Yanfeng

Petra Mikulasova

With over 20 years of experience in HR, Petra Mikulasova is the Senior HR Manager and Talent Manager, overseeing learning and development (L&D) at Yanfeng. She began her career in 2004 at a UK-owned recruitment company based in Bratislava, Slovakia. She honed her skills in this company for six years across Bratislava, Slovakia and Dublin, Ireland.

In 2010, Mikulasova joined Johnson Controls, now Yanfeng, taking various roles, including regional HR business partner and HR location manager for two sites and Talent Management/Staffing COE for Europe and South Africa. Her passion for learning and embracing new technologies drives her commitment to ensuring new leaders are equipped with the tools and skills needed to excel.

In an interview with Manage HR Europe, Mikulasova highlights the challenges faced during the pandemic and the strategies L&D implemented to overcome them.

Transitioning to Virtual Training During the Pandemic

During the pandemic, transitioning to a virtual environment was one of the most significant challenges we faced. Initially, I was sceptical about conducting soft skills workshops online. However, as the pandemic extended far beyond expectations, it became clear that this shift was essential. To sustain our leadership programs, onboard new hires and develop future leaders, we embraced the digital transition.

Adapting to virtual training required a steep learning curve. We had to familiarise ourselves with the nuances of online sessions and adjust our methods to ensure they were engaging and impactful. To address these challenges, we sought external expertise, attended workshops and continuously updated our knowledge through articles and research. This effort allowed us to successfully transfer our internal programs to a virtual format, ultimately expanding our toolkit for delivering effective learning experiences and fostering a more flexible approach to training and development.

One of the major challenges of virtual training was maintaining learner focus. Digital settings have inherent distractions, such as email notifications, phone alerts or multitasking during sessions. Unlike a physical classroom, where engagement is easier to monitor, virtual attendees can quickly lose focus. This required us to rethink our content delivery, ensuring it was interactive and engaging from start to finish.

Despite these hurdles, virtual workshops offered unexpected benefits. Participation rates increased significantly compared to in-person sessions. For instance, individuals feeling slightly unwell could still attend remotely and learners had the added advantage of revisiting materials and recording sessions for better understanding and reinforcement. This shift not only allowed us to continue our programs effectively but enhanced accessibility and flexibility in learning, which has become a valuable part of our approach moving forward.

“While embracing new technologies, it’s essential to view them as tools to assist us rather than threats to replace us. Human interaction is an irreplaceable element that robots can never fully replicate.”

Designing Impactful Learning Solutions for a Changing Workplace

A key challenge in the post-pandemic world has been navigating the modern work environment. L&D had to collaborate closely with other teams to determine the most effective ways to move forward and identify the optimal modes of working. Should certain roles remain fully virtual? Should a hybrid model be adopted? Or should in-person interactions be prioritised to rebuild workplace connections and relationships?

With people accustomed to virtual learning, we developed hybrid content and tailored formats to suit different types of learning. For example, topics that are specific to a particular location are best addressed through in-person workshops and meetings, as these foster deeper engagement and hands-on interaction. In addition, regional or global learning initiatives involving participants from multiple locations are better suited for virtual workshops, which provide accessibility and inclusivity.

One example is our program Lead to Success, designed for first-line leaders stepping into their initial leadership roles. These workshops are conducted on-site to help participants build strong local connections. Conversely, programs aimed at higher-level managers and directors—those leading virtual teams or overseeing global responsibilities—are delivered entirely online to accommodate participants from Europe, North America and China.

For every learning solution we design, we carefully evaluate the medium of delivery to ensure it is both impactful and effective for the learners. This thoughtful approach helps us address the diverse needs of our workforce while fostering growth and connection in a dynamic work environment.

Enhancing Learning and Confidence Through Technology

I recently attended the HR VISION conference in London, where participants engaged in insightful discussions about the transformative role of AI and how companies, HR teams and L&D professionals are adapting to this rapidly evolving technology. AI has immense potential to enhance learning and development, particularly in addressing the challenge of sustaining momentum after workshops.

Whether workshops are conducted in-person or virtually, participants often gain valuable insights during the sessions but struggle to apply and reinforce those learnings once they return to their daily responsibilities. This is where AI can make a significant impact.

We’re currently piloting an AI tool designed to act as a digital coach for managers. This tool allows managers to practice performance reviews with an AI-powered virtual assistant, which then provides detailed feedback and ratings based on the key principles taught in the workshop. One of the tool’s key advantages is its ability to address a common challenge in traditional classroom setups—the hesitancy of participants to engage in roleplay exercises. Many learners feel self-conscious practising in front of their peers, which can hinder their confidence and willingness to participate. By practising in the privacy of their own space with AI, learners can experiment, engage and build their skills in a judgment-free environment.

This innovative approach isn’t limited to performance reviews. It can be applied across various scenarios, from team interactions to collaborative discussions, making it a versatile tool for enhancing learning outcomes.

While embracing new technologies, it’s essential to view them as tools to assist us rather than threats to replace us. Human interaction is an irreplaceable element that robots can never fully replicate. Instead, we should focus on how advancements like AI can enhance our effectiveness, simplify our work and make our roles more impactful. By leveraging these tools thoughtfully, we can improve the way we work while keeping the human element at the heart of everything we do.