10 Examples of SMART HR Goals & Objectives for 2025

Setting goals can keep employees motivated, keep your team aligned, and clarify expectations between management and employees.

Goals aren’t just great for individuals. They’re great for business too.

The right goals can support company growth, increase productivity, and reduce employee turnover.

Goals affecting individual employees, management, and company as a whole. It’s no surprise that HR goals are especially important. HR goals take a big-picture view. Strategic HR goals make all other goals within the organization achievable.

Using SMART HR goals can lead the company in the right direction.

But exactly what do SMART goals look like?

Here are real-life HR SMART goal examples outlined with each step in the SMART process.

What are SMART HR Goals?

First, let's remind ourselves of exactly what the SMART criteria are:

• S is for specific
• M is for measurable
• A is for achievable
• R is for relevant
• T is for time-bound

For HR department goals to be considered SMART, they have to address each point in the SMART system.

That can feel like a tall order, but you have to carefully craft each goal if you want them to be as effective as possible.

Below we present examples of effective HR goals and objectives that are designed to follow the SMART system. But first, let’s consider why organizations choose to implement SMART goals to begin with.

Benefits of SMART HR Goals

Using SMART goals in HR brings many benefits. They can greatly impact an organization's performance, employee satisfaction, and strategic alignment.

In fact, many leading corporations use SMART goals or similar frameworks to structure their objectives. Companies like Google use Objectives and Key Results (OKRs). While General Electric is known for its rigorous performance management systems.

Here are some of the key advantages of using SMART goals in HR departments: 

1. SMART goals require objectives to be Specific and Measurable. This helps define clear expectations for employees. This clarity helps employees know what is expected of them. It lets them focus on achieving specific outcomes.

2. Achievable and time-bound criteria help set realistic deadlines and benchmarks for performance. This structure aids in monitoring progress and providing timely feedback. This is crucial for performance improvement and accountability.

3. SMART goals ensure individual objectives align with broader organizational goals. By setting Relevant goals, HR helps employees see how their work contributes to the company's success. This increases motivation and engagement.

4. SMART goals are specific and measurable. They foster better communication between managers and employees. This allows for prompt issue addressing and goal adjustment. These ensure continuous alignment with changing business needs.

5. When employees understand how their work fits into the larger picture, they are more motivated. They get real, clear goals. This boosts their engagement and job satisfaction.

6. The measurable aspect of SMART goals allows HR and management to make informed decisions based on data. This approach is based on evidence. It assesses performance and plans development. It leads to better HR strategies and interventions.

7. Setting time-bound goals creates a cycle of regular review and adjustment of objectives. This encourages a culture of continuous improvement. Lessons learned from past performance are integrated into future goal-setting activities.

8. SMART goals are integral to personal development plans. They help employees identify areas for growth and the steps needed to achieve career aspirations. This benefits the individual and aids the organization in nurturing and retaining talent.

9. By setting specific and relevant goals, organizations can better allocate their resources. This includes time, budget, and personnel, to areas with the highest impact on achieving strategic objectives. 

Examples of SMART Goals for HR Departments

Specific goals are easier to achieve because the goal itself tells you what to do. Here are a few examples that show you how to make sure they are measurable, achievable, relevant, and time-bound too.

Example 1: Increase employee engagement by 10% within the next quarter

Specific: 

Even with a goal as seemingly specific as this one, you should still get even more specific.

How are you going to increase engagement? You might do it through:

• Regular feedback
• Recognition programs
• Team-building activities

Measurable: 

Surveying employees and managers is a great way to get the data for this goal. Just make sure you take the time to create a clear, concise, measurable survey to get the best data.

Achievable: 

Is achieving a 10% increase in engagement even achievable?

Conduct an assessment of the current state of employee engagement. This will help you identify possible strategies that will help you achieve your goal.

Relevant:

Employee engagement is crucial for performance and retention. That makes this goal perfectly aligned with HR and organizational objectives.

Time-bound:

Set out to achieve the goal at the end of the quarter. This gives you enough time to see if you have achieved your goal with the ability to modify the goal or come up with a new one for the next quarter.

Example 2: Reduce employee turnover by 5% in the next year

Specific:

Take a deep dive into exactly which retention strategies you want to use to reduce employee turnover. A few ideas include:

• Improved onboarding
• Career development opportunities
• Recognition programs

Measurable: 

The best way to track and analyze this goal is to measure turnover rates every month. Monitor the progress you’re making each month towards your 5% reduction goal.

Achievable:

The best way to see what’s working and what’s not in the eyes of your employees is to conduct an exit interview analysis. You can identify key reasons for turnover and develop targeted, achievable retention strategies.

Relevant: 

This goal is relevant because reducing turnover can lead to cost savings, increased productivity, and improved morale among remaining employees.

