법률비서의 경력개발에 대한 요구분석

This study conducted a needs assessment study of legal secretaries working in large South Korean law firms with more than 200 lawyers and analyzed their career development needs at the individual and organizational levels and according to position and seniority. This study aimed to provide a data point for a successful career development program. For needs assessment prioritization, this study utilized the t-test, Borich’s needs, and the redundancy of The Locus for Focus model. The research results are as follows. First, the gap between the current and desirable levels of career development support of organizations was the largest. Second, the legal secretaries hoped that the systematic education and training program necessary for developing their career competency and successful job performance would be operated within the organizations. Moreover, they hoped that job postings within the organizations would allow transfer to another department or task change. The performance management system evaluating and managing their job performance operated fairly. Third, the needs and priorities of each position of the legal secretaries differed according to the position and seniority. Differentiated career development is required considering the differing demands for career development for each position and seniority. This study, which systematically conducted a needs assessment of the career development of the legal secretaries working in large law firms, has implications for the career development of legal secretaries and law firms.