However, when the technology bubble burst with the change in market demands, TI's technology-centric business had to drastically reengineer itself into a customer-centric one to be able to effectively compete for new business. This necessitated a re-orientation of the entire TI organization, which was effectively accomplished by BTS USA, a global supplier of computer-based simulations for learning.
Human resource development is involved in three main areas: individual, occupational, and organizational development. Development of the individual addresses skill and career development. Occupational and group development addresses the integration of cross-functional individuals through a team building program, or for informing and training employees about new products and services. Organizational development involves the introduction of a new culture or ways of operating, such as introduction of a customer care program or quality management which requires the involvement of all individuals or groups in the organization (Wilson, 2005, pp. 15-16). In order to effect the change from technology- to customer-centric, TI had to conduct training on all three areas.