A new approach to talent management in law firms

Susana Almeida Lopes · J. M. G. Sarraguça · João A. Lopes · Maria Eduarda Duarte

21 citations0/0 files storedInternational Journal of Productivity and Performance Management

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Human Resource and Talent Management Competency Development and Evaluation AI and HR Technologies

Abstract

Purpose – The purpose of this paper is to propose a new approach to talent management that consists of averaging performance appraisal and assessment center ratings for in-depth identification of lawyers’ talents. Design/methodology/approach – The approach’s adjustment was examined using a 61 senior-lawyer sample from a Portuguese law firm. Comparisons between assessment center and performance appraisal ratings were analyzed using paired-samplet-tests and a kernel density function, and predictive validity was assessed with Pearson correlations. Evidence of both a general performance factor and two additional factors was verified using principal component analysis. Varimax rotation was used to verify three broad factors with job profile’s three broad areas. Findings – Results suggest support for the assessment center’s predictive validity. Its lower and more variable ratings overcome performance appraisal rating bias. Adjustment of the new approach to lawyers’ overall talent identification (the general factor) and each lawyer’s relative talents (three broad factors) was observed. Research limitations/implications – This study contributes to the body of knowledge regarding the substantive existence of a general performance factor, and adds to empirical research concerning talent management, which is lacking. However, generalizability requires broader samples and replication. Practical implications – The approach is a methodology that informs career management, high-flyers’ identification, talent mapping, development, succession planning, team composition, and diversity analysis. For lawyers, objective feedback allows benchmarking talent and managing one’s career. Originality/value – This study pioneers empirical research that develops methods for identifying talent in law firms, vital for firm sustainability.

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References

2001DIRECT AND MODERATING EFFECTS OF HUMAN CAPITAL ON STRATEGY AND PERFORMANCE IN PROFESSIONAL SERVICE FIRMS: A RESOURCE-BASED PERSPECTIVE.1920A constant error in psychological ratings.2009Strategic talent management: A review and research agenda 2001Good to Great 2006Talent management: A critical review 2004General Mental Ability in the World of Work: Occupational Attainment and Job Performance.2007Ten Common Misunderstandings, Misconceptions, Persistent Myths and Urban Legends about Likert Scales and Likert Response Formats and their Antidotes 1980Performance rating.

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