Whirlpool Corporation showcased its long-standing apprenticeship and workforce development programs during a visit by Acting U.S. Labor Secretary Keith Sonderling to the company’s manufacturing facility in Clyde, Ohio. The visit underscores the growing importance of employer-led apprenticeships, skilled trades training, and workforce development initiatives as manufacturers address talent shortages while modernizing production through advanced manufacturing technologies.

As manufacturers across the United States confront persistent skilled labor shortages, apprenticeship programs are emerging as a critical component of long-term workforce strategy. Against this backdrop, Whirlpool Corporation welcomed Acting U.S. Labor Secretary Keith Sonderling to its Clyde, Ohio manufacturing facility, highlighting nearly seven decades of investment in apprenticeship programs and employee development.

The visit focused on Whirlpool’s workforce development initiatives, including its state-certified apprenticeship program, employee training academy, and ongoing investments designed to strengthen the pipeline of skilled manufacturing talent.

Operating since 1952, the Clyde facility remains one of the world’s largest washing machine manufacturing plants, employing approximately 2,600 workers. The company has maintained a formal apprenticeship program since 1958, making it one of the longest-running employer-sponsored manufacturing apprenticeship initiatives in the United States.

During the visit, Sonderling met with apprentices and experienced tradespeople, toured production areas undergoing modernization through Whirlpool’s $300 million investment in its U.S. laundry manufacturing operations, and reviewed employee training programs supporting both new and existing workers.

Apprenticeships address manufacturing skills shortages

Manufacturing employers continue facing increasing demand for highly skilled technicians capable of supporting automated production systems, robotics, industrial maintenance, and advanced manufacturing equipment.

Whirlpool’s apprenticeship model combines classroom education with practical, on-the-job experience over a four-year period. Participants work alongside experienced journeymen while learning to maintain tooling systems, production equipment, molds, dies, and automated manufacturing technologies essential to large-scale appliance production.

The program also provides an alternative pathway into manufacturing careers without requiring a traditional four-year college degree, enabling apprentices to earn wages while completing state-certified technical training.

For HR leaders, apprenticeship programs are becoming an increasingly important talent acquisition strategy, particularly as organizations compete for workers with specialized technical skills.

Workforce partnerships strengthen talent pipelines

One distinguishing feature of Whirlpool’s workforce strategy is its collaboration with career technology centers, high schools, and community colleges to build long-term talent pipelines.

These partnerships help introduce students to manufacturing careers earlier while aligning educational curricula with employer workforce needs.

The approach reflects a broader shift toward skills-based workforce development, where employers work directly with educational institutions to reduce talent shortages and improve workforce readiness.

Earlier the same day, Sonderling also participated in a workforce roundtable alongside U.S. Senator Jon Husted and regional employers at Owens Community College, highlighting the growing collaboration between government, educational institutions, and industry in addressing workforce challenges.

Manufacturing modernization drives new workforce needs

Whirlpool’s workforce investments coincide with significant modernization efforts across its manufacturing network.

The company is investing $300 million in its Clyde and Marion laundry operations, introducing new production lines and supporting the launch of next-generation front-load washers and dryers. Construction is also underway on a new manufacturing facility in Perrysburg, Ohio, expected to create up to 150 additional jobs focused on parts manufacturing and sub-assembly operations.

As manufacturing facilities become increasingly automated, employers require workers with broader technical expertise spanning robotics, industrial maintenance, digital systems, programmable automation, and predictive maintenance.

This transformation is increasing demand for continuous employee learning and structured workforce development programs.

HR technology supports manufacturing workforce transformation

Modern manufacturing workforce strategies increasingly rely on HR technology, Learning Management Systems (LMS), workforce analytics, and digital skills platforms to recruit, train, and retain technical talent.

Enterprise Human Capital Management (HCM) platforms such as Workday, SAP SuccessFactors, Oracle, ADP, and Microsoft provide manufacturers with integrated tools for recruiting, onboarding, learning management, succession planning, workforce planning, and employee engagement.

Artificial intelligence is also expanding workforce capabilities through personalized learning recommendations, skills intelligence, predictive staffing analytics, and competency mapping, enabling organizations to respond more effectively to changing labor market demands.

For manufacturing HR teams, combining apprenticeship programs with digital learning technologies creates more agile workforce development models that support long-term operational resilience.

Employer-led workforce development gains momentum

Industry analysts continue identifying workforce development as one of manufacturing’s highest strategic priorities.

According to Gartner, manufacturing organizations are increasingly investing in workforce reskilling and digital learning to address skills shortages driven by automation and demographic shifts. McKinsey & Company has similarly reported that expanding apprenticeship programs and employer-led technical training can strengthen workforce resilience while improving employee retention and long-term productivity.

Whirlpool’s apprenticeship initiative reflects this broader industry evolution. Rather than relying solely on external recruitment, manufacturers are increasingly developing internal talent pipelines through structured learning, partnerships with educational institutions, and continuous workforce development.

As advanced manufacturing technologies continue reshaping production environments, employer-sponsored apprenticeship programs are expected to remain a key strategy for building the skilled workforce needed to support future industrial growth.

Market Landscape

Manufacturers are increasingly investing in HR technology, workforce management platforms, and digital learning solutions to address skilled labor shortages. Enterprise platforms including Workday, SAP SuccessFactors, Oracle, ADP, and Microsoft help organizations manage recruitment, apprenticeship programs, workforce planning, learning and development, and succession management. Combined with employer-led training initiatives, these technologies are helping manufacturers build sustainable talent pipelines while adapting to increasingly automated production environments.

Top Insights

• Whirlpool showcased its apprenticeship program during a visit by Acting U.S. Labor Secretary Keith Sonderling, highlighting employer-led workforce development in advanced manufacturing.
• The company’s four-year, state-certified apprenticeship program has operated since 1958, providing paid technical training and long-term manufacturing career pathways.
• Whirlpool continues investing in workforce development alongside a $300 million manufacturing modernization initiative, creating demand for advanced technical skills.
• Partnerships with high schools, career centers, and community colleges strengthen manufacturing talent pipelines, supporting skills-based workforce development.
• Manufacturers increasingly combine apprenticeship programs with HR technology and digital learning platforms to improve workforce planning, employee development, and long-term talent retention.

Join thousands of HR leaders who rely on HRTechEdge for the latest in workforce technology, AI-driven HR solutions, and strategic insights