward is attainable.
Time-bound: No later than six months from now.

5. Efficient hiring SMART goal

Clarify job postings and automate the candidate review process to fill 25% more positions within their hiring deadlines by the end of next quarter.

Specific: Speed up candidate review process to fill positions quicker.
Measurable: Aim to fill 25% more positions by the deadline.
Achievable: Prepare clear, specific job postings to attract more qualified candidates, and purchase a hiring software tool to save time communicating with and getting candidates through the interview process.
Relevant: Promptly filled positions get new hires onboarded and productive sooner.
Time-bound: By the end of next quarter.

6. Professional development SMART goal

Within six weeks, set up quarterly speaker sessions where subject matter experts discuss topics to help employees enhance their soft skills and prepare for career advancement. Survey employees after each session to gauge its learning benefit.

Specific: Expand employee professional development program with quarterly speaker sessions. Consider topics like communication, negotiation, public speaking, and time management skills.
Measurable: Use survey data to reveal each session’s worth.
Achievable: An HR team member will research and schedule speakers, as well as promote each session. The budget has room for paying speakers from outside the organization when necessary.
Relevant: Developing employees will help build a talent pipeline.
Time-bound: Within six weeks.

7. Onboarding SMART goal

Implement onboarding software to streamline training, improve information retention, and speed up new hire readiness for their jobs by 20% at the one-year mark.

Specific: Make onboarding more efficient using software to centralize policies, procedures, and training. Improve information retention through gamification within the program.
Measurable: Target a 20% decrease in the time it takes to onboard hires and make them productive.
Achievable: Get software purchase approved; it will track how long it takes to onboard each new employee.
Relevant: Less time onboarding new hires results in cost savings and more productivity.
Time-bound: By one year post-implementation.

8. Organizational culture SMART goal

Better communicate and reflect organizational values to influence culture. This will boost annual employee experience survey numbers in the “positive work environment” area by 10% in next year’s survey.

Specific: Incorporate organizational values into decisions and corporate communication so employees recognize and model behaviors that foster a more positive work environment.
Measurable: Target a 10% increase (from 65%) in employee experience survey participation.
Achievable: Emphasize organizational values to middle and upper management.
Relevant: Employees who feel aligned with their company culture feel more committed to the organization.
Time-bound: By next year’s survey.

SMART goals for HR business partner

HR business partners (HRBPs) play a crucial role in aligning HR practices with business objectives. SMART goals for HRBPs are designed to address the specific needs of their business units, ensuring that HR initiatives support overall business strategy and drive performance.

These goals might focus on talent development, employee retention, leadership training, and other strategic areas that directly impact the business unit’s success.

9. Talent development SMART goal for sales department

In the next three months, implement a leadership development program for the Sales Department to identify and train 10 high-potential sales representatives for future leadership roles, achieving the first cohort’s graduation within nine months.

Specific: Create a program to develop leadership skills among high-potential sales representatives.
Measurable: Track the progress and performance of 10 high-potential sales representatives.
Achievable: Utilize existing training resources and external providers for a tailored program.
Relevant: Ensures a strong leadership pipeline and supports sales strategic goals.
Time-bound: Launch within three months and graduate the first cohort within nine months.

10. Employee retention SMART goal for IT department

Reduce voluntary employee turnover in the IT department by 10% over the next year by implementing a comprehensive employee engagement and retention strategy tailored to IT professionals.

Specific: Implement strategies to reduce voluntary turnover among IT staff by increasing engagement and retention.
Measurable: Use exit interview data and employee surveys specific to the IT department.
Achievable: Create and execute tailored career development plans and recognition programs that have been budgeted for.
Relevant: Lower turnover rates lead to reduced recruitment costs and a more stable workforce.
Time-bound: Implement within three months and measure quarterly to achieve the target by the end of next year.

SMART goals for HR generalist

HR generalists are typically responsible for a wide range of HR functions, from compliance and policy management to employee relations and recruitment. SMART goals for HR generalists often aim to keep all HR operations efficient, compliant, and effective.

11. Compliance and policy update SMART goal

In the next six months, review and update all company HR policies to ensure compliance with the latest labor laws and regulations.

Specific: Conduct a comprehensive review and update of all HR policies within a specific timeframe to align with current labor laws.
Measurable: Complete the review and update process for each policy, with documented changes and communication to employees.
Achievable: Allocate time each week to review policies, consult with legal experts, and collaborate with the HR team.
Relevant: Keeping policies up-to-date ensures legal compliance and reduces the risk of potential lawsuits.
Time-bound: Finish the review and updates within six months and conduct a follow-up audit to ensure he effective implementation of all changes.

