The researches using the CIPP evaluation model began to emerge in Korea in the 1990s and the model has been often applied to HRD evaluation researches before and after 2010. The studies using CIPP evaluation model in Korea, however, has been pointed out as follows: 1) mostly collecting data with one or two ways focusing on the summative function 2) being passive about having various stakeholders to be involved and applying core values 3) not making enough efforts to have the quality of evaluation. Even though they are devoted to apparent approach. As being aware of these problems, this study presents and discusses cases that conducted the oriented principles of the CIPP evaluation model and endeavored to secure the quality of evaluation. More specifically, the cases were reviewed 1) how and what principle they followed among oriented principles of the CIPP evaluation model 2) how they conducted the program evaluation standard of JCSEE 3) and lastly, how they coped to reduce the possibility of evaluation misuse and to promote using evaluation properly.