Future Role of the Human Resource Specialist

Organizations have for decades proclaimed that people were the most valuable of the resources to which they were entrusted. All too often, however, this statement effectively represented the extent of top organizational interest in the human component of an organization's resource base. Intensive strategic planning and management was reserved, rather, for the financial, physical, and technological resources available to the organization.

A widening recognition of the significance of human resources to an organization began to develop in the 1970s. Much of the early interest in a transition from the older concept of personnel management to the new concept of human resources management was prompted by declining productivity in American organizations, and the competitive threat of the Japanese. "Japanese management" became a buzzword in American organizations, and Japanese management is, essentially, human resources management (Pascale and Athos 1927).

As the concept of human resources management gained acceptance in American organizations, the concept itself was subjected to intensive review and development. One result was the recognition that an effective human resources strategy could provide an organization with a competitive advantage (MacMillan and Schuler 28).

In the 1990s, human resources management continues to evolve. Many of the important aspects of human resources management in or

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otoeight percent of all drug abuse tests. Private sector employers have greater latitude in mandating drug abuse tests than to public sector employers (Russell 11). First, there is no constitutional prohibition against drug abuse testing. Second, it is widely thought that, if courts rule that mandatory drug abuse testing constitutes unreasonable search, such a finding would apply to public sector employers, as opposed to private sector employers. Recent developments indicate, however, that private employers might be liable to significant damages for invasion of privacy stemming from mandatory drug abuse testing programs (Woolsey 20). Mandatory drug abuse testing implies that such testing may be accomplished by means of coercion or force, as opposed to the voluntary submission by individuals to such testing. With respect to private employers, coercion in the form of a threat of loss of employment is the means of attempting to assure that employees will participate in a drug abuse testing program. People held in official detention, however, may, at times, be subject to the application of physical force to assure participation in a drug abuse testing program. The mandatory aspect of a drug abuse testing program, therefore,
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Approximate Word count = 4964
Approximate Pages = 20 (250 words per page)

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