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
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From United States, Round Rock
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Hi,
LPO stands for Legal Process Outsourcing. The company involved in LPO is definitely an ITES firm. The hiring strategy will target individuals with a good understanding of the legal system and terminology. Since these tasks are outsourced, having a solid grasp of international laws is highly beneficial. Additionally, the ideal candidate should possess strong typing skills, knowledge of data processing, and proficiency in internet and computer skills, among others. Last but not least, they should demonstrate interest and dedication.
I hope I have addressed some of your concerns.
Prabin
From India, Bhubaneswar
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2LPO stands for Legal Process Outsourcing. The company involved in LPO is definitely an ITES firm. The hiring strategy will target individuals with a good understanding of the legal system and terminology. Since these tasks are outsourced, having a solid grasp of international laws is highly beneficial. Additionally, the ideal candidate should possess strong typing skills, knowledge of data processing, and proficiency in internet and computer skills, among others. Last but not least, they should demonstrate interest and dedication.
I hope I have addressed some of your concerns.
Prabin
From India, Bhubaneswar
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Hi Raashee,
As Prabin has mentioned, LPO stands for Legal Process Outsourcing. The LPO industry will be interested in hiring only candidates with a 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 follows:
- 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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As Prabin has mentioned, LPO stands for Legal Process Outsourcing. The LPO industry will be interested in hiring only candidates with a 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 follows:
- 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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