SMART Goals Examples for HR Success

Smart goals examples show how HR teams can set specific, measurable, achievable, relevant, and time-bound objectives. These examples improve efficiency, accountability, and performance within human resources departments.

By Douglas Wade, Attorney

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Table of Contents

1. What are SMART goals examples?

2. What are SMART goals for HR?

3. What are the benefits of SMART goals for human resources?

4. HR SMART objectives: recommended methods

5. HR SMART objectives case studies

6. In conclusion

What are SMART goals examples?

Human resources (HR) SMART goals help teams and practitioners accomplish their objectives. They are useful for determining what needs doing first and directing resources there. In this article, we will go over the 12 examples of SMART goals in HR and cover all the information you need to know.

What are SMART goals for HR?

If you want to accomplish something, you need a goal to guide your efforts and celebrate when you reach it. If you want to achieve your goals, the SMART framework is a great tool to use.

As an acronym, SMART stands for the following five qualities of a good goal:

Specific: Describe your goals in more detail, including the who, what, where, when, and why.

Measurable: Pick out KPIs to monitor development and evaluate results.

Achievable: Make sure the objective makes sense in light of the abilities and resources at hand.

Relevant: Given the circumstances, the goal is important.

Time-bound: Establish a precise deadline and a time limit.

Human resources is an unpredictable, intricate, and people-oriented profession. Human resources experts, with all the moving parts, need to keep their focus on what really matters. The SMART framework is useful for determining the boundaries of a team’s responsibilities and setting appropriate objectives. In addition, everyone on the team has the opportunity to advance their HR career while also contributing to the team’s overall objectives.

Here is an example of a SMART goal for human resources; we will share more examples below:

“Get the green light and roll out an HRIS by the fiscal year’s end to free up about 45 minutes every week for HR admin.”

Human resources can figure out how to divide the overarching SMART goals into milestones by establishing key performance indicators and objectives and important results.

What are the benefits of SMART goals for human resources?

Though they sound great in theory, lofty goals are notoriously hard to monitor and evaluate in practice. It is more useful to have a measurable goal that you can see yourself achieving as you go about your daily tasks.

Here are a few situations in which the SMART goals framework improves HR objectives:

1. Boosting efficiency and focus

Human resources professionals can better organize their priorities and track their success when they establish clear, attainable goals. With the help of SMART objectives, people may get their minds around what they want to accomplish and how they want to get there.

2. Keeping motivated and focused on the final outcome

Because of this, the HR team’s performance improves, and they are more likely to succeed in reaching their objective.

3. Allowing for increased responsibility

There will be more responsibility and ownership in the team dynamic if everyone pitches in to make goals and sees them through. Everyone has a clear goal in mind and can see how they’re progressing towards it.

Everyone can focus on getting their work done on time when they know how much time they have to reach the goal. When a deadline is within the allotted time for the project, you can evaluate its success or failure and, if need, figure out how to resume the project.

4. Having evidence to present to upper management

Everyone can better picture the monetary value of success when they use a SMART goal framework. Leadership will appreciate your efforts more if you can demonstrate their impact and provide concrete outcomes. More people will back your ideas if you can demonstrate the value HR adds to the company.

HR SMART objectives: recommended methods

To make sure you set good goals, there is more you can do than just look at the SMART framework. To help you out, here are five things to keep in mind:

Set ambitious but attainable goals

A SMART goal is one that has value but isn’t so audacious that it’s hard to keep oneself motivated. It should also not be so basic that it isn’t challenging. There’s no point in making a formal commitment for something you’re already planning to do.

You have a good grasp of your area and of yourself; so, you can assess the reasonableness and feasibility of an objective. Consider the following questions:

How realistic is this?
Can I get my hands on the things I need, or do I already have them?
Is there anything I need to do before this?
Am I able to give this my all?
Is the work that goes into it going to be worthwhile?

A dream and an objective are not the same thing. If your dream will take a very long time to achieve, make it more manageable by setting SMART objectives for the near future.

Get your feet wet with an objective that isn’t SMART and work your way up

You might not know how to transform your departmental aspirations or problem-solving objectives into a SMART goal. No need to beat yourself up if you can’t think of a SMART goal for every single thing you want to accomplish right now.

You and your team can begin with an unSMART goal and then figure out how to transform it into a SMART one. Using the above situation as an example, let’s go through the SMART goal process:

Objective: Improve the management of human resources procedures and employee data on a regular basis.

