HRD evaluation is the systematic collection of information necessary to make effective training decisions. When conducting an evaluation, both descriptive and judgmental information may be collected. Descriptive information provides a picture of what has happened, whereas judgmental information communicates some opinion or belief about what has happened. Evaluation involves the systematic collection of information according to a predetermined plan to ensure the information is appropriate and useful.

Evaluation is conducted to help managers, employees, and HRD professionals make informed decisions about particular programs and methods. Building credibility is a key aspect of conducting an evaluation. After all, other functions performed within an organization are evaluated to determine their effectiveness. If the HRD department cannot demonstrate effectiveness, it may not be taken seriously within an organization. Thus, evaluation is a critical step in the HRD process. It is the only way one can know whether an HRD program has fulfilled its objectives.