Objectives and Key Results (OKR) is a framework used to define an organization’s objectives and then the key results which can measure those objectives.
The main objective of OKR is to make sure that the employees or the team members are aligned and they work towards a clear objective which is defined.
Objective can be a company level, a team level or an Individual level.
The key results are also then defined accordingly.
OKRs are mainly public in nature within an organization so that each individual, team and management is aware about what they are doing and what others are doing.
The frequency of OKRs can be yearly, quarterly etc. Also OKR are not entirely rigid. If the company focus or team focus changes midway the OKR can be modified to align to new company vision.
The goal is not to complete all objectives with each key result fully. The goal is keep team focussed and moving in the right direction. A realistic target can be set though.
OKR was started in Intel and is today one of the popular methods of team alignment.
OKRs are reviewed regularly and presented to the stakeholders so that everyone is in sync regarding their own OKRs.
OKR Format
OKR can be defined with clarity. Each OKR should have clear objective and then clearly defined and measurable key results with it. These objectives and key results should be practical, quantifiable and with clear timelines.
For OKR format Search on Google
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Myself Manish Pipalwa, an HR Professional with with more than 9+ years of Experience in Recruitment & Sourcing.
Currently employed with Eaton Corporation as Talent Acquisition Consultant- Supporting Hiring for 2 Major Business Units Relating to Finance & Supply Chain Domin.
Prior to Eaton, was associated with Mphasis as Assistant Manager- Talent Acquisition.
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SourcingSpider 
Ok,kpi,ksi concepts are well designed.usefull
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