F Public Sector Legal Adviser Of Talent Loss Countermeasures

The legal department should provide legal reference for the government in making major decisions. The legal consultant in the governmental agency should offer the professional legal services in the fields of contract review, major decision rationality and validity examination as an important means of enhancing the quality of governmental decision. In recent years, especially since the18th national congress mapped out the great cause of building a government ruled under the law, the legal work of the government has gained more attention from the society and academic community. With the deepening of economic reform, H City is currently entering the key stage of social transformation. As the legal administration makes progress, the municipal government is confronted with the urgent task to build a legal consulting team that is familiar with the governmental policy, administrative management and legal expertise. F department has assumed the role of providing legal consulting service and also made efforts to improve the work mechanism of governmental legal consultancy in recent years. For example, F department has enlisted the lawyers and legal talents from the society to act as the full-time consultant or legal assistant, which has played an irreplaceable role. Targeted at the talent drain in the F department, this paper has analyzed the drain of legal consultant and legal assistant and also offered the research method and advice.This paper consists of seven chapters. The first chapter is the introduction and includes the research background, meaning, content and method. The second chapter is devoted to the literature review, including the research into the talent drain both at home and abroad. In order to make a study of the major research subject, this paper has also elaborated on the basic theories regarding legal consultant and lawyer in the government and enterprise. The third chapters to the sixth chapters are the key part of the paper. Based on the real case, the third chapter will analyze the talent drain in the F department from the perspective of historical evolution, development process of legal consultant system and current situation of talent drain. The fifth chapter will deduce the cause of the talent drain in terms of management policy, salary proportion, performance management, career planning and humanistic concern. On the basis of the third and fifth chapters, the sixth chapter will provide a bold conception of talent management for the F department. The seventh chapters are the conclusion and outlook. This paper aims to provide the feasible advice for the management of legal talent and also further improves the work efficiency of administrative departments.