What are the strategies and actions the HR need to implement in any organization or company to avoid the negative impact of lobbying?

One of the most important tools : .
Segregation of duties .
Enhance individual professional ethics .
Enhance Organization professinal ethics .
Continous education, for all concerned people to express that such un-professional attitude will have a negative ORGANIZATIONAL impact

- Have open-door policy for all employees.

- create an email id where anyone can email and this access must be granted to head of HR or ER manager.

-Round the table discussion with heads and section heads on one-to-one basis.

-360 degree appraisals system for regular feedback and then action plant.

-Most important, if top management is sincere and committed then such issues and culprits never prevails and if occurred then sideline quickly.

abusive lobbying in any organization is a symptom of a problem not a problem by itself.
the main problem is inconsistency in those three area: - evaluation - rewards - decisions (which are related to work but not related to previous criteria) when X,Y,Z had delivered the same standard task resulted the same desired outcome , given that outcome cannot be differentiated.
it X,Y, Z didn't get the same evaluation, lobbying will be the salvation of either X or Y or Z.
if X,Y,Z got the same evaluation but did get the same reward ( or at least relevantly similar reward), the organization reinforced the lobbying behavior.
if the organization take strategic action toward a direction (lets say product innovation) then shortly decided to take an action toward another direction ( lets say cost reduction), this means that all efforts made because of the first decision at best went in vain.
because what considered good action for the first decision ( increase spending on R&D) is a terrible action for the second decision ( you had to have cut corners).
so the wasn't responsible for the managerial decisions but accountable for the outcome have to protect himself so he have to lobby.
so If you want to minimize the inconstancy you have to: - create clear workplace policies, that defines the rights and responsibility of each individual.
- create a reliable monitoring system which significantly reduce the level of subjectivity.
- create awareness in the organization of the consequences of the decision making and how to make a better decision.
it is easier said than done, but a good strategist can find a way to implement strategy.

i believe if the HR promotes someone who is junior than the other staff to up the senior member than the lobbying will take birth that effects the environment and turnover as well.