Every HR Academy Platform Full Plan

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02 Dec

Every HR Academy Platform Full Plan

Every HR Academy Platform Full Plan

Tuesday, December 2, 2025 (12:00 AM) to Thursday, December 31, 2026 (11:59 PM)
120 PDCs
Provider: Every Inc.
Course Name: Every HR Academy Platform Full Plan

Speaker: Masamitsu Matsuzawa
Program Type: Videoconferences, webcasts, audiocasts, podcasts, eBooks, self-directed E-Learning
Registration URL: https://every-co.com/services/workshop/platform/

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This 120-hour e-learning program is designed to equip HR professionals with the strategic, analytical, and people-centered capabilities required to drive organizational performance and employee well-being. Upon completion of the program, participants will be able to achieve the following learning objectives across five integrated HR competency areas: 1. HR Business Partner (HRBP) Competencies Participants will be able to: Explain the strategic role of HRBP and how HR contributes to business outcomes. Apply consultation, influencing, and stakeholder management skills to support business units. Diagnose organizational and talent challenges using structured frameworks. Propose HR initiatives aligned with business strategy and organizational priorities. Demonstrate the mindsets required for effective HR partnership, including strategic thinking and enterprise-wide perspective. 2. Organizational Change & Change Agent Capabilities Participants will be able to: Describe major theories and principles of organizational change. Assess organizational readiness and identify key stakeholders in transformation initiatives. Design and implement change management plans that incorporate communication, engagement, and risk mitigation strategies. Apply practical tools to support individuals and teams through transitions. Demonstrate the behaviors and mindset of an effective Change Agent who influences and drives change. 3. Employee Champion & Employee Relations Skills Participants will be able to: Explain HR’s role in advocating for employees and ensuring fair, ethical organizational practices. Identify potential employee concerns and address them using structured communication and problem-solving techniques. Promote a positive employee experience through trust-building and effective HR support. Apply conflict-resolution methods that balance individual needs and organizational goals. Ensure psychological safety, inclusion, and well-being in workplace interactions. 4. People Analytics & Data-Driven HR Decision-Making Participants will be able to: Describe fundamental analytic concepts and ethical data practices in HR. Interpret HR metrics, workforce data, and trends to identify organizational challenges. Use analytical tools to visualize data and communicate insights to stakeholders. Apply data-driven reasoning to support decisions related to talent management, workforce planning, and organizational performance. Integrate predictive and diagnostic analytics into HR recommendations. 5. Career Development & HR Professional Growth Participants will be able to: Reflect on personal career history and identify strengths, gaps, and development priorities. Analyze the evolving HR landscape and compare different HR career paths across industries and organizational contexts. Design a clear, actionable career path that aligns personal aspirations with HR competencies. Conduct an HR skill inventory and build a long-term development plan. Produce career documents (e.g., résumé, development plan) that articulate professional goals and readiness for future roles. Overall Program Outcomes Across all modules, participants will be able to: Integrate strategic, analytical, and people-centered competencies to perform effectively in modern HR roles. Apply HR frameworks, tools, and best practices to real organizational situations. Demonstrate leadership behaviors required for HR professionals supporting business transformation. Contribute to a high-performing, ethical, and employee-centered organizational culture.

