The public personnel administrator's role is undergoing rapid change as agency managers demand more organizational knowledge of human resources. The traditional role of the personnelist focuses on knowledge of rules, regulations and techniques; emphasizes the values of neutrality and efficiency; finds its source of power in rewards and punishments associated with manipulation of rules and procedures; and finally, adopts a problem-solving orientation to management. In contrast, the consultative role centers on productivity related knowledge; and its source of power grows from expertise related to this knowledge; it values efficiency and effectiveness; and is predisposed to find and identify problems as well as solve them. This transition in professional identity from the compliance to consultative role will both enhance the status of the personnelist who brings valued expert knowledge of human resources to management and will increase organizational effectiveness as agency managers apply this knowledge.
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