Best HR initiative

2006 WINNER

Patrick McCann of Berwin Leighton Paisner with Tim Skipper of First Counsel

BLP have continued their reputation for daring and leading edge HR development with the introduction of LPC+ and the BLP framework. The framework in particular is a creative approach to making junior lawyer's development needs come alive.

In acknowledging that partnership is no longer a viable, or at times desirable end goal for all, BLP have been radical in introducing the alternative career path. Other firms will need to follow as the partnership model becomes iunder increasing starin. BLP deserve great credit for recognizing and initiating this important alternative career path.

RUNNER UP

Clifford Chance 3 - Executive Manangement Programme

This is a rare example of an HR initiative that combines creativity, a leading edge partnership and a focus on building management skills for the medium rather than short term. The programme covers a wide range of modules, all of which will need to be applied in the Firms that intend to stay ahead of the pack in competitive markets. The fact that the programme is tailored for, and aimed at, senior business services staff further marks this out as a progressive and thoughtful initiative that I am confident will pay dividends.

Clifford Chance 2 - Development Centres

Focus on commercial skills and the development thereof is a vital component of what every HR department in professional services should be spending its effort on in today's market. The development centres put in place by CC are closely tied to the Firm's values and the credibility of the development is only enhanced by the use of retired partners. I was also impresses by the 'stretch' nature of the skills development in the CC initiative. Far too often such centres are used merely to reinforce skills at an associate's current level. CC have taken the bold and necessary step to test their associates and Senior Associates against their future levels.

Clifford Chance 1 - HR Shared Service Model

HR transformation and reorganization around versions of the Ulrich model have been a hot HR topic for a few years now. Nevertheless the number of Firms that have successfully managed the transformation and delivered value and service back into their businesses are depressingly few. CC have used a well known model but have implemented swiftly and successfully without any apparent diminution in service levels.

3RD PLACE

Deloitte's march up the graduate surveys is a significant achievement in a market place that is notorious for acceptance of pre-conceived notions about Firms and where preconceptions rule the roost. Deloitte have recognised that in order to improve those preconceptions of their Firm they have had to be creative, persistent and determined.

The Taste of Deloitte events have had a significant marketing effect and the massive increase in commitment as evidenced by the 50% increase in recruitment events compared to 2005 show the level of determination to succeed in the Firm. Focus on gender and other diversity amongst applicants is also to be applauded.

2006 SPONSOR

First Counsel is a leading recruiter of senior business support managers into the professions, covering HR, marketing, business development, finance, IT and general management. In the last 12 months it has placed senior managers in 56 different firms in London, the UK regions and internationally.