The IPMA HR Benchmarking committee has identified a series of succesfful approaches - "best practices" - in key human resource areas from the 2001-2002 HR Benchmarking Survey. The primary purpose of the benchmarking project is to provide human resource practitioners with tools, models skills, methods, and data to improve the effectiveness of their human resource programs for their customers. The main goal of the benchmarking project is to: identify, measure, and share the best practice to these HR organizations and identify opportunities to improve their own organizations. Rarely can a program or solution seamlessly transfer to every other organization, but hte IPMA HR Benchmarking Commitee will feature successful models for HR professionals to review and determine whether they may adopt or adapt the practice - or elements of the practice - in their own organizations. In conjunction with IPMA's available benchmarking data, the HR organization, but the IPMA HR Benchmaqrking Committe will feature sucessful models for HR professionals to review and determine whether they may adopt or adapt the practice - or elements of the practice - in their own organizations. In conjunction with IPMA's available benchmarking data, the HR Benchmarking Committee will use the following criteria to determine which agencies have "potential" best practices. 1. Successful over time; 2. Quantitative and/or qualitative results. 3. Recognized or recognizable positive outcomes - customer satisfaction - positive impact; 4. Innovative; 5. Replicable - transferable with modifications - portable - adds value by improving service, quality and/or productivity; 6. Meaningful to users of the Benchmarking Site - Training and development was one of the "best practice" program areas identified. Linda Bjornberg, a member of the Benchmarking Commitee, discusses the innovative and successful efforts of the selected HR organizations in measuring the impact of training on their organizations' missions