EHRD 618 - Evaluation Models In HRD
EHRD 618 - Evaluation Models In HRD
EHRD 618 introduced formal evaluation models and the principles of utilization-focused evaluation. The course emphasized designing evaluations that are stakeholder-driven, improvement-oriented, and grounded in both qualitative and quantitative data. Through this course, I applied evaluation theory directly to a real organizational initiative within my workplace.
Sponsorship Program Evaluation Proposal
This proposal represents the initial design phase of my evaluation project. It demonstrates stakeholder analysis, identification of primary intended users (PIUs), development of key evaluation questions, and the application of improvement-oriented evaluation theory.
Final Evaluation Report
The final report reflects the implementation of the evaluation plan, including data collection, analysis, findings, and recommendations. This document demonstrates my ability to integrate quantitative and qualitative data, interpret findings, and provide actionable recommendations to organizational leadership.
Professional Reflection
EHRD 618 significantly expanded my understanding of program evaluation as a strategic leadership function rather than a compliance task. Prior to this course, I viewed evaluation primarily as a measurement activity. Through studying utilization-focused evaluation and applying it to a live organizational program, I began to understand evaluation as a decision-making and improvement tool.
Conducting this evaluation within my own organization strengthened my ability to:
Identify primary intended users and stakeholder interests
Design mixed-method data collection strategies
Analyze retention and engagement data in context
Translate findings into actionable recommendations
This project directly influenced how I approach organizational initiatives in my professional role. I now consider evaluation and feedback mechanisms at the beginning of program design rather than as an afterthought. This shift reflects growth in both analytical thinking and strategic HRD practice.