The development of HRM departments into more than a lower functional department can be traced back to the development of the human relations school of management, and the experiments of Mayo known as the Hawthorne studies. This theorized that the relationship between employer and employee, and between employees would impact on both the quality and productivity of the workplace. It showed that any environmental changes, could, in the short term improve work rates but that the strongest overriding factor was the different group dynamics and social interactions between the two groups. Although there were many flaws with these studies there was a clear an

However, it is not only the aspect internal to an organization that the HRM department needs to consider. As well as the employment relationship there is also a high degree of evidence that the level of an employees performances will also be impacted by external events. The provision of services such as confidential counseling and the use of tools such as flexi-time and job share are all tools that employer employees and support their personal lives to give them an overall quality of life which then, theoretically, should result in a more valuable employment relationship for the employer.

d valid message that in terms of employee performance there was an important role-played by the relationship between employer and employee (Baron, 1997). Where employees were paid additional attention or felt valued, their productivity rates increased (Baron, 1997).

The role of the modern HRM department is base on this simple proposition, that productivity can be increased when employees feel valued. This basis has also been extended with theories such as Maslow, and hi

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