Young lawyers are the future of the legal profession and the most important talent pool for law firms. Therefore, law firms should place the growth and training of young lawyers at the core and give them full attention. However, the current status quo of the industry is - young lawyers and law firms are not closely linked, law firms lack sufficient incentives to train young lawyers, resulting in the growth of young lawyers difficult.
Galley has always adhered to the corporate management model since its establishment, and has actively explored a training model suitable for the growth and development of young lawyers. Jiali Law Firm combines the original intention of its establishment with its vision for the future, insists on deep ploughing on the road of specialization, establishes graphite training system and perfects the training and assessment promotion mechanism, and realizes the free flow of knowledge of the firm, and the benign situation of rapid growth of young lawyers. Now we share the training experience of Jiali Law Firm with you, and hope that we can help you in the training of young lawyers.
One, adhere to the corporate management model, the establishment of the institutional environment of everyone willing to share
Jali law firm adhere to the corporate management model, drawing on the concept of modern enterprise management, combined with the actual situation of the lawyers, through innovative management forms, improve the organizational structure of the firm, and the establishment of a system of everyone willing to share the environment.
(1) Innovative Management Forms, Creating an Atmosphere of Cooperation and Sharing
Jiali Law Firm adopts a brand-new management model, dividing the firm's business into four modules, namely, brand marketing, consulting and reception, case negotiation and handling, and technical products. In order to maximize their value, managers need to cooperate fully with other departments, and they must think and work together in order to make the firm grow and develop rapidly.
Based on this upper level design, from the day of its birth, Jiali Law Firm carries the genes of "cooperation" and "sharing", which creates a favorable cultural atmosphere for the establishment of cooperation and sharing mechanism of the firm.
(2) Improving the organizational structure of the firm and establishing a systematic environment for knowledge sharing
Since 2016, Jiali Law Firm has gradually improved the organizational structure of the firm and established an organizational system with the Business Department as the operational department, the Marketing Department, the Consulting Department, the Branding Department, and the Product Department as the supporting departments, and the Finance Department and the Comprehensive Service Department as the guarantee departments. Organizational system.
Figure 1: Organizational structure of Family Law
Under such an organizational system, senior lawyers take the initiative to teach young lawyers and trainee lawyers, and at the same time encourage lawyers to set up mutual assistance training sessions, and the support departments of Marketing, Consulting, Branding, and Product Departments provide the young lawyers with marketing planning and execution, customer contact, brand promotion, customer profiles, judges' portraits, interpretation of classic cases, and services in matrimonial and family law. The support departments such as Marketing Department, Consulting Department, Branding Department and Product Department provide the young lawyers with resources and capacity support such as marketing plan execution, client contact, brand promotion, client portrait, judge's portrait, classic cases, and big data report of matrimonial and family legal service, etc., which are all aimed to help the young lawyers grow up faster, and then provide the firm with continuous vitality.
Second, adhere to the specialization of the road to deep plowing, the formation of a complete professional knowledge and skills system
Most young lawyers rely on self-study, the external market to provide training programs are not only expensive, but also tend to focus on a certain practice skills or difficult legal issues, young lawyers are difficult to form a complete professional knowledge and skills system. The training programs offered by the external market are not only expensive, but also tend to focus only on a certain practice skill or a difficult legal issue.
Family Law Firm always focuses on matrimonial and family law services, and its practice areas include matrimonial and family non-complaint and litigation business as well as family wealth inheritance planning business. By the end of 2018, the Family Law Firm has received more than 50,000 clients and handled more than 1,000 matrimonial and family cases, and the practical training of a large number of specialized cases not only allows young lawyers to quickly master the case-handling skills of such cases, but also accumulates a wealth of professional knowledge and skills for the Family Law Firm, forming a complete and rich professional knowledge system, which serves as an important material for the training of young lawyers' practicing skills.
Figure 2: Jiali training materials (part)
Three, improve the training-examination-promotion mechanism, incentives for young lawyers to grow rapidly
In the growth of young lawyers incentives, the lawyer industry has had a lot of discussion, but few samples of practice. Based on the actual situation of the firm, and according to the different needs of young lawyers and young lawyers who have been practicing for less than 3 years, Jiali Law Firm has gradually established and perfected the mechanism of cultivation-examination-promotion.
Figure 3: The promotion mechanism of Jiali's talents
Jiali pays more attention to the two phases of cultivation and assessment for the trainee lawyers.
The admission system for trainee lawyers is implemented, and trainee newcomers need to go through a three-month systematic training and assessment of six major competency models, namely, image management ability, business knowledge ability, language expression ability, emergency response ability, comprehensive application ability and self-driven ability, before they can become trainee lawyers formally.
