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30 FIGURE 4 Four components of the training and development process (Source: GAO). of educational technology. Her presentation, "How Technol- 100% of GE's training and development to be learner- ogy Is Changing Nearly Everything for Our Students and for centered and technology-enabled. Us," underscored the rapid changes occurring in the training In the not too distance future, performance and learning world. Among her key points were: will be totally integrated as organizations and individu- als embrace human performance technology and the Currently, ASTM estimates that approximately 30% of increased value of on-demand, or "just in time" learn- training delivery is by means of technology. ing that is integrated into the workday. The trend is that successful public and private organiza- The technology of iPods and cell phones is rapidly devel- tions are or will shortly become learning organizations. oping to provide what is literally instant access to just in These organizations have a high level of literacy with time learning. well-educated employees who expect to be involved in their work and in the organization's success, and who Additional information and resources are available through also expect the organization to provide training and Dr. Rossett's website: http://edweb.sdsu.edu/people/ARossett/ development experiences that are directly relevant and ARbiblio.html. rich in applicable information. In the new world of training and development more MANAGING THE TSUNAMI OF CHANGE content will be delivered on demand in learner-centered environments through multiple resources. For example, One way to understand the rate of change is by the length of in 2005 the U.S. Internal Revenue Service delivered various historical ages. The Agricultural Age lasted approx- 70% of its learning events electronically. Before he left imately 2,000 years, the Industrial Age approximately 350 General Electric (GE), CEO Jack Welch set a goal of years, and the Technology Age has lasted about 70 years.