How power relations structure the evaluation process for hrd programmes

Hanbyul Kim, Ronald M. Cervero*

*Corresponding author for this work

Research output: Contribution to journalReview articlepeer-review

10 Scopus citations


Centring on the impact of power and politics embedded in the evaluation of training programmes, this study aimed to understand how organizational power relations affect the evaluation process for a training programme. A qualitative case study for the managerial leadership development programme of a Korean insurance company was designed. The HRD practitioners held control throughout the evaluation, and their dominant power was maintained and reproduced by other stakeholders' recognition of their expertise in training and development area. However, due to the structural relationship between the HRD unit and the corporate management, the HRD practitioners perceived themselves as marginalized. Unequal power relations were sustained in the evaluation mostly by stakeholders' self-regulation of their conduct in terms of norms, standards and expectations about their roles. This study found that despite the immense criticism of reaction measures, their continuing use in evaluation could be traced to their meaning as a political bargaining tool.

Original languageEnglish
Pages (from-to)5-20
Number of pages16
JournalHuman Resource Development International
Issue number1
StatePublished - Mar 2007
Externally publishedYes


  • Evaluation process
  • Organizational power
  • Stakeholder-based evaluation


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