HR goals often fail not because they're wrong, but because they're vague. 'Improve employee engagement' sounds good but gives no direction for action or measurement.
The SMART framework transforms fuzzy intentions into clear targets. This guide provides concrete examples of SMART HR goals and practical guidance for implementation.
SMART Framework Refresher
SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Each element matters:
Specific answers who, what, where, and why. 'Reduce turnover' becomes 'reduce voluntary turnover in the engineering department.'
Measurable means you can track progress with numbers. Add a target: 'reduce voluntary turnover by 15%.'
Achievable ensures the goal is realistic given resources and constraints. Ambitious is good; impossible is demotivating.
Relevant connects to broader business objectives. HR goals should support organizational strategy.
Time-bound sets a deadline: 'reduce voluntary turnover in engineering by 15% by Q4 2025.'
15 SMART HR Goal Examples
Recruitment goals:
1. Reduce average time-to-fill for technical roles from 45 days to 30 days by end of Q2.
2. Increase employee referral hires from 20% to 35% of all hires by year-end.
3. Achieve 85% candidate satisfaction score in post-interview surveys by Q3.