Developing a strategic approach to HR is critical to a law firm’s success. Yet effectively communicating a strategic approach, and influencing the partnership to engage with it, is not an insignificant challenge...

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Many law firms are now going through an unprecedented period of change as they respond to market competition, expansion and commoditisation. In some cases managers and partners will need to take on additional roles throughout this process and the HR function at your law firm will become integral to the success or failure of these organisational and behavioural changes.

The newest addition to the Managing Partner Best-Practice series is written specifically to provide you with an in-depth guide to achieving significant change in your people processes. This practical report captures the knowledge and expertise of the author in implementing effective strategies that will deliver a genuine improvement to the overall performance of your firm.

People Management for Law Firms is written by Julie Harrison of Portland International. The report specifically equips you with the knowledge to:

-  Effectively lead your people, setting a clear strategy for internal change and a plan for how to get there;
-  Develop understanding of HR processes within management, overcoming resistance and, in doing so, creating role models for other staff;
-  Clarify roles and goals for managers – helping them to understand what they are accountable for and how they will be held accountable;
-  Provide 360-degree feedback on how managers are performing in their roles;
-  Understand and deal with performance issues;
-  Provide appropriate ongoing support, development and personal coaching;
-  Identify and develop key potential and talent for the future;
-  Understand and harness people’s strengths and talents.
 
People Management for Law Firms looks in detail at achieving improved performance and progress. In line with the business-change plan, it clarifies the measurement and reward messages and mechanisms, so that everyone in the firm understands the business strategy and progress you are making.

The report also includes several practical case studies from firms including, Addleshaw Goddard, Berwin Leighton Paisner, CMS Cameron McKenna, Lovells, and Shoosmiths.

It is down to HR to solve the problem of providing the right staff that will allow the firm to meet its business objectives, but also motivating the team when the landscape of traditional reward structures is changing massively. Business needs dictate that the role of the HR professional within a law firm is not an administrative one, but is that of a business partner that can help realise the over-arching ambitions of the firm.

People Management for Law Firms seeks to provide you with the knowledge, expertise and understanding to perform your role efficiently, but more than that provides you with an extensive resource detailing the skills, strategies and techniques that will make the cultural changes you face today successful.