Good HR goals for 2027 translate organizational goals into concrete results. Think of increasing employee engagement, reducing staff turnover, and encouraging development. Determine per goal what you want to achieve and how you measure progress. With a zero measurement, a concrete target, and clear KPIs, you can see whether HR initiatives are actually delivering results.
12 HR goals for 2027 with KPIs
| HR objective | Example of a KPI |
| 1. Increase employee engagement | Engagement score or eNPS per quarter |
| 2. Reduce voluntary staff turnover | % of employees that voluntarily leave the company per year. |
| 3. Structurally organizing evaluation | % of employees that receive recognition at least once a month. |
| 4. Making core values visible in behavior | % recognition that it is linked to a specific core value. |
| 5. Improve onboarding | Average satisfaction score of new employees after 30 and 90 days. |
| 6. Stimulating learning and development | % of employees with an up-to-date personal development plan. |
| 7. Strengthening leadership | Average assessment of managers by employees. |
| 8. Increase internal mobility | % of vacancies filled by internal candidates. |
| 9. Supporting sustainable employability | Absenteeism frequency and employability score |
| 10. Improve employee experience | Average satisfaction score per phase of the employee journey. |
| 11. Strengthening employer branding from within | % of new employees who are nominated by an employee. |
| 12. Consistently following HR goals | % HR targets that are evaluated each quarter. |
A KPI shows whether you are making progress, but does not automatically explain how a result is achieved. For example, if the engagement score drops, it is important to talk to employees and investigate what is causing it. In our article about Measuring employee engagement with KPIs find concrete benchmarks to further map out engagement.
Which HR goals deserve priority in 2027?
Don’t start with twelve projects at once. Choose three to five goals that are demonstrably aligned with the organizational strategy and the biggest HR issues.
Does your organization face staff shortages or high turnover? In that case, retaining employees can be an important priority. If you want to strengthen the organizational culture, focus on desired behaviors, the promotion of core values, and the systematic appreciation of employees. To translate these goals effectively into concrete actions, a clear role for HR is essential. Strategic HR important.
A place on the HR agenda also deserves praise. Make it part of a recurring process in which managers and colleagues identify which behaviors they value, what the impact is, and why they are important for the organization. This examples of employees appreciated show how to approach this in practice.
A place on the HR agenda also deserves praise. Make it part of a recurring process in which managers and colleagues identify which behaviors they value, what the impact is, and why they are important for the organization. This examples of employees appreciated show how to approach this in practice.
From HR goal to implementation
For each objective, determine the current situation (zero measurement), the result you want to achieve (target value), who is responsible and when you evaluate progress. Then determine which actions are needed to achieve the goal. For example, do you want to systematically organize appreciation? Consider fixed recognition moments, peer-to-peer recognition and personal rewards. With JobRewards, employees and managers can easily express and receive appreciation. HR gets insight into the distribution and progress, so that appreciation becomes a structural part of the organization.
Do you need to substantiate your internal budget and support base? Then use the Valuation business case as a deepening step.