This channel is manifested in three aspects: first, a perfect human resource information system is established to monitor all business areas of human resource management, so as to pay equal attention to process indicators and result indicators and ensure accuracy and timeliness;

The second is informal channels, which conduct irregular interviews and communication with employees and pay attention to the ideological trends of employees, especially the leaders of informal organizations within enterprises;

Third, in order to effectively establish a rapid response mechanism for employee relationship management, smooth information channels, and better serve the company's development and employee needs, an employee service hotline is set up throughout the company to handle all aspects of employee needs, consultations and complaints.

Second, employees participate in management.

Engage in pre-consultation, in-process management discussion, and post-decision voting to ensure employees' understanding of management measures and decision-making participation, truly investigate and understand employees' needs, and optimize the processes and systems actually related to employees' personal interests. On the one hand, the process of employee participation in management is the process of employee representatives expressing their opinions, and at the same time, it is also the process of employees understanding and accepting management plans.

Third, optimize the human resource management mechanism.

Provide a broad development space and platform for employee development, unify employees' personal interests with the overall interests of the enterprise, and stimulate employees' initiative by setting suggestion awards, development and innovation awards, and excellent employee appraisal. Especially through the formulation of equity incentive mechanism, it embodies the collection of shareholders, customers, society, management, ordinary employees and many other interest groups.

Fourthly, employee relationship management in crisis situation.

Employee relationship management during layoffs. Layoffs are not necessarily impossible, but they must be used with caution, because they do great harm to corporate culture. In our enterprise, it is emphasized that an organization is a home, everyone is a brother and sister, and no one can be left behind. The positive slogan of "no layoffs, no salary cuts and no production cuts" put forward by enterprise decision makers has stabilized employees and warmed people's hearts. At that time, personnel redundancy was combined with enterprise development, a human resource planning system consistent with enterprise development strategy was established, and the post and staffing system was improved.

Fifth, the employee assistance plan.

As a part of corporate responsibility, the trade union is responsible for defining the organizational guarantee of the aid plan, defining the aid standard, what matters and who has the right to receive what level of aid, ensuring the openness and transparency of the implementation process of the aid plan, letting more employees know about the care of the enterprise for employees, ensuring the fairness and rationality of the implementation process of the aid plan, and truly achieving the purpose of rallying employees and motivating them.

Sixth, strengthen the construction of corporate culture.

Building a corporate culture with its own characteristics, adapting to the future development of the enterprise, guiding the organizational construction, business process construction and management institutionalization of the enterprise, and promoting the management promotion is a process of standardizing the enterprise behavior and professionalizing the employee behavior.