Legal Practice Management

1.Humans,

 2.Finance,

 3.Machines, and

 4.Materials.

• of these four, the humans cause the other resources to achieve the objectives of
• the firm.

1.Optimal number;

2.Have relevant competencies

3. Staff correctly deployed;

• 4. Motivation
• correctly addressed;

• 5. Compensation
• adequately addressed;

• 6. Staff
• capacity continuously improved and

• 7. Performance
• correctly managed.

• 1.Human Resource Planning to ensure optimal number and relevant competencies
•       
• 2.Recruitment to fill vacancies;     

• 3.Deployment to ensure staff do what is suitable for them;
•       
• 4.Motivation to ensure optimal performance;
•       
• 5.Compensation to ensure equittable pay for all staff;

6.Staff development to ensure continuous  improvement       

• 7.Performance correctly managed to ensure
• efficiency and productivity

Human Resource Management is the function that deals with staff issues such as

compensation,

hiring,

• performance
• management,

 safety,

 wellness,

 benefits,

 employee motivation,

 communication,

 administration,

 and training.

There are two broad categories of functions of HRM namely;-

1. Managerial functions

2. Operative functions

• 1. Planning:     
• Determining the firm’s goals and formulating policies and strategies of
• achieving them.  For HRM planning is
• referred to as Manpower Planning.

• 2.Organising:      
• Organising is the process of allocating specific roles to specific positions.
• Includes organization chart.

• 3.Directing:
• This is the process ensuring group or individuals efforts are geared towards
• the desired goals. Includes issuing directives.      

• 4. Controlling:     
•  Setting performance standards and      monitoring to ensure they are met and  taking action incase they met.

• These are human resource–specific functions
• which include:

• 1.Procurement:      
• this is recruitment and
• selection and includes manpower planning, job analysis, recruitment, selection,
• induction and placement.

• 2.Development:      
• Strategies to ensure that
• the knowledge, skills of the staff are continuously improved.

• 3.Compensation:      
• this involves determination of salary and
• wage levels to ensure equity and competitiveness of the firm in the job market.

• 4.Maintenance:      
• this is protecting and promoting employees
• while at work by availing benefits e.g. medical insurance, housing, education,
• transport, social securities, pensions etc.

Strategic Management is It is the process of

-identifying organization's objectives,

• -developing policies and plans to
•  achieve these objectives,and

-allocating resources to implement the policies and plans to achieve the organization's objectives.

• 1. Strategy formulation
• This is decision about the vision and mission of the firm, long and short term
• objectives and selecting the strategies and activities to be implemented to
• achieve these objectives. 

• 2. Strategy implementation
• involves using the firms resources,
• structures, systems, processes to implement the strategies. It involves
• providing leadership and monitoring the effectiveness of the strategies

• SHRM
• Is the conscious application of human resource functions inorder to to
• achievement of the organizational goals. A deliberate move by the HR Department
• to ensure that all its activities lead to the achievement of organizational
• goals.