12. Offboarding improvement SMART goal

In the next three months, enhance the employee offboarding process to improve exit interview completion rates and gather actionable feedback to reduce future turnover by 20%.

Specific: Improve the offboarding process to ensure a smooth transition for departing employees and gather comprehensive feedback.
Measurable: Increase exit interview completion rates and use feedback to identify and address common reasons for turnover.
Achievable: Develop a standardized offboarding checklist and survey, and train HR staff to conduct thorough exit interviews.
Relevant: A well-structured offboarding process provides valuable insights to reduce future turnover and improves the company’s reputation among former employees.
Time-bound: Implement the improved offboarding process within the next three months and measure its effectiveness over the following six months.

HR professional development SMART goals

These goals help HR professionals build competencies that can contribute to their career advancement and the overall effectiveness of the HR department. They can focus on personal growth and skill building in different areas of HR, as well as soft skills.

13. Time management SMART goal

I will improve my time management skills in the next month to be more productive at work and maintain a better balance between my job and my personal life.

Specific: Set aside two hours of every workday to focus solely on the most important tasks.
Measurable: Use a timer to block out these two hours in my daily calendar.
Achievable: Plan which two hours will be best for each day and notify my co-workers that I’d rather not be disturbed.
Relevant: More focused time on crucial tasks will allow me to go home at the end of work hours.
Time-bound: I will commit to doing this for a month to evaluate its benefits.

14. People analytics skills SMART goal

In the next four months, I will enhance my skills in people analytics by completing an online certification course and applying data analysis techniques to at least two HR projects to improve decision-making and strategy.

Specific: Complete an online certification course in people analytics and apply learned techniques to HR projects.
Measurable: Earn the certification and successfully apply analytics to two HR projects.
Achievable: Dedicate three hours per week to the online course and select two HR projects suitable for analytics application.
Relevant: Developing expertise in people analytics will improve data-driven decision-making and strategic planning within HR.
Time-bound: Complete the certification and apply analytics within four months.

15. Mentoring SMART goal

Within the next two weeks, I will establish a mentor relationship with someone I trust and respect, who is willing to invest in helping me grow in my career.

Specific: Approach my former co-worker, who is now an HR Director, to suggest meeting for coffee once a month to discuss HR issues.
Measurable: The relationship will either be or not be established.
Achievable: I feel confident this person will be willing to meet with me and that we’ll both make it a priority.
Relevant: Having a mentor relationship will provide me with sound advice and a fresh perspective on the world of HR and how I fit into it.
Time-bound: Contact mentor within two weeks and maintain meetings for at least six months.

16. HR certification SMART goal

I will prepare myself for career advancement by obtaining an HR Business Partner certification in the next three months.

Specific: Take an online, self-paced course to learn how to be an HR Business Partner and have the credentials to be a competitive candidate.
Measurable: Earn certification.
Achievable: Devote 2.5 hours of free time per week to the course and finish it in 12 weeks.
Relevant: A certification will prepare me to become the HR Business Partner I want to be.
Time-bound: Within 3 months.

17. Public speaking SMART goal

I will attend a public speaking club for one year to become a better public speaker responsible for engaging presentations.

Specific: Join a public speaking club to improve presentation skills.
Measurable: My fellow group members will notice and comment on my growth.
Achievable: I feel motivated to do this and can devote the required time to meetings.
Relevant: Being a better presenter will expand my influence within the organization.
Time-bound: Join now and stick with it for one year.

Get more inspiration HR Professional Development Goals: How To Set Them [FREE Templates]

HR SMART goals best practices

The HR SMART goals examples above are a great starting point for setting goals for your team and yourself. Here are five best practices to guide you in defining what you want to achieve:

1. Be ambitious but realistic

A SMART goal should be worthwhile but not so daring that it’s unrealistic and impossible to stay motivated about. It also shouldn’t be so simple that it won’t be a challenge at all. There’s no need to formalize something you know you can and will accomplish.

You know your field and yourself, so you can consider whether a goal is sensible and doable. Ask yourself these questions:

Is this practical?
Do I have or can I access the necessary resources?
Are there any preliminary steps I must take before attempting this?
Can I fully commit to this?
Will the end result be worth the required effort?

There’s a difference between a dream and a goal. If your aspiration can only be attained in the very long term, break it down into smaller, short-term SMART goals that will help you reach your ultimate target.

