Journal of Human Resource Management 2016; 4(6): 124-128 http://www.sciencepublishinggroup.com/j/jhrm doi: 10.11648/j.jhrm.20160406.14 ISSN: 2331-0707 (Print); ISSN: 2331-0715 (Online) Human Resource Management in the Healthcare Industry – A Literature Review A. Manimaran, S. A. Senthil Kumar Department of Management Studies, Pondicherry University (Karaikal Campus), Karaikal, India Email address: manimaran44@yahoo.com (A. Manimaran), drsasenthilkumar@gmail.com (S. A. S. Kumar) To cite this article: A. Manimaran, S. A. Senthil Kumar. Human Resource Management in the Healthcare Industry – A Literature Review. Journal of Human Resource Management. Vol. 4, No. 6, 2016, pp. 124-128. doi: 10.11648/j.jhrm.20160406.14 Received: September 25, 2016; Accepted: November 21, 2016; Published: January 25, 2017 Abstract: Now a day the entire world faces the crisis on the healthcare industry. Especially in concerning about our country – India, most of the people prefers the private healthcare sector rather than the public healthcare sectors even though with the spending of lots and lots of money by the government of India still there is always an inhabitation of diversification exhibits in- between the private and public healthcare industries which leads towards the conflict among the healthcare professional working in the enormous fields of healthcare industries in our country. This creates the distinctive variation and diversification of remuneration, moral and employment and so on. This paper gives study about the various viewpoints of the multiple issues regarding the Human Resource Management of healthcare professionals in the healthcare industry and illustrated the detailed result in concern towards it. Keywords: HRM, Healthcare Industry, Healthcare Professional Conflict 1. Introduction Human beings are the most important resources in health care. Machines and gadgets which are integral parts of health care require the human touch, expertise, and commitment for their full utility and application in delivery of health care. Therefore planning of human resources is the key to any health care provision. The Objective of the Human Resource Management (HRM) policy is to attract recruitment and hiring, retain, develop competent personnel and create a continuously learning health Care organization. My analysis shows represent health care issues affecting and affected by human resources Management, they are not all equal in terms of their Influence in each country. For instance, in India there are fewer health care issues surrounding the level of economic development of health workers, whereas; these issues are much more significant in developing countries. In the India, the level of economic development is not a significant issue, but the accessibility of Health care based upon an individual's financial situation. As a profession, healthcare management values commitment to lifelong learning and continuous professional development. Individual participation, however, is voluntary and healthcare managers choose to participate based in part on perceptions of organizational support (rewards, promotion and recognition) as well as on individual values. 2. Personnel Issues in Human Resources Management Human Resource Management has to change as the business environment changes. It has to do this as a mixture of responding to changes in that environment and if predicting such changes and making proactive decisions about the nature of HRM. The future is unpredictable and it is hard to determine what it will bring. It is important to be flexible and to acquire as much knowledge as possible to help cope with these uncertainties. Human Resource Managers need to synthesize issues relating to their organizations. Of course the core personnel functions relate to that most important of organizational resources the workforce. Handing core personnel functions of recruitment, selection, appointment, induction, training, development etc. directly impacts on shareholder return and productivity. Successful companies invariably attract and retain productive