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ALPMA Reveals the Hottest Issues in HR for the legal profession in 2013

Announcement posted by Australasian Legal Practice Management Association 21 Jan 2013

ALPMA survey shows finding quality staff, employee retention & leadership capability are the top 3 HR challenges facing the legal profession in 2013

Finding quality staff continues to be the top HR issue facing law firms in 2013, according to the results of the Hot Issues in HR for the Legal Industry in 2013 Survey, produced by the Australasian Legal Practice Management Association (ALPMA) and proudly sponsored by SkillsScorecard, released today.  More than 100 respondents from law firms across Australia participated in the survey.

The top three HR issues faced by law firms in 2013 (those rated as highly important by over 40% of respondents) were: 

1.Finding Quality Staff  

2.Employee Retention/Talent Management 

3.Developing Organisational Leadership Capabilities 

‘It is not surprising that the top three HR issues still remain firmly on the radar for law firms in 2013 as they are issues that need to be owned by ‘whole of firm management’ not solely within HR,”   Mary Hockaday, ALPMA National Learning & Development Director said. 

“Firms need to develop a well defined talent management strategy and employee value proposition linking recruitment, performance management and learning and development programs supporting leadership capabilities, behaviours and employee engagement – and continuously refine this based on market conditions.”

“However too often, these programs only seem to target a sector of the firm not the firm as a whole.  If we are serious about developing leadership capabilities, we need to look at every level of the business not just at partners, directors and senior legal staff.  If we speak about employee engagement, ask the question, what are employees engaged to?” Mary Hockaday, ALPMA National Learning & Development Director said.

The top 3 issues were closely followed in importance (rated as very important by over 40% of respondents) by: 

4.Managing Poor Performance 

5.Effective Social Media Usage 

6.Managing Mental Health in the Workforce

The issue of managing mental health at law firms was added to the survey for the first time this year.  

“The fact that managing mental health debuted at number 6 provides a clear indication of the seriousness of this issue for law firms, big and small.  Addressing this successfully may require a significant change in culture at a firm and it is very important that this is supported and led by partners,” Mary Hockaday said.

The biggest change this year was the increased importance by law firms placed on workforce diversity and equal opportunity – last year, less than 5% rated this as highly important. In 2013, this result increased by 12% , with over 75% of large firm respondents rated this as very or highly important, indicating this is a major issue on the large law firm agenda.

Most firms (more than 60% of respondents) rated the impact of legal outsourcing, staff changes from mergers and acquisitions, legal project management or changing partnership models as not important or only slightly important.

“Looking at issues that firms consider very important or highly important, talent management leads the field. That firms would prioritise talent management (keeping their most productive people) in current market conditions is no surprise”, said Ray D’Cruz, CEO of SkillsScorecard.  “That they would be getting serious about managing poor performance (also highly rated) is the flipside of how firms react to uncertain times.”

The information gathered in the survey will help shape content for ALPMA’s National HR Workshops, held in March 2013 and facilitated by leading HR industry consultant, Kriss Will.

“The ability to find quality staff, the challenges and opportunities in getting employee retention/talent management right and the concerns about how to effectively manage poor performance will be addressed at the workshops from both the strategic and operational perspectives.  The role of organisational leadership capabilities will also be covered,” Kriss Will said.

“HR Managers from leading law firms will share their insights and practical tips on what works in their firms in the panel discussions.  With each attendee having the opportunity to submit three of their own “tricky questions”, the employment lawyers will be kept busy demystifying the legal requirements. “

“In my experience, these one day forums provide a unique opportunity for people to learn and share.  It is amazing how quickly the day flies by and the feedback is unequivocal – it is a very valuable day for any law firm manager,” she said.

Interested firms should register now to attend the National HR Workshops, as places are strictly limited.

 

ALPMA National HR Workshops

Date

Proudly Supported by

Adelaide HR Workshop

5 March, 2013

SkillsScorecard, EMA Lawyers, McArthur Law Staff

Sydney HR Workshop

12 March, 2013

SkillsScorecard, Empire Careers, The People Builder, Strategic Business Alliance

Brisbane HR Workshop

14 March, 2013

SkillsScorecard, The College of Law, Empire Careers

Melbourne HR Workshop

21 March 2013

SkillsScorecard, Legal People, Strategic Business Alliance