Figure 4: The Six Competency Models
Taking Ren Zhengliang from Jiali Law Firm as an example, he is one of the first batch of practicing lawyers who grew up through Jiali's training model. During his internship, in addition to assisting his supervising attorney, he has also assisted nine other practicing attorneys in handling cases, participating in more than 100 matrimonial and family cases, drafting more than 200,000 words of all kinds of paperwork, and appearing in court more than 120 times. In addition to professional knowledge training and case practice training, he has received the paperwork writing, communication skills, expression in front of the mirror and other special ability training.
For practicing lawyers, Jiali Law Firm's admission standards are very strict, and after successfully joining the firm, it pays more attention to the two stages of training-promotion. In addition to the training of practicing knowledge and skills, the firm actively provides young lawyers with a rich platform for self-expression, such as recommending outstanding young lawyers to serve as guest speakers in Beijing News Radio's "Police and Law Online" program and Beijing TV's "The Third Mediation Room," in order to help them increase their social influence.
In order to make young lawyers learn well and stay in the firm, the firm has perfected a seven-level promotion mechanism, which allows each young lawyer to upgrade through his/her own efforts until he/she becomes a partner of the firm.
Figure 6: The promotion ceremony of the first batch of equity partners of Galleys
Fourth, the establishment of graphite training system, to realize the inheritance and updating of professional knowledge of the firm
After more than three years of practical development, Galleys has established a graphite training system, through which to realize the inheritance and updating of professional knowledge of the firm, and to help young lawyers grow rapidly.
(A) graphite training system
The graphite training system got its name from the fact that the training system of Jiali Law Firm is like the graphite structure, which has the training system of "master and apprentice" between lawyers of different levels, and also has the training system of departmental mutual assistance between lawyers of the same level, and every lawyer is a member of Jiali Law Firm's team. The training system is like a graphite structure, with a "mentor-apprentice" training system between lawyers of different levels, and a departmental mutual assistance training system between lawyers of the same level, and each lawyer is the main body of external connection, so that they can learn from the outside and feed the whole firm through the collective sharing of training.
Figure 7: Graphite training system
(2) Innovating the traditional master-apprentice system, letting the master drive the growth of the apprentice
Under the Graphite training system, the master and the apprentice are firstly equal colleagues, and then master-apprentice relationship. Masters and apprentices belong to the same family law practice, they don't need to compete for cases, they need to cooperate more in order to **** together to cope with the increasing number of complex cases.
There is no hierarchy in the relationship between mentor and pupil in the Firm, it is more like a cooperative relationship of mutual assistance and cooperation, in which the mentor and pupil are not "like father to the mentor". In the firm, trainee lawyers and young lawyers can voluntarily form a mentor-apprentice relationship with senior lawyers after a two-way selection process, but they are also free to cooperate with other senior lawyers in handling cases.
(3) Establishment of Mutual Aid Clubs within Departments for Self-Help Growth of Same-Level Personnel
Under the graphite-based training system, the departmental mutual aid training system can help lawyers of the same level to help themselves grow.
The departmental mutual assistance training system of the case department organizes a weekly training meeting of two hours' duration, which is divided into two parts:
The first part is the sharing of difficult cases, each time a senior lawyer is appointed to share a difficult case, mainly self-help, and the person who shares will explain in detail the controversial points of the case, the process of handling the case as well as the court's decision-making ideas;
The second part is free discussion time, practicing lawyers can throw out some difficult problems they encountered in handling cases, other lawyers can provide theoretical ideas to solve the problem, or provide their own practical experience in handling similar cases, and finally the discussion will form a written plan to deal with this kind of difficult problems.
(4) the law firm to establish a collective sharing system, to achieve the internal and external knowledge integration and updating
jali law firm will also support lawyers to participate in external training and learning, in addition to actively mobilizing trainee lawyers, young lawyers to participate in the training seminars organized by the lawyers association, at the same time every year will be selected and sent to the lawyers to the excellent lawyers to go to the iCourt Law School, the national young lawyers public service training and other lawyer training. Family lawyers training platform to participate in special training, the law firm to provide training funds, transportation and accommodation costs.
In order to encourage lawyers to self-driven learning to improve, to realize the integration of knowledge within and outside the firm to update, the family lawyers as early as early 2017 to establish a collective sharing system, collective sharing will be held once a week, all members of the firm can participate in the speaker can be self-nominated, but each person is required to speak and share at least once a year.
Conclusion
2019 marks the 40th year since the restoration of China's lawyers' system, and although China's lawyers' industry has been given unprecedented opportunities for development as the economy continues to grow, the growth of young lawyers is still a problem for the industry.
Young lawyers are the future of the profession and represent the future of law firms. In the growth and training of young lawyers, law firms are both responsible for and benefited from.
Jiali Law Firm clears the systematic obstacles for the growth and training of young lawyers by adhering to the management mode of corporatization, insisting on deep ploughing on the road of specialization, and perfecting the mechanism of cultivation, assessment and promotion, and at the same time establishes a graphite training system, introduces the source of living water, and allows knowledge to flow freely inside and outside the firm, so as to make the firm become a puddle of ever-clear spring water.