PROPOSED LEARNING AND DEVELOPMENT STRATEGY IN A CULTURE-DRIVEN LAW FIRM (CASE STUDY: FARIANTO AND DARMANTO LAW FIRM)

• Main Author: Triharyadi, Puspa
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/76548
• Institution: Institut Teknologi Bandung

Farianto & Darmanto Law Firm (Fardalaw) is a boutique law firm located in South Jakarta, focusing on labor and employment law, as well as industrial relationship matters. While the firm has a strong operational culture, it has been experiencing a decline in performance due to its comfort zone mentality, lack of targets, limited hiring of new staff, and low desires in attracting new clients. Additionally, the partners expressed their concerns to upgrade the skills, knowledge, and competencies of the lawyers and ensure the firm's continuity. These challenges can be attributed to the absence of a learning and development (L&D) strategy. The purpose of this research is to develop an appropriate L&D strategy to address the employees' concerns regarding growth and continuity. To achieve this, the researchers conducted an analysis of both internal and external factors using the Star Model Framework, PESTEL analysis, and Porter's Five Forces. The researcher also examined Fardalaw's current and desired skills, knowledge, and competencies, as well as its L&D strategy through a Gap analysis. The research followed a qualitative approach, consisting of in-depth interviews with the firm's legal staff to gain insights into Fardalaw's L&D efforts related matters. The interviews revealed that the firm had never implemented any L&D strategy due to a lack of expertise or an HR division existence. The firm's strong culture, which resists change and growth, was identified as a contributing factor. Based on the interview insights, the researchers developed an L&D strategy using the ADDIE Model framework. The research findings suggest that Fardalaw requires an appropriate L&D strategy that aligns with its culture and principles at each stage of the ADDIE Model. The strategy should identify the necessary skills, knowledge, and competencies required by the firm, which are determined through a needs assessment during the analysis stage. The L&D program is then designed to be in line with the firm's culture and principles, establishing goals, objectives, and a list of programs and delivery methods. Detailed program materials, including content, materials, and expected outcomes, are developed. Implementation involves assigning individuals responsible for each program and providing guidance throughout the process. Finally, the strategy is evaluated using Kirkpatrick's evaluation criteria to gather feedback and measure the implementation of the L&D strategy.