By researchers the great number of descriptions of competence of manager was offered on a personnel , 11 areas of competence were acknowledged key, as they appeared in the expert estimations of all six mentioned roles of manager on a personnel. These key the area of competence were incorporated in three group.

1. Private decency:

1) ethics is respect of rights for personality, responsibility for the taken promises, reliability, honesty, justice;

2) honesty is rigorisms to the job performances;

3) a reasonableness is ability to accept reasonable, realistic and grounded decisions.

2. Purposefulness and productivity:

1) effectiveness is an orientation on end-point;

2) a persistence is ability to overcome limitations, laid on the folded situation;

3) devotion organization and business orientation — to follow the norms of organization, keenness by work and responsibility for quality of the work;

4) a confidence in itself is readiness and ability to decide tasks.

3. Skills of command work:

1) a command orientation is understanding of necessity of activity and ability to work in co-operating with other;

2) the pinness is ability to set business and relationships with partners;

3) a communicability is ability to use verbal and writing speech, stylistic and other expressive facilities for affecting partners and achievements of the mutual understanding;

4) ability to listen is ability to perceive, master and use information, extractive from verbal communication. The expert estimation of meaningfulness of these key areas of competence for successful work of manager on a personnel enabled them in the following order (as far as the decrease of degree of importance):

1) ethics;

2) communicability;

3) ability to listen;

4) pinness;

5) command orientation;

6) honesty;

7) reasonableness;

8) effectiveness;

9) persistence;

10) a confidence is in itself;

11) devotion organization and business orientation.

That preeminently ethics appeared the priority area of competence of manager on a personnel is casual? Reputation of professional, accumulated them a social and moral capital in a great deal predetermine success of his activity in professional networks. As network forms of organization imply passing to the contract (as a rule, urgent) forms of bringing in of personnel, then work with him a manager on a personnel is under an obligation to build on basis of not only formal and informal methods of contracting but also using the receptions of psychological contract. Establishment of atmosphere of mutual trust is the key to effective activity of all system of skilled management, necessarily including not only the regular workers of skilled services but also practically all manager's corps of corporation, and also external consultants. Moreover, every worker of skilled service must carry out another obligatory role — original tuning «fork» of moral-psychological climate in workinggroups and collectives.