| After more than 40 years’ development,China’s lawyer community has become an important part of the socialist legal system.At the same time,professional and capable lawyers have been active in all fields of life,becoming a vital force to promote economic development and the rule of law.In the competitive legal service market,the salary distribution of law firms is particularly important.The traditional commission system plays a dominant role in the lawyer industry in terms of salary distribution.However,the existing commission system has drawbacks: a single lawyer can expand the case source to business management independently,but lack of team cooperation,unable to undertake high-end or large-scale business,which is difficult to adapt to the team and large-scale market demand.Using Jiu Ming law firm in Gansu province as the case,this thesis analyzes its existing compensation system.Combining theoretical analysis（justice theory,broadband salary research,and incentive theory）with survey methods,this thesis finds the problems existing in the current salary system of Jiu Ming law firm.According to the principles of salary optimization,this thesis presents five measures:the compensation strategy optimization,compensation level optimization,job evaluation optimization,compensation structure optimization,payment optimization.Also,this thesis argues that the organization,system,and cultural factors ensure the implementation of the optimization program.Law firm is a typical professional organization.The staff is knowledgeable and professional.The optimization program discussed above emphasizes personnel diversity,providing a fair salary structure based on their professional characteristics and demand.The optimization of the compensation system reflects the “work more,gain more”,which can effectively solve the existing problems and motivate employees.This study,therefore,sheds new lights to other law firms in Gansu province. |
