Given their importance, one might expect that HRD programs are regularly and carefully evaluated. Unfortunately, this is not the case. HRD researchers have long lamented the lack of rigorous evaluation of HRD programs. Many articles have been written about the importance of conducting evaluations, but more organizations pay lip service to evaluations than actually conduct them.

Conducting an evaluation requires time, resources, and expertise that the HRD staff may not have or may not be willing to expend. Those associated with HRD programs may be afraid of criticism and program cuts if the evaluation shows that the program is not effective. Yet the fact is that HRD evaluations can and should be done in organizations to ensure effectiveness and accountability. It is the ethical responsibility of HRD professionals to provide evidence to the organization of program effectiveness.