Human resource management organisation's goal must be achieved by regulating employee behaviour through a restraint system. We conduct quantitative research on employee behaviour under organisational constraints, which is an essential means to ensure the organisation's healthy and stable development. The employees themselves adapt to the organisational goals, obey the organisation's constraint system and allocate their resources so that there is less research on optimising their behaviour. This article briefly reviews the research and application of economic theory, organisational behaviour, human resource management and other aspects of optimising employee resource allocation behaviour. The thesis defines organisational resources and divides them into three types. Based on the constraint system, we turn the organisation's control, requirements or incentives on employee behaviour into above or below employee operating constraints; we believe that the constraint system has the characteristics of discrete and hanging river effects, and we have obtained an evaluation. Two algorithms of the organisational constraint system. The article discusses employee resources and behaviours. At the same time, it attempts to construct a quantitative model based on the employee's multi-objective, nonlinear, continuous and discrete constraints, on the allocation of resources and behaviour optimisation and on the employee's adaptation to the organisational constraints. Under the premise of optimisation, several situations in which the model solves the optimal solution are studied. The research found that this article can fill the gaps in employees’ self-adaptation to organisational goals and behaviour optimisation quantitative models.