The use of different terms is ethics and moral (lat.) — not by chance. In Russian there is yet a word morality, in-use at consideration of the transferred problems and what be going on from an analogical slavonic root (disposition, character). Distinction of senses of these three terms has the history in ethics (as in science about a moral) and philosophy. In literature, business ethics devoted problems, if authors in general consider it necessary to distinguish ethics from a moral, as a rule, it is assumed that ethics aspects are presented in social co-operations, amoral — in the internal estimations of personality. However and in that and in other case the question is about distinction of good and evil, just and unfair, good and bad.

The specific of professional ethics of manager on a personnel consists in that he must not only conform to the certain moral requirements but also consciously to use the mechanisms of the moral adjusting in a management human capitals.

If to take advantage of models of competence as it applies to descriptions of manager on a personnel, then from all higher clear, that it can be neither unidimensional model, describing the simple enough type of activity nor abstract model, office worker by generalization of properties of whole class of family деятельностей. This must be the model of activity, including other types of activity as elements. Therefore a model of competence of manager on a personnel is a multirole professional type.

At the construction of multirole professional type of manager it is necessary to identify on a personnel:

1) tendencies (in organization of business, industry, market environment and technologies) which are able substantial appearance to influence on functional descriptions of activity of on a personnel saved and foreseen in the future;

2) great number of key «areas of responsibility» of manager on a personnel;

3) most essential tasks and job performances from the point of manager on a personnel;

4) criteria of efficiency of his activity for every key function;

5) constructed block of basic capabilities and other abilities and skills, necessary for implementation of every key function and achievement of result of activity of manager on a personnel;

6) specific for activity of manager on a personnel conduct his competence shows up in which.

Key roles of manager on a personnel

Coming from vision for the future of skilled services leaning against experience of successful, it is possible to define key roles for the profession of manager on a personnel.

1. A skilled strategist is a member of administrative command, responsible for development and realization of skilled strategy, and also organizational mechanisms of its providing; control system and managing services, carrying out the functions of skilled management (vice-president on a management a personnel).

2. A leader of service of management a personnel is an organizer of work of skilled subdivisions.

3. A skilled technologist is a developer and realizer of creative approaches in specific for a manager on a personnel areas of activity, competent in the special and technological knowledges, able to attract various internal and external resources and them effectively to use organizations taking into account business prospects (leader of service of organizational development or development of personnel).

4. Skilled is a leader, leader-developer of experimental, initiative or pilotage projects, requiring large attention and careful working, before they will get wide distribution in practice of skilled management of organization.

5. A performer is a specialist, carrying out an operative skilled policy.

6. A skilled consultant (external or internal) is a professional, using panoramic vision of prospects of corporation, practical knowledges in area of management human capitals and skills of expert, for determination of necessities, possibilities and ways of decision of problems, related to development of organizational-skilled potential.

Actually these six professional roles are a minimum role set for an effectively working administrative command in the system of skilled management of the separately taken organization.