<![CDATA[Effective communication is essential in hospital industrial relations due to hierarchical structures, shift-based work, multidisciplinary coordination, and dynamic operational demands. This study aimed to describe the communication of employment policies, examine its role in management–employee relations, and identify strategies for overcoming communication barriers at Bethesda General Hospital, Gunungsitoli. Using a qualitative descriptive approach, eight purposively selected informants representing nursing management, unit heads, healthcare professionals, and non-medical employees participated. Data were collected through semi-structured interviews, non-participant observation, and documentation, and analyzed through data condensation, display, and conclusion drawing and verification. The findings revealed three main themes. First, employment policies were communicated through meetings, briefings, unit heads, official documents, and digital channels. Second, two-way communication strengthened openness, coordination, employee participation, trust, and employee voice. Third, the study addressed barriers such as rapid information changes, differing interpretations, delayed information, and reluctance to speak up through clarification, coordination, strengthened communication channels, evaluation, and follow-up. Overall, the findings indicate a cyclical communication process linking policy communication, employee understanding, feedback, coordination, evaluation, and continuous improvement in industrial relations.]]>
