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The purpose of this study is to examine how power relations among stakeholders, especially between the human resource development (HRD) practitioners and others, affect evaluation outcomes. Using a qualitative case study design, a managerial leadership development programme in a Korean company is analysed. This study shows that the HRD practitioners' interests in securing their status within the organization governed shaping the evaluation outcomes. The evaluation report was produced and reported portraying mostly the positive aspects of the programme. However, while going through the evaluation, the HRD practitioners felt constrained, and considered themselves as the powerless in terms of the organizational strategic needs and expectations, both of which pertain to the characteristics of the organizational culture. Instead of attempting to alter the organizational culture, which was unfavourable to HRD functions, they are acquiesced to the culture.