Time-bound: 

Set a time frame of one year to achieve a 5% reduction in employee turnover. This gives you plenty of time to conduct those exit interviews and make tweaks to see if what you’re doing is working.

Example 3: Increase employee performance ratings by 10% in the next performance appraisal cycle

Specific: 

How are you going to increase employee performance ratings?

Provide them with training and development opportunities that focus on skill-building. Plan these training sessions well ahead of time so that they don’t get squeezed out of the schedule in the name of finishing another project.

Measurable: 

Track ratings carefully during the next performance appraisal cycle. Then, compare them with previous cycles to determine if progress is being made, and if so, what’s contributing to that progress.

Achievable: 

Conducting a skills gap analysis enables you to see exactly where employees need the most support. That way you can provide targeted training programs to address those gaps.

Relevant: 

Improving employee performance is always a worthwhile goal because it can lead to increased productivity, increased customer satisfaction, and overall organizational success.

Time-bound: 

Take a baseline measurement ahead of the next performance appraisal cycle. Then, measure again at the end of the cycle to see if you achieved a 10% increase in employee performance.

Example 4: Implement succession planning to identify high-potential employees for key leadership roles within two years

Specific:

Getting specific means knowing how you’re going to identify high-potential employees and what you’re going to do when you find them.

Use performance assessments, talent reviews, and leadership assessments in the identification stage. Next, offer targeted development programs to those you have identified.

Measurable: 

Not only do you have to identify high-potential employees, but you also have to continue measuring their readiness.

Take the time to monitor their progress as they complete development programs. Then, continue to track their readiness as they take on new projects and try out new leadership opportunities.

Achievable: 

Prepare your high-potential employees for key leadership roles by conducting talent assessments, involving key stakeholders in the succession planning process, and allocatiing necessary resources for development initiatives.

Relevant: 

This is a goal that is sometimes overlooked in the name of more pressing matters. It is, however, a relevant goal for companies that want to grow and see employees grow right along with them.

With this HR goal, you can:

• Create a pipeline of qualified leads for your leadership positions
• Mitigate talent gaps
• Support organizational growth
• Create a sustainable model of promoting your best employees

Time-bound: 

By setting a time frame of two years, you can implement a succession planning program accordingly. It gives you enough time to achieve your goal with an end date so you know when to reflect on the process.

Example 5: Implement a new performance management system within the next six months

Specific: 

If you’re ready to implement a new performance management system, don’t just pick a program and see how it goes. Create a goal that gives you the time to dig into your organizational needs and goals so you’re mindfully choosing the system that’s right for your organization.

Measurable:

Create smaller deadlines for implementing different aspects of the system. You’ll have to allocate plenty of time at the beginning of the process to do research. That way you can track how each stage of the process unfolds before moving on to the next stage.

Achievable: 

The key to this goal isn't just to implement a new performance management system. It's to implement the right performance management system. To achieve that, you need to:

• Thoroughly evaluate multiple performance management systems
• Involve key stakeholders in the process
• Allocate the necessary resources for successful implementation

Relevant: 

Many companies limp along with performance management systems that don’t really work. Creating a dedicated goal for your performance management process will enhance employee performance, development, and engagement. This will lead to improved overall organizational performance.

Time-bound: 

Setting a time frame of six months gives you enough time to implement a new performance management system without feeling rushed. Start by implementing one type of performance appraisal. Once the cycle is complete, you can create a new HR SMART goal to integrate a different kind of review, like a 360 review, into the process.

Example 6: Conduct performance reviews for all employees within the next four weeks

Specific: 

Break down the performance review cycle into smaller chunks. Set aside time for goal setting, feedback, and development discussions as part of the four-week process.

Measurable: 

Tally up the completion of every performance review and monitor progress towards completion. This will allow you to take action with those who are trailing behind as the deadline approaches.

Achievable:

To achieve the goal of completing all performance reviews within four weeks, you have to allocate the necessary resources. Those include time, personnel, and technology. Make a plan upfront instead of trying to allocate resources during the process.

Relevant: 

Reviews are essential for providing feedback, setting expectations, and aligning individual performance with organizational goals. 

Time-bound: 

Four weeks gives you time to accomplish this goal without spending too much time on performance management. That way you can give it the attention it deserves with a plan to get back to business as usual when the four weeks are over.

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Example 7: Enhance employee-centric culture by improving satisfaction scores 20% through targeted initiatives

Specific:

We will raise employee satisfaction scores by 20% by the end of 2024. We will do this by carrying out a series of plans. The plans focus on well-being, recognition, and communication.

• Well-being: Start a full wellness program. It includes mental health support, fitness challenges, and health screenings.
• Recognition: We will introduce a monthly employee recognition program. It will highlight outstanding contributions and have rewards that reflect the company's values.
• Communication: Create a feedback system. It should encourage open dialogue between employees and management. It should include regular town hall meetings and an anonymous suggestion box.

