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Activity is inalienable part of work of manager, he must constantly be in the course of matters of company and design the activity depending on changes in the process of her development and forming of new necessities.

It is a man which knows enormous confidential information content, that is why a leader must trust a manager which works with a personnel.

There is another nuance: taking a manager from a personnel, a company can choose two ways: at first, to take a young perspective worker with minimum experience, but such man needs great while for adaptation, additional studies and on the first pores clear pointing from the side of guidance. Secondly, it is possible to take a skilled specialist what will give ideas to guidance, to create and realize skilled strategies. A leader in such case will examine and assert already the prepared charts of work with a personnel which considerably will decrease him sentinel expenses, but such specialist has a considerably higher price at the market of labour.

I led as an example now, mainly, personality descriptions of desirable candidate. Although, clear business, it costs to take into account other socialdemographic factors: age, sex, experience, special skills. But these criteria every leader determines on the discretion.

It costs to pay attention to also that, how correctly to enter position of manager from a personnel in a company. I mean not legal party businesses, but human factor, in fact exactly he from practical experience creates most misunderstanding. If company the protracted period did exist without a man which it is centralized decided skilled questions, and suddenly unexpectedly for workers a manager appears from a personnel, in all a question appears: "why"? If in time not to give correct information, then all without an exception workers will pull out supposition independently, that exactly planned guidance. In the corridors conversations, scuttle-butts and rumours, will spread. These processes are very quickly started, badly controlled and them it is almost impossible to stop. It like snow to whom or playing the broken telephone. Sufficiently to express some innocent supposition someone and to the end of day in a company a rumour will spread about the global restructuring, mass liberations and others like that. Why so? Все simply is property of our psyche, we always with fear perceive something a new, and especially, if it is accompanied by the shortage of information. At that rate we quickly fill this shortage own guess-work, and mostly calling to own fears.

What to do, to avoid it? It is needed in good time to tell to the workers, that it is planned to enter such man in the state, as a manager from a personnel, shortly to describe, for what it is done and which will be him basic functions. In the first day of work of manager it is necessary to acquaint him with all collective and once again to mark his basic promises. Access of workers to the manager from a personnel must be maximally open, certainly, depending on the structure of company. Every worker must have a right to put a question to the new specialist.

When a manager from a personnel comes in a company, he must at first to over look soil, and then undertake to business. That do I mean exactly? From own experience know that every company does not look like other - it as different countries in which all live on different laws, although they are similar on the face of it. Therefore governed and strategies of one company can be nonviable in other. Exactly for this purpose at first it costs to every manager from a personnel to understand, where he got. It is needed to understand on what stage of development company, what provision with a personnel, who before even episodically decided current skilled questions which are the primary purpose of activity of company and many other. For such sounding it costs to use different methods: from the analysis of normative and regulation documents which exist in a company, to private conversations after the cup of coffee both with leaders and with a personnel.

Yet it is extremely important for any manager from a personnel to understand the organizational structure of company (from what departments folded, who who submits, who answers for what). If such structure is not prescribed on a paper, then it and will become the first official task of new worker. In fact without her it is difficult to understand processes which take place in companies, the more so, that at every level there are nuances with which afterwards it will be to work to the manager.

It is possible to organize official diagnostics of personnel by means of the specially created questionnaire. That at once not to frighten a personnel, this questionnaire must not touch the concrete estimation of personnel, but only to diagnose moods which dominate in a company. For him it costs to bring in a question about satisfaction or dissatisfaction work in a company, thus important is both a level of hygienically and personality factors, questions which determine loyalty to the company and also necessarily suggestions in relation to the improvement of work with a personnel from a personnel. The last, by the way, is important yet and because in any case a manager from a personnel is a new man in a company and he is difficult at once to catch, and that it is exactly necessary to change, that it became better, and workers which work long time in a company can offer from own experience. Many ideas can be even very rational, that is why them it costs to make reality of. And if workers will see that their ideas, their vision guidance considers valuable and makes reality of it will promote loyalty of workers and their efficiency considerably.

Acquainting to the stage the spread of learning’s of manager provides for also. Every specialist from a personnel, before to accept certain

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