Refine your focus: Establish an HRIS.
Put a number on it: The time it saves the HR department will be (this amount).
Make it attainable: The required finances will be budgeted for and authorized by the leadership.
Show how it relates: What is the significance of this? How will it save time or increase profit or productivity?
Include a time frame: By the conclusion of the fiscal year.
SMART objective: Save about 45 minutes of HR administration time per week by implementing an HRIS and obtaining authorization by the end of the fiscal year.

Base your work on the goals set by your organization and your department.

Putting aside your own professional ambitions, your objectives should be based on the needs of your department and the overall aims of the company you work for. Spending time and energy on an aim that doesn’t mesh with the overall priorities is pointless.

The success or failure of your business is directly related to your focus. To gauge your progress toward organizational goals, use the SMART framework. Your team or department will be able to take pride in the company’s successes when you reach your personal objectives in this area.

To reach your objectives, you must first devise a strategy.

You can get where you’re going with a SMART goal. This is where you’re going. But you also need a plan, a road map, to reach your goal. To stay organized and achieve your goals, create a SMART goal action plan that breaks them down into smaller, more manageable chunks.

Make sure that everyone in the team has a say in the strategy when you’re working on SMART goals for the team. That way, not only can you clarify any steps that aren’t readily apparent, but you can also request feedback on aspects you might have overlooked.

In developing your strategy, consider the following:

Get your SMART goal down on paper.
Make a list of five to ten things you need to do or goals you want to achieve, and then give yourself a deadline for each.
Find out what might get in the way so you can either get ready for it or stay away from it.
Never give up or doubt yourself; instead, push through obstacles step by step.
Praise and celebrate achievements.

As you move through the steps of creating an action plan and experience the satisfaction of achieving milestones, your SMART objective becomes more concrete.

Assess development and outcomes

After you’ve started implementing your strategy, it’s smart to check in on how things are going and see what happens. You may use this information to pinpoint problem areas, find ways to improve them, and see if there are any areas where you need to extend due dates.

Just asking the following will get you started:

Is everything proceeding according to plan?
How far along is the project?
Is it necessary to make any changes to the plan?

Consider reviewing the outcomes of your shorter-term initiatives monthly and your longer-term initiatives quarterly.

Keeping tabs on your development will also act as a strong incentive to maintain your trajectory. Also, remember how crucial it is to reward yourself for your hard work.

HR SMART objectives case studies

Here are some SMART goal examples for teams and individuals in HR that you can use as a starting point when you create your own objectives:

Targets for the team

Engaged employees SMART objective

Within the next six months, raise staff involvement by 20 percent by implementing flexible work schedules and an employee appreciation program to boost morale and output.

Specific: Increase participation from workers by instituting a new system of rewards and allowing for more adaptable scheduling.

Measurable: A poll of employees showed that 70% were engaged, up from 50%.

Achievable: The employee recognition program will be designed by one team member, and leadership supports the idea of allowing flexible work hours.

Relevant: Increased productivity is a result of better employee engagement.

Time-bound: By the next staff engagement survey in 6 months.

Benefits for employees SMART objective

Perform a benefits satisfaction survey amongst employees within the following 45 days and use the results to suggest possible changes to the present benefits package.

Specific: Use survey data to determine whether present benefits suit employee needs.

Measurable: Survey results will show how satisfied respondents are with the benefits they currently receive.

Achievable: The HR team may evaluate the data and suggest modifications to benefits based on the survey software that is in place.

Relevant: Offering competitive perks helps recruit and keep top talent.

Time-bound: During the next forty-five days.

Recruitment budget SMART objective

Cut the cost of hiring new people by 15% by the end of the year by focusing on keeping current employees happy with their pay and how engaged they are with their jobs. Find out how to keep your best employees by conducting surveys and interviews.

Specific: Focus on how to keep present employees to cut down on the cost of hiring new ones.

Measurable: Reduce costs by 15%.

Achievable: The target % is within reason, and by collecting survey data, we can identify what matters most to keep people happy with their work environment and compensation.

Relevant: Lowering turnover saves both time and money.

Timeframe: By the conclusion of the calendar year.

A SMART objective for staff performance

Establish a key performance indicator (KPI)-based staff bonus system to motivate top performers and encourage increased production within the next six months.

Specific: Increase productivity by inspiring people to perform at their best.

Measurable: Rewards will represent higher levels of performance.

Achievable: With the approval of financing and the suggestion of a basic framework and key performance indicators, there is sufficient time to implement the program.

Relevant: When a monetary reward is within reach, workers put forth more effort.

Time-bound: Within six months at the latest.

