Training and Development

Our Approach

Black & Decker is a global leader in providing sales, marketing, business skills and leadership development programs for internal and external customers. Our blended approach to learning includes continued interaction on-line, instructor-led courses at four Black & Decker University (BDU) facilities around the globe, and on-the-job training.

The company has several programs to develop leaders in a variety of functional areas.   In addition, our performance and merit review process aims to align performance with company goals. 

Policy and Practice

We believe training is an ongoing process.  We are committed to each employee’s development throughout his/her career at Black & Decker. 

a. Black & Decker University (BDU)

Our Towson-based training facility features a distinct focus on Residential & Commercial Construction as well as Woodworking.  It supports the Sales & Marketing Development Program (described below), as well as training for other leaders throughout the organization.

We offer more than 80 on-line training courses on products, brand knowledge, business skills and human resource topics.  These innovative, on-line courses are designed to meet business needs around the globe and offer flexibility for our employees’ schedules.

All employees, with a manager’s approval, are eligible to enroll in our instructor-led business skills and leadership development courses.  Business skills & leadership development instructor-led training programs include:

  • Industrial Products Awareness
  • Presentation Skills
  • Financial Management Skills
  • Negotiations Skills
  • Frontline Management Training
  • Leadership Skills

We also provide a comprehensive field training program for our partners in sales distribution.  This program uses a blended approach to learning and focuses on educating the distributors’ sales force about our products.

In addition to the main BDU facility in Towson, the Hardware & Home Improvement (HHI) business has dedicated space for its BDHHI University.  HHI uses a variety of techniques in its development efforts, including e-Learning, a recently-launched mentoring program for high-potential employees, and both internal and external coaching programs.

b. Sales & Marketing Development Program

This program provides extensive on-line training coupled with instructor-led classes and on-the-job training as employees move through a few primary positions and build the foundation for a career in Sales and/or Marketing with Black & Decker.  More tenured sales employees participate in advanced product training to build on existing knowledge and elevate their expertise in specialized products.        

Sales & Marketing instructor-led training programs include:

  • The Sales Process
  • Product Knowledge
  • Negotiations
  • Coaching Skills
  • Residential Construction
  • Commercial Construction
  • Woodworking

Our on-the-job training helps to reinforce the skill sets and product knowledge that Sales and Field Marketing employees need to be successful at Black & Decker. Our on-the-job training includes:

  • Regional Training Sessions
  • Regularly Scheduled Manager Workwiths
  • Peer Workwiths
  • Performance Reviews
  • Product Knowledge Sessions
  • Sales Meetings
  • Regional Team Building

BDU's research has found that developing effective business leaders in every function, at every level, is critical to the success of world-class organizations.  We have created a tiered Leadership Development Program that enables Black & Decker employees to develop the critical skill sets necessary to be a leader within our winning team.

c. Manufacturing Management Development Program (MMDP)

The MMDP is a two-year rotational program that positions associates in four, six-month assignments in various functional areas such as Sourcing, Development Engineering, Supply Chain, Materials, and Manufacturing.  The objective of the program is to develop future leaders who are knowledgeable in multiple functional areas of our operation.

We recruit recent college graduates with Mechanical and Industrial Engineering B.S. and M.S. degrees.  After successful candidates are hired, they are enrolled in an Executive Education program designed and taught by the University of Maryland Smith School of Business on the Black & Decker campus in Towson. The purpose of this program is to teach MMDP engineers about marketing, finance, supply chain management, presentation skills, information technology, negotiating skills, multi-objective decision making, team building and problem solving.

This education program is taught during the first six months of the rotational program, which also includes a problem-solving project at a Black & Decker manufacturing facility.  The second six-month assignment is usually spent in the Towson facility in a different functional area.  The third and fourth assignments are in manufacturing facilities, including a supervisory position and a materials or engineering position.

d. Financial Development Program (FDP)

This program aims to recruit and develop exceptional graduates of MBA programs during an intensive leadership program that will position them for senior level finance careers.  It is a challenging opportunity designed to accelerate participants’ development and maximize their contribution to Black & Decker. The FDP recently changed from a three-year program to a two-year program. 

FDP associates will complete two assignments, moving among Black & Decker’s businesses and corporate headquarters. These assignments provide exposure to a variety of finance roles.  Associates will develop core competencies in areas such as manufacturing operations finance, financial planning and analysis, tax, treasury, audit and accounting.  Associates will participate in project work such as investment analysis, new product growth strategies, marketing analysis and business development.  Each assignment will provide exposure to many other functions, including sales, marketing, distribution, manufacturing, service and information technology.  At any time the program generally has ten or more FDP associates who are enhancing their careers through these rewarding program assignments.

Upon completion of the FDP, associates will have the opportunity to move into a variety of finance roles in one of Black & Decker’s businesses. Since the program’s inception in 1999, several associates have graduated from the program into key financial roles.  The positions depend upon each individual’s experience and performance. With a number of finance opportunities around the globe, the associate’s position coming out of the program will be challenging and rewarding, continuing the career development within the company.   

e. Internal Audit Development Program

The Internal Audit department at Black & Decker is committed to professional auditing excellence while providing a springboard for career development. The internal audit process is critical for building and maintaining efficient operations, effective internal controls and risk management and strong corporate governance, and thus demands a team of highly qualified auditing specialists.  Therefore, the Internal Audit Development Program (IADP) was created to provide specific audit training and a Master’s degree, while qualifying participants to become a certified public accountant (CPA).

The program was developed in conjunction with the University of Maryland’s Smith School of Business.  In the IADP, full-time staff auditors enroll in the Smith Executive MS in Accounting program, on the internal audit track, with tuition paid by Black & Decker.  The expectation is that participants will successfully contribute to the Internal Audit department for three years prior to consideration of advancement to other areas of the business. 

The program is ideal for highly motivated team players with an undergraduate degree in Accounting or Finance who want the CPA certification, are interested in travel, and have strong communication and interpersonal skills. The philosophy of the internal audit department is to provide an outstanding avenue to shape career interests well beyond financial accounting and external reporting. 

f. Educational Assistance Program

Black & Decker supports higher learning through the Educational Assistance Program.  All associates are encouraged to make full use of their abilities and potentials by utilizing the benefits available through the Educational Assistance Program.

All regular full-time employees of the company shall be eligible to apply for reimbursement of educational expenses incurred for a course(s) of study from an accredited institution.  Subjects must be related to the employee’s line of work or help to prepare them for increased responsibilities at Black & Decker.


Black & Decker reimburses 100% of the tuition, up to a maximum amount and subject to grade requirements, for both graduate and undergraduate work.  Textbooks and required software are reimbursed at 50%, with limits per course and per academic year.  Other rules, including eligibility of correspondence courses and reimbursement in the event of voluntary separation of employment following the completion of courses, and tax effects, are detailed in the program’s guidelines.

g. Performance and Merit Review Process

This process evaluates and rewards employee performance on an annual basis, using the following cycle:

  • Goal setting for the upcoming year
  • Self-appraisal
  • Manager assessment/merit review
  • Performance review meeting

The process has benefits across the company:

  • Employees gain feedback on performance and are rewarded for contributions
  • Managers are able to reward direct reports appropriately and balance compensation for employees with comparable performance and experience.
  • The leadership team has the opportunity to take a comprehensive look across the organization when making merit increase recommendations.
  • The company can align employee performance with business performance.