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This 120-hour e-learning program is a deeply structured, competency-based Human Resources development curriculum designed to enhance the strategic, analytical, and people-centered capabilities of HR professionals. The program combines theoretical instruction, case-based problem-solving, practical exercises, reflection assignments, and scenario-based simulations across five interconnected domains: HR Business Partnering, Organizational Change & Change Agent Development, Employee Champion & Employee Relations, People Analytics, and HR Career Development. Each module includes a variety of activity types—lectures, case studies, assessments, peer-learning tasks, reflective writing, skills inventories, and the creation of action plans—to ensure that learners acquire not only knowledge but also the capacity to apply HR principles in complex organizational environments. 1. HR Business Partner (HRBP) Development Activities The HRBP module provides foundational and advanced activities that develop the strategic partnership skills required for HR professionals to collaborate effectively with business leaders. Activities include: 1.1 Instructional Video Lectures (Approx. 10 hours) Learners study the roles, responsibilities, and strategic expectations of HR Business Partners. Topics include: The evolution of HR from administrative focus to strategic partnership The four core mindsets of effective HRBPs Understanding business models, financial drivers, and organizational priorities HR’s role in supporting business transformation and workforce strategy All lectures include embedded comprehension checks to reinforce key concepts. 1.2 Strategic HR Case Studies (Approx. 6 hours) Learners analyze real-world HRBP case scenarios such as: Aligning HR initiatives with a new business strategy Addressing workforce capability gaps during rapid scaling Supporting cross-functional collaboration during organizational restructuring Partnering with leaders to resolve talent shortages or morale issues Cases require learners to evaluate the situation, identify risks, propose HR interventions, and communicate recommendations. 1.3 Stakeholder Management Simulation (Approx. 4 hours) Interactive simulations allow learners to practice: Consulting with business leaders Asking diagnostic questions Influencing decision-making Navigating conflicting priorities Learners receive feedback to improve their advisory approach. 1.4 Application Exercises & Reflection (Approx. 4 hours) Assignments include: Mapping HR initiatives to business KPIs Assessing the maturity level of HRBP functions within their own organizations Reflecting on personal strengths and development needs as an HRBP 2. Organizational Change & Change Agent Development Activities This module develops the competencies required to support and lead organizational change. 2.1 Lectures on Change Management Theory (Approx. 8 hours) Learners explore: Major change theories (Kotter, ADKAR, Lewin, Bridges) Organizational psychology and human responses to change The role of communication and leadership during transformation The competencies of effective Change Agents Each lecture integrates practical examples from global corporations and Japanese domestic organizations. 2.2 Organizational Readiness Assessment Workshop (Approx. 4 hours) Participants conduct readiness assessments using: Stakeholder maps Force-field analysis Change impact assessments Communication mapping They then develop a preliminary change plan. 2.3 Change Agent Behavioral Skill Development (Approx. 5 hours) Using self-assessments, video demonstrations, and practice exercises, learners develop skills in: Influencing and persuading Facilitating dialogue during periods of uncertainty Managing resistance Supporting leaders and teams during disruption 2.4 Transformation Case Lab (Approx. 5 hours) Learners examine transformation stories from: Traditional Japanese corporations Global enterprises with complex matrix structures Fast-growing companies experiencing rapid expansion Assignments require learners to: Identify key success factors Diagnose causes of failed changes Propose alternative strategies 3. Employee Champion & Employee Relations Activities This module focuses on HR’s responsibility to support employees and sustain a healthy organizational environment. 3.1 Foundations of Employee Advocacy (Approx. 6 hours) Lectures cover: Ethical HR practices Fairness and equity in HR decision-making The role of HR in maintaining psychological safety Confidentiality, compliance, and organizational risk management 3.2 Employee Communication Workshops (Approx. 4 hours) Learners practice: Active listening Structured problem-solving Delivering sensitive feedback Navigating employee concerns and dilemmas Assignments are scenario-based, reflecting real employee-relations challenges. 3.3 Conflict Resolution Scenario Training (Approx. 4 hours) In simulation exercises, learners handle cases involving: Interpersonal conflict Performance issues Misaligned expectations Workplace grievances Participants propose action plans aligned with HR best practices and legal considerations. 3.4 Employee Experience Design Exercise (Approx. 3 hours) Learners redesign a component of the employee lifecycle, such as: Onboarding Performance management Recognition and reward Internal communication systems They present a final proposal demonstrating the impact on engagement and organizational culture. 4. People Analytics Development Activities This module deepens analytical capabilities and data-based HR decision-making. 4.1 Introduction to People Analytics (Approx. 6 hours) Topics include: Workforce metrics Talent analytics Predictive modeling basics Data privacy and ethical considerations Embedded quizzes reinforce terminology and concepts. 4.2 Hands-On Data Interpretation Exercises (Approx. 6 hours) Learners examine datasets containing: Turnover statistics Employee survey results Performance ratings Workforce demographic breakdowns Assignments require learners to identify trends, root causes, and implications for HR strategy. 4.3 KPI Dashboard & Data Visualization Training (Approx. 5 hours) Participants create mock dashboards and practice presenting data-driven insights to senior leaders. 4.4 Workforce Planning Simulation (Approx. 4 hours) This scenario-based activity requires learners to: Project future workforce needs Anticipate skill gaps Recommend hiring, training, and deployment strategies 5. Career Development & HR Professional Growth Activities This module helps HR professionals evaluate and plan their long-term career path. 5.1 Career Reflection & Skill Inventory (Approx. 4 hours) Learners complete: A structured review of career history An HR competency self-assessment Identification of gaps and strengths 5.2 HR Trend Analysis & Career Mapping (Approx. 4 hours) Learners explore: Emerging HR roles Comparison of Japanese and global HR career models Success factors from senior HR leaders Activities include mapping possible career trajectories. 5.3 Personal Career Path Design (Approx. 5 hours) Learners draft a: 3-year development plan Career lattice or career roadmap Skills development strategy 5.4 Resume & Career Narrative Development (Approx. 2 hours) Participants refine their career documents and articulate their HR value proposition. 5.5 Special Leadership Lecture (Approx. 2 hours) A senior HR executive delivers a lecture on HR leadership and professional identity, followed by reflection assignments. 6. Assessment & Evaluation Components 6.1 Knowledge Checks After each module, learners complete quizzes assessing: Key definitions Applied understanding The ability to analyze case data 6.2 Scenario-Based Assessments Learners respond to HR scenarios such as: Leading a reorganization Addressing an employee grievance Recommending workforce changes using analytics 6.3 Final Integration Assignment Learners produce a capstone project integrating: HRBP strategic planning Change management design Employee support strategies Data-driven HR insights Career growth planning This demonstrates their ability to apply concepts cohesively. 7. Learning Methodology The program uses: Self-paced video modules Interactive quizzes Case study labs Data interpretation exercises Skills-based simulations Reflection workbooks Downloadable templates and tools Realistic HR scenarios A multi-component capstone assignment 8. Expected Competency Gains Upon completing the program, learners will be able to: Function as strategic HR Business Partners Lead and support organizational change Serve as ethical and effective Employee Champions Apply People Analytics to make evidence-based HR decisions Design and manage their long-term HR career development