Yanfeng

Petra Mikulasova

Petra Mikulasova is a seasoned HR professional with over two decades of experience in recruitment and L&D. She is driven by a strong passion for fostering skills like management consultation, mentorship, HR business partnership and talent management.

In an interview with Manage HR Europe, Petra shares her insights on leveraging digital tools like AI and ML to elevate corporate training experiences.

A Strong Career Foundation

My journey in human resources began with a master’s degree in human resources management. From there, I started my career in recruitment, spending six years working in Slovakia and Dublin, Ireland. I gradually transitioned into broader HR roles, starting as a location HR business partner and an L&D specialist. This path ultimately led me to my current position as a regional lead at Yanfeng, one of the largest tier-one automotive interior systems suppliers. My primary responsibility is overseeing talent management, L&D and talent acquisition processes across Europe and South Africa.

“Beyond assessments, AI can also transform how employees practice and reinforce their training, as mentioned earlier. For example, a leader who recently attended a feedback training session can use an AI-powered role-play tool to learn how to better execute difficult conversations in the workplace”

Navigating the Challenges in Corporate Training

The tech boom has sparked transformation across all sectors, and corporate training is no exception. My conversations at industry conferences and with fellow HR professionals always highlight the key challenge of integrating technology while preserving the essential human touch.

The growing significance of AI, machine learning and digital learning tools presents incredible opportunities for efficiency and scalability. However, the challenge lies in ensuring that these advancements do not dilute the interpersonal connections that have long been the foundation of effective L&D.

At Yanfeng, we continually strive to strike this crucial balance. We refine our corporate training programs by asking ourselves how to harness technology and enhance learning outcomes without compromising personal engagement.

A Hybrid Approach to Leadership Development

Yanfeng’s leadership development initiative is one of the most enduring programs. Traditionally, we focused on in-person leadership workshops and discussions, believing face-to-face interactions foster more profound learning and engagement. In recent years, however, we have recognized that technology can amplify the effectiveness of these programs. For instance, we piloted AI-enhanced role-plays last year to complement our leadership training, allowing participants to practice real-world scenarios in a controlled environment. They also receive instant feedback and personalized coaching, which helps them prepare better and boosts their confidence. While the results have been promising, we are presently focused on evaluating the ROI of this technology to build a strong business case for broader implementation.

We have also launched a mentoring program as a regional pilot in collaboration with our North American division. The goal was to leverage our internal expertise and facilitate knowledge-sharing across teams. The results have been encouraging, with mentees gaining valuable insights and mentors finding renewed purpose in guiding others. Early feedback suggests that this program will find a permanent place in our L&D strategy, but we are awaiting the formal survey results to shape the program for the future.

Artificial Intelligence—The Real Game Changer

AI’s potential in corporate training is untapped. Afraid of compromising the human essence for software intelligence, professionals in this space remain sceptical about adopting AI. The technology enables more nuanced evaluations, including soft skill assessments. This shift is fascinating because it moves beyond self-evaluations and manager reviews, allowing for more objective and dynamic skill evaluation.

One of the potential initiatives we see at Yanfeng is partnering with a startup to pilot AI-driven assessment tools. By leveraging AI, we could offer employees highly personalized development plans based on precise skill gaps.

This tailored approach would enable us to move beyond generic learning pathways, ensuring that training efforts are focused and effective.

Beyond assessments, AI can also transform how employees practice and reinforce their training, as mentioned earlier. For example, a leader who recently attended a feedback training session can use an AI-powered role-play tool to learn how to better execute difficult conversations in the workplace. Refining their communication skills in a low-pressure environment helps boost their confidence. Tools like these are invaluable, particularly for individuals who are hesitant to step into leadership roles due to their fear of navigating intricate interpersonal dynamics.

Sage Advice for Peers

Keeping pace with rapid advancements in AI and digital learning tools can feel daunting. I have encountered colleagues who are hesitant to embrace these changes due to the possible AI biases and inaccuracies. While these concerns are valid, they should not deter us from exploring its potential. Instead of resisting change, HR professionals must critically assess how these tools can enhance their work and improve efficiency.

In reality, machines will never fully replace human roles in HR and L&D. Professionals who effectively leverage new technologies will have a distinct advantage over those who resist. The key lies in embracing technology as an enabler while ensuring that the human element remains intact at the core of corporate training.