Measurable:

Use a survey to measure current satisfaction levels. Do it twice per year. Use it to track improvements. The goal is to achieve a 20% improvement in the overall satisfaction score by the second survey in December 2024.

Achievable:

Allocate a budget for the wellness program and recognition rewards. Train managers on clear communication and feedback techniques. This will ensure the initiatives are properly implemented and embraced by the whole organization.

Relevant:

Building an employee-centric culture is essential for attracting and retaining top talent, enhancing productivity, and fostering innovation. These initiatives directly contribute to a positive work environment that supports the company's strategic goals.

Time-bound:

The initiatives will be rolled out starting Q1 2024, with the first satisfaction survey in June to gauge early impact and the final measurement in December 2024 to assess the achievement of the 20% improvement goal.

Example 8: Increase workforce diversity 15% to strengthen commitment to diversity, equity, and inclusion

Specific:

We aim to diversify our workforce. We will do this by targeting a 15% increase in underrepresented groups' share at all levels by the end of 2024. Enhance inclusivity by implementing mandatory DEI training for all employees and establishing a DEI committee to oversee and guide the organization's policies and initiatives.

Measurable:

Use the current workforce's demographics as a baseline. Track progress quarterly using HR metrics and reports. Measure the effectiveness of DEI training. Do this through pre- and post-training surveys. Use them to assess changes in employee attitudes and understanding.

Achievable:

Develop partnerships with diverse professional organizations and educational institutions to broaden recruitment channels. Design and deliver a DEI training program. It will cover bias awareness, cultural competency, and inclusive leadership.

Relevant:

A diverse, fair, and inclusive workplace is key. It fosters innovation and boosts employee happiness. It also reflects the global market's diversity. This goal supports the organization's broader mission. The mission is to create a more dynamic, innovative, and competitive company.

Time-bound:

The target deadline for achieving these objectives is December 31, 2024. We will set quarterly milestones. They will review progress in workforce diversity. They will also review the impact of DEI training and initiatives.

Example 9: Increase flexibility in the organization by using flexible work arrangements and agile project management

Specific:

We will introduce flexible work arrangements. These will include flexible hours, remote work, and part-time options for all employees. Our aim is to increase their satisfaction and productivity.

Adopt agile project management methods on 50% of project teams. This will enhance adaptability, innovation, and collaboration.

Measurable:

Measure the success of flexible work by using employee satisfaction surveys and productivity metrics. Do this before and after implementation. Evaluate the success of agile methods. Do this by tracking project completion rates, time to market, and team satisfaction.

Achievable:

To achieve these goals, provide training on agile methods to project managers and teams. Also, invest in the tech needed for remote and flexible work. Develop clear guidelines and support systems for employees transitioning to flexible work arrangements.

Relevant:

We must embrace flexibility in our organization. It's crucial for attracting and keeping talent. It also boosts employee engagement. And it keeps us competitive in a fast-changing business world. It aligns with the company's strategic goals to foster a dynamic, innovative, and resilient workforce.

Time-bound:

The target for full implementation of flexible work arrangements is by Q2 2024. Agile project management practices are to be adopted in relevant project teams by the end of Q3 2024. Progress will be reviewed monthly, with interim evaluations at the end of each quarter to adjust strategies as needed.

Example 10: Integrate a 360-degree feedback system with a 90% employee participation rate

Specific:

Add a 360-degree feedback system. It will let employees get feedback from peers, subordinates, and supervisors. The feedback will include advice for professional development. The system will be added to the annual performance review process. It will ensure thorough evaluations and planning.

Measurable:

The success of the 360-degree feedback implementation will be measured by:

• A participation rate of at least 90% among all employees in the feedback process.
• A 25% increase in employee satisfaction scores related to professional development and performance management, as measured by pre- and post-implementation surveys.

Achievable:

To ensure the goal is achievable:

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• Provide training sessions for all employees on how to give and receive feedback effectively.
• Invest in a robust online platform that facilitates anonymous and constructive feedback.
• Offer support and guidance through HR for interpreting feedback and creating development plans.

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Relevant:

Integrating 360-degree feedback is relevant to our goal of creating a high-performance culture. This culture values continuous improvement and development. It supports our commitment to transparency, employee engagement, and leadership development.

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Time-bound:

Roll out the 360-degree feedback system in Q2 2024, with full integration into the performance management process by Q4 2024. Conduct initial training sessions in Q1 2024 and launch the feedback cycle in Q2. Assess the start. Make changes in Q3, before the first full cycle ends in Q4.

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Recapping Examples of HR Goals for 2024

It feels good to set goals. But, if they aren't specific, measurable, achievable, relevant, and time-bound, you won't likely to see them come true.

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Take the time upfront to create HR department goals that follow the SMART framework. That way, you’ll give yourself the best chance at accomplishing exactly what you’ve set out to do.

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