Yanfeng

Petra Mikulasova

Petra Mikulasova serves as Yanfeng's Senior Manager HR, EMEA, Talent Management, L&D, Staffing. With decades of expertise in recruitment and L&D, she emphasizes nurturing people, ensuring that every individual has the opportunity to thrive and grow. Mikulasova is driven by a strong passion for fostering skills such as management consultation, mentorship, HR business partnership, and talent management.

In an interview with Manage HR Europe, Mikulasova shares expert strategies for tackling HR challenges in a fast-paced automotive industry. She emphasizes the significance of mentored professional development programs by exceptional leaders and experienced professionals, other college mentorship programs.

Can you describe your career growth in the industry, along with your current role and responsibilities?

I started as an HR business partner (HRBP) and L&D specialist with Johnson Controls in 2010, a global company with divisions in building efficiency, power solutions, and automotive interiors. In 2015, Yanfeng, a Chinese company, acquired the automotive interiors division, leading to significant changes in leadership and culture. Despite these transitions, many processes and people remained consistent.

Over my 14-year tenure in the organization, I have advanced from an HR professional to a team leader at our Bratislava business centre and eventually to a regional HRBP. My current role involves managing a Center of Excellence in the EMEA region, focusing on talent management, L&D, and staffing. My experience and adaptability have proven valuable in supporting organizational development and growth.

What are the kinds of challenges that you often encounter in the HR space and how do you mitigate them?

The most recent market disruptions have been particularly challenging for HR processes. Positioned as a Chinese tier-one supplier, we face a lot of uncertainty in the automotive business. The future of the automotive industry is uncertain as it transitions from traditional automakers to electric vehicles. There is still scepticism about whether AI-powered autonomous driving will become prominent. This uncertainty translates into a fast-paced, ever-evolving environment, necessitating us to quickly adapt to these changes.

“When cooperating with internal and external stakeholders, emotional intelligence is essential to understand and manage emotions to alleviate stress, communicate effectively, overcome challenges and defuse conflict.”

Are there any particular methodologies you are adopting to tackle any uncertainty in the industry?

We've launched a pilot mentorship program in the EMEA region using our own internal resources, which is quite cost-effective and leveraging our extensive organizational knowledge. With employees bringing 20 to 30 years of experience and new locations like Kragujevac in Serbia, adding diverse perspectives, this program helps us tackle challenges and utilize our internal expertise efficiently.

Which technologies in the HR field do you think have a bright future ahead of them?

AI holds great potential, especially in corporate learning. Although it cannot replace highly human-centric activities, including hands-on training and personal interaction, which foster enthusiasm, AI can accelerate learning. It also provides significant benefits for traditional HR fields like administration and payroll. In the future, machine learning could automate paperwork through one-click solutions. This would allow HR professionals to strategically focus on various other tasks.

Can you shed light on specific projects that created an impact within the organization?

I take pride in our internal workshops on emotional intelligence. In today's world, information is readily available through various mediums, but the post-COVID-19 era highlighted the need to focus on emotional intelligence, especially for younger employees. Older generations also need to relearn these skills. When cooperating with internal and external stakeholders, emotional intelligence is essential to understand and manage emotions to alleviate stress, communicate effectively, overcome challenges and defuse conflict. I am responsible for implementing the pilot mentoring program in the EMEA region. The program will continue for six months, and we are now in the enrollment phase. So far, the response has been promising.

What is your sage advice for HR professionals in the industry?

My advice is to emphasize emotional intelligence for leaders. Encourage critical thinking and collaboration with compassion, as we are overloaded with information. The pace of change is rapid, and it's likely to increase. For those waiting for a return to pre-COVID times, it's important to accept that it's not going to happen. Fasten your seatbelts, as we say in the automotive industry, and be prepared for what's coming in the next few years. Focus on nurturing emotional intelligence, fostering collaboration, and adapting to the ever-changing environment.