| Since the founding of new China,After 30 years of groping,the law industry was restored in 1979.After 30 years of development,the number of Chinese lawyers has expanded from 200 to 200,000.In 2016,our country already has more than 20000 law firm,nearly 300000 employees,Mainly concentrated in the economically developed provinces and cities.But that more than 20000 law firm size difference is very big,In mainstream partnership law firm,for example,As small as 3-5 small law firm,To more than one thousand people in the international law firm.According to the justice department estimates,The law firm is less than 10 people accounted for more than 50%of the total,If the geographical limitations in lower-tier cities,the proportion of small law firm should be more than 70%,even in remote areas can reach 100%.This article selects the second-and third-tier city-yantai region,In 2016 nearly 150 law firms,and the number of practicing lawyers for more than 2000 people,is in conformity with the data from the department of justice.Based on the human resource management of the small and medium-sized law firms in the second and third-tier cities,this paper analyzes the contradictions and the difficulties of reform in the reality of the law,pick out the two core performance and remuneration system,In yantai area small law firm CZG law research,careful analysis of relevant research data,with reference to the domestic outstanding small and medium-sized firms are human resource management as an example,summarized,research and promotion,For two to three lines in the process of the development of small and medium-sized partnership law affairs,establish a scientific and practical applications of compensation system and performance evaluation system,so as to build up the corresponding human resource management system,The ultimate goal is to be able to attract talents,cultivating the excellent talents,retain talents,make the management of small and medium-sized firms from scratch,from chaos to order. |
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