2. Start with a non-SMART goal and revise it

Don’t worry if you’re not sure how to make your goal a SMART one. It’s normal to be unable to immediately establish a SMART goal for everything you want to achieve.

You can start with a goal that is not SMART, then discuss with your team how to make it SMART. Let’s use one of the above examples and go through the SMART goal process:

Regular goal: Better manage HR processes and employee information.

Make it specific: Implement an HRIS.
Make it measurable: It will save (this much) of HR’s time.
Make it achievable: Leadership must approve the necessary funds, which must be included in the budget.
Make it relevant: Why does this matter (because it will save time and improve accuracy)?
Add a timeframe: By the end of the fiscal year.

SMART goal: Obtain authorization and implement an HRIS by the end of the fiscal year to save roughly 45 minutes per week of HR administration time.

3. Work off of organizational and departmental objectives

Personal career aspirations aside, what your organization and department are trying to achieve must also guide your goals. If your goal is misaligned with big-picture priorities, it’s a waste of time and resources.

Where you focus your efforts has a direct effect on business success. SMART goals will help you measure how well you’re reaching the organization’s objectives. Once you accomplish your own goals related to these, your team or department will play a visible role in company achievements.

A framework to help you with this is OKRs (Objectives and Key Results). Here’s what working off of your organizational objectives could look like:

OKRs: Set at the organizational or departmental level, defining broad goals like improving employee retention or improving talent acquisition.
KPIs: Metrics (e.g., employee retention rate, time to hire, or training completion rate) used to measure progress towards OKRs.
SMART goals: Specific actions and initiatives such as implementing a new onboarding process within three months to reduce time to productivity for new hires.

4. Create an action plan for achieving your goals

A SMART goal is your destination. However, you must also have a clear roadmap of how to reach that destination. A SMART goal action plan gets you organized and breaks down what you want to accomplish into more manageable steps or short-term goals.

When you work on team SMART goals, be sure to get the rest of the team’s say in the action plan. That way, you can explain less obvious steps and obtain input about points you may not have considered. Here are some tips for designing your plan:

Set your SMART goal and put it in writing
Come up with five to 10 actions to take or milestones to reach, and specify timeframes/deadlines for each
Identify potential obstacles you may encounter so you can prepare for or avoid them
Fight setbacks and self-doubt and follow through with each step
Acknowledge and celebrate progress.

Devising an action plan makes your SMART goal more tangible as you work through the steps and reach milestones along the way. We’ve created this handy HR SMART goals template that you can use to create a roadmap for achieving your goals:

GET HR SMART GOALS TEMPLATE

5. Evaluate progress and results

Once you’ve put your action plan in motion, it’s wise to review your progress and results regularly. This will help you identify where you should focus your efforts, areas for improvements, and where you might need to push deadlines. You can cover the basics by asking:

Are we following along the plan the way we intended to?
Is the project moving forward?
Should we make any adjustments to the plan?

You may want to look at your shorter-term outcomes every month and the results of your longer-term initiatives on a quarterly basis. Monitoring your progress will also serve as powerful motivation to keep you on track. Last but not least, don’t forget to celebrate your achievements!

To sum it up

Setting SMART goals is beneficial on both the individual and team levels. They give you a clear destination, direction, and picture of your progress. What’s more, they drive motivation by laying out a defined target to aim for, in turn helping you and your team perform better.

FAQ

What is a SMART goal in HR?

A SMART goal in HR is a specific, measurable, achievable, relevant, and time-bound objective HR professionals set to improve different aspects of HR. This approach helps HR professionals set clear and actionable targets, track progress, and ultimately, achieve their goals. What is an example of an HR goal?

An example of a SMART HR goal is to improve employee engagement within the company by 15% over the next six months. HR can achieve this by implementing a new employee recognition program and offering flexible work hours to enhance employee satisfaction and productivity. They can measure progress towards this goal through employee engagement surveys conducted before and after the implementation of these initiatives. How to set goals for HR?

To set effective HR goals, align them with the organization’s OKRs (Objectives and Key Results) to ensure they support overall business strategy. Use the SMART criteria to make these goals Specific, Measurable, Achievable, Relevant, and Time-bound, ensuring clarity and trackability. This structured approach helps HR contribute meaningfully to organizational success. Follow us on social media to stay up to date with the latest HR news and trends LinkedIn Facebook Pinterest Twitter

Andrea Boatman

Andrea Boatman is a former SHRM certified HR manager with a degree in English who now enjoys combining the two as an HR writer. Her previous positions were held with employers in the education, healthcare, and pension consulting industries.