Research Article
An Analysis on the Type of HRD Stakeholders’ Subjective Perception on Utilization of HRD Program Evaluation Results: Focusing on HRD Practitioners, Consultants, and Researchers
1 Research Fellow, KRIVET(Korea Research Institute for Vocational Education & Training), corresponding author, 2 Senior Consultant, DMD(Daewoong Management Development Institute)
Published: February 2015 · Vol. 19 No. 1 · pp. 227-248
DOI: https://doi.org/10.17287/kbr.2015.19.1.227
Full Text
Abstract
The purpose of this study was to analyze the type of HRD stakeholders' subjective perception on utilization of program evaluation results for promoting own function of the program evaluation. Q sample was comprised of 31 statements and 26 HRD stakeholders(HRD practitioners, consultants, and researchers) were selected for P sample. Based on the results of Q sorting, the perception of HRD stakeholders were classified into five types. Type 1 was categorized as "focusing on program improvement and follow-up HRD activities". Type 2 was classed as "focusing on proving program values and performance of the HRD department, and follow-up HRD activities". Type 3 was characterized by "emphasizing on program improvement, proving individual performance and program values". Type 4 was categorized as "focusing on developing participants, information offering for stakeholders, and follow-up HRD activities". Type 5 was classified as "focusing on program improvement". These results show that the HRD program evaluation is utilized in various ways, and also the types of the HRD stakeholders’ perception on utilizations are very diverse.