At HDT Global in Spokane, Washington, the search for qualified supervisors has always been a challenge. Ryan Mallmann, HR Manager at HDT, reflects on the difficulty of finding individuals with the right combination of leadership and manufacturing experience. Instead of continuing to look for external candidates, HDT decided to invest in their current workforce. That’s where their partnership with AJAC came into play.
“We were looking for a solution to help with continuing education and supervisor training to build our supervisors,” Mallmann explains. “It’s really hard to find supervisors with experience already in this city, so we decided to home grow our own.”
This approach involves more than just leadership training. Through AJAC’s Operations Specialist apprenticeship program, HDT’s team members receive a comprehensive education that covers not only supervisory skills but also critical manufacturing knowledge. This combination has been key to HDT’s success in cultivating homegrown leaders.
Seeing the Bigger Picture
One of the most significant changes Mallmann has noticed in employees who have gone through AJAC’s program is their ability to look beyond the immediate tasks at hand. The program encourages apprentices to consider the bigger picture—how their decisions affect the overall efficiency and productivity of the shop floor.
“Our supervisors that have taken this class are able to do a deep dive,” Mallmann notes. “They might realize that an individual is not a good fit for one location on the line, but could excel elsewhere in the shop.”
This broader perspective allows supervisors to manage their teams more effectively, ensuring that employees are positioned where they can contribute most to the company’s success. It also helps them address challenges more thoughtfully, focusing on solutions that benefit the organization as a whole rather than just taking the path of least resistance.
A Pathway to Growth
The impact of AJAC’s training program extends beyond the current supervisors. It’s fostering a culture of growth and development throughout HDT. As Mallmann points out, employees are starting to see a clear pathway to advancement.
“Now, our team leads know that to become a supervisor, they need to get their journeyman certificate through AJAC,” Mallmann says. “It’s a more formal approach. Instead of being promoted because of connections, employees can now quantify what makes someone eligible to be a supervisor.”
This structured development plan motivates shop employees to pursue leadership roles, knowing there is a well-defined path to success. As a result, HDT is not only strengthening its leadership pipeline but also creating opportunities for long-term career growth within the company.
AJAC’s Commitment to Success
One of the key elements of AJAC’s program that stands out to Mallmann is the organization’s commitment to ensuring every apprentice succeeds. “AJAC’s end goal is that everybody graduates,” he emphasizes. “They go above and beyond to help with communication, studying techniques, or whatever support an apprentice needs.”
This level of support makes a big difference in helping HDT’s employees balance work, education, and personal responsibilities. The flexibility to make up assignments or adjust schedules when needed reinforces the importance of communication—both in the classroom and on the shop floor.
More Than Just a Certificate
For Mallmann, the value of the Operations Specialist apprenticeship program goes far beyond the certificate of completion that apprentices receive. It’s about instilling a mindset of continuous improvement.
“Continuous improvement isn’t just for the production floor,” he says. “It’s about improving yourself as well. The certificate shows current and future employers that you’re willing to invest in your growth.”
Whether it’s a new supervisor or a seasoned employee with decades of experience, the program offers valuable knowledge that can be applied in day-to-day work. It equips HDT’s workforce with the skills they need to adapt, grow, and excel in their roles—no matter their level of experience.
Promoting from Within: A Strategic Advantage
In a niche manufacturing environment like HDT, where deep product knowledge is essential, promoting from within isn’t just an option—it’s a strategic necessity. By developing their supervisors through AJAC’s program, HDT is ensuring that their leaders not only understand the intricacies of the production process but also have the leadership skills needed to guide their teams.
“It’s great for us because we really need that product knowledge, and then you can apply the supervisor knowledge,” Mallmann explains. “If it’s difficult for you to hire outside, and you want to promote from within, AJAC is who you want.”
Through their partnership with AJAC, HDT Global is building a stronger, more capable workforce—one that’s prepared to lead, grow, and succeed in the ever-evolving manufacturing industry.
About HDT Global
HDT Global specializes in the design and manufacture of state-of-the-art, durable and fully integrable solutions for mobile/expeditionary missions, or rugged living/working conditions. HDT is the only supplier with core capabilities in environmental control and protection, intelligent and conditioned power, advanced materials, mechatronics, and engineering/technical services able to offer fully integrated turnkey solutions to our customers which may include shelters, heaters, air conditioning units, power generators, air filtration units and filters all manufactured by one company – HDT.
