| With the continuous advancement of comprehensively governing the country according to law and the gradual improvement of the reform of the judicial system,citizens ’demands for legal services are increasing,and their requirements for quality are becoming higher and higher.The pass rate of annual judicial examinations has been above 10% since 2003.In the five years from 2014 to 2018,the number of Chinese lawyers has increased from 271,000 to423,000,a growth rate of 56%.In the first half of 2019,courts across the country received a total of 14.889 million new cases,a year-on-year increase of 14.54%.In this new era,the number of lawyers continues to grow,the number of cases grows exponentially,and the types of cases is also diversifying day by day.Law firms have sprung up and market competition is becoming increasingly fierce.The core competitiveness of the law firm is still "people".The human resource management capability of the law firm is particularly important in the competition.A scientific and reasonable salary system is an important means to maximize the utility of human resources.Therefore,whether the salary management is effective and whether the salary system is scientific determines to a certain extent employee’s efficacy and the productivity of the law firm and society.As the market environment continues to change,the law firm’s salary management system also needs to be constantly adjusted,which is a dynamic process.Therefore,higher requirements have been put forward for the enterprise’s salary management capability.Salary management has become the core issue of human resources management in law firms,which affects the cohesion and creativity of the organization.In this article,the author selects Law Firm Y as the research object.During the study,the author develops in-depth understanding of the current organizational structure,personnel structure and compensation plan of Law Firm Y,and analyzes the problems and their causes of the compensation plan of Law Firm Y.The author also conducted theoretical analysis,and data analysis of the questionnaire feedback conducted among the law firm industry,and proposed the direction of Y law firm’s salary plan optimization.From the aspects of job responsibilities and staff classification of law firm employees,the author proposes that the employee index assessmentand evaluation system to be clearly defined in the salary plan,so that the salary plan can be fair and equitable,and the incentive effect of salary management can be truly exerted.Regarding the idea of setting grades according to the classification management of personnel in the reform of the judicial system,the author also proposes the employees of Law Firm Y to be classified according to categorization of partners,lawyers,paralegals,and administrative staff.Salary optimization schemes are proposed separately,whereas different salary levels are set up for the same position.The level of treatment improves the enthusiasm of the employees of the law firm.Based on the analysis of the feasibility of applying broadband compensation theory to Y lawyers,combined with the actual situation of Y law firm’s salary management,an optimized plan for Y law firm’s salary management system was proposed. |