A SMART goal for effective hiring

Fill 25% more vacancies by next quarter’s end by improving job posting clarity and automating the candidate assessment process.

Specific: Accelerate the candidate review process so that vacancies can be filled more quickly.

Measurable: Aim to fill 25% more vacancies by the deadline.

Achievable: Detailed job advertising will draw in a greater number of eligible applicants. It is more efficient to use a hiring software solution to streamline the interview process and communication with candidates.

Relevant: Quickly filled roles help new hires get up to speed and productive sooner.

Deadline: By the conclusion of the following quarter.

A SMART objective for professional growth

In no more than six weeks, arrange for experts in the field to meet with staff quarterly to discuss ways they may improve their soft skills and position themselves for future promotions. After each session, poll the staff to see how much they learned.

Specific: Increase employee professional development by scheduling quarterly speaker sessions. Effective communication, bargaining, public speaking, and efficient use of time are all on the table.

Measurable: Survey results will indicate the value of each session.

Achievable: A member of the HR staff will plan and organize the speakers and publicize each event. When needed, the budget can cover the cost of external speakers.

Relevant: Employee development will contribute to the creation of a talent pipeline.

Time-bound: Six weeks or less.

SMART goal for onboarding

Get new hires up and running on the job 20% faster after a year by using onboarding software to simplify training, boost knowledge retention, and expedite the onboarding process.

Specific: Using software to consolidate policies, procedures, and training will make onboarding more efficient. Program gamification enhances memory retention.

Measurable: A 20% reduction in the time it takes to have new employees ready and productive.

Achievable: The software purchase has been approved, and it will measure the time it takes to onboard each new employee.

Relevant: Less time spent onboarding new employees leads to lower expenses and increased output.

Time-bound: One year after deployment.

A SMART objective for the company’s culture

Improve the “good work environment” section of the annual employee experience survey by 10% in the next year by better communicating and reflecting company values to impact culture.

Specific: Incorporate organizational principles into decision-making and corporate communication so that employees recognize and mimic behaviors that promote a more positive work environment.

Measurable: Increase the employee experience survey response rate from 65% to 75%.

Achievable: Middle and senior management will be encouraged to prioritize company values.

Relevant: Employees who identify with their business culture are more dedicated to the organization.

Timeline: By next year’s survey.

Personal SMART objectives

The SMART framework for time management

To be more efficient at work and have a better work-life balance, I intend to work on my time management abilities during the next 30 days.

Specific: I will devote two hours of each workday to completing the most vital tasks.

Measurable: I can use a timer to add the two hours to my daily schedule.

Achievable: I can schedule which two hours are best for each day and warn my coworkers that I prefer not to be interrupted.

Relevant: Spending more time on important activities will allow me to leave work earlier.

Time-bound: I plan to do this for a month to assess the benefits.

SMART goal mentoring

I intend to connect with an influential person who is prepared to guide my professional development by sharing their knowledge and experience with me during the next two weeks.

Specific: Talk to my former coworker, who is now an HR director, about getting together once a month for coffee to talk about HR problems.

Measurable: The status of the relationship can be determined with absolute certainty.

Realistic: I’m optimistic that we’ll both prioritize our meeting and that this individual will be open to it.

Relevant: Having a mentor will provide me with excellent advise and a new perspective on the world of human resources and where I fit in.

Time-bound: Get in touch with the mentor within two weeks, and continue meeting for a minimum of half a year.

SMART objective for HR certification

In order to position myself for a promotion in my current position, I intend to earn the HR Business Partner credential within the next three months.

Specific: To become an HR Business Partner and obtain the qualifications needed to stand out as a candidate, enroll in a self-paced online course.

Measurable: Obtain certification.

Achievable: I can complete the course in 12 weeks if I dedicate 2.5 hours of my free time each week to it.

Relevant: Obtaining a certification will enable me to fulfill my dream of working as an HR business partner.

Time-bound: Three months or less.

A SMART goal for public speaking

In order to hone my public speaking skills and create more interesting presentations, I intend to join a public speaking club for a year.

Specific: To get better at giving speeches, join a public speaking club.

Measurable: My teammates will see my progress and offer feedback.

Achievable: I am motivated and can commit the necessary time to meetings.

Relevant: Improved presentation skills will increase my influence inside the workplace.

Time-bound: Commit to it for a full year by signing up today.

In conclusion

Everyone, from individuals to entire teams, may benefit from setting SMART goals. With their help, you can see exactly where you’re going, how to get there, and how far along the road you are. In addition to improving your performance and that of your team, they serve as a motivating factor by providing a specific goal to strive towards.

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