WHAT IS AN LPO , HOW WOULD AN HR MANAGER EXECUTE HIS ROLES N RESPONSIBILITIES IN A LPO, WHAT SHOULD BE HIS UNDERSATANDING OF A LPO , AND HOW SHOULD HE SET THE SKILL SET FOR RECRUITING PLEASE GUIDE
From United States, Round Rock
From United States, Round Rock
Hi,
LPO stands for Legal Process Outsourcing. The company which is into LPO is definitely a ITES firm. Hiring strategy will be people with good understanding of the legal system and terminlogy. Since these things are outsourced a better understanding of International laws is quite good. Also, the person should be good in typing skills, good knowledge of data processing, and Internet and Computer skills, etc. And last but not the least, interest and dedication.
Hope I have cleared some of your problems.........
Prabin
From India, Bhubaneswar
2LPO stands for Legal Process Outsourcing. The company which is into LPO is definitely a ITES firm. Hiring strategy will be people with good understanding of the legal system and terminlogy. Since these things are outsourced a better understanding of International laws is quite good. Also, the person should be good in typing skills, good knowledge of data processing, and Internet and Computer skills, etc. And last but not the least, interest and dedication.
Hope I have cleared some of your problems.........
Prabin
From India, Bhubaneswar
Hi Raashee,
As Prabin have mentioned LPO stands for Legal Process Outsourcing. The LPO industry will be interested to hire only the candidates with LAW background, i.e. he/she should have completed their graduation or post graduation in Law.
As an HR for an LPO you should know the various projects handled in an LPO, some of the projects are as below,
As an HR in an LPO you should be competent in the following areas,
Recruitment:Participating in and supervising the day-to-day aspects of recruitment and also working on enlarging the labor pool by engaging with law schools and other professional organizations.
Training & Ongoing Continuous Legal Education: Structuring, overseeing and refreshing robust training for all levels of staff.
Mentoring: Developing a mentoring relationship with all managers to participate in their professional development.
People Management: Taking leadership and ownership in people management across the vertical and ensure that the vertical has a meritocracy oriented, people-friendly, knowledge-oriented culture where people treat each other as valued colleagues. Implement appropriate programs for keeping employee morale high and ensure employee longevity/retention.
Knowledge Management: Extending findings, procedures and analyses into white papers, conference presentations and client briefings and participating in colloquia, conferences, seminars, etc. Ensure that the link between training/continuous legal education and knowledge management is maintained so that delivery knowledge is uploaded real time into a repository.
Please let me know if you have any other questions. You can also refer to the below link for more information
Legal Process Outsourcing (LPO) ? Hype Vs. Reality
Thanks
Harsha
From India, Bangalore
As Prabin have mentioned LPO stands for Legal Process Outsourcing. The LPO industry will be interested to hire only the candidates with LAW background, i.e. he/she should have completed their graduation or post graduation in Law.
As an HR for an LPO you should know the various projects handled in an LPO, some of the projects are as below,
- Document review and electronic discovery
- Legal research and support
- Contract drafting, review, negotiation & management
- Patent Drafting
- Litigation
As an HR in an LPO you should be competent in the following areas,
Recruitment:Participating in and supervising the day-to-day aspects of recruitment and also working on enlarging the labor pool by engaging with law schools and other professional organizations.
Training & Ongoing Continuous Legal Education: Structuring, overseeing and refreshing robust training for all levels of staff.
Mentoring: Developing a mentoring relationship with all managers to participate in their professional development.
People Management: Taking leadership and ownership in people management across the vertical and ensure that the vertical has a meritocracy oriented, people-friendly, knowledge-oriented culture where people treat each other as valued colleagues. Implement appropriate programs for keeping employee morale high and ensure employee longevity/retention.
Knowledge Management: Extending findings, procedures and analyses into white papers, conference presentations and client briefings and participating in colloquia, conferences, seminars, etc. Ensure that the link between training/continuous legal education and knowledge management is maintained so that delivery knowledge is uploaded real time into a repository.
Please let me know if you have any other questions. You can also refer to the below link for more information
Legal Process Outsourcing (LPO) ? Hype Vs. Reality
Thanks
Harsha
From India, Bangalore
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