The study on Human resource (HR) models/frameworks is an interesting area that is gaining a wide interest globally. From HR models, it has evolved into HR competency-based models. The descriptive, analytical, and normative HR models provide the basic framework of human resource management (HRM). During the initial years of its inception in the late 1970s and 1980s, HRM was still in its quest for its form and the HR models established were somewhat academic in nature. Over time especially in the late 1980s, 1990s, and the twenty first century, the direction was towards the establishment of competency-based HR models that were somewhat more practical. However most of the HR models/frameworks are developed in the USA and Europe. The development of HR competency models continue to be an area of interest to practitioners, researchers, academicians, employers, and consultants. A number of organizations have primarily developed HR competency models/frameworks for their own organizations in Malaysia. However, most of those are carried out through qualitative studies. There appears to be a scarcity of empirical studies carried in developing competency models/frameworks for the HR practitioners. New HR models are necessary because the business world is changing at an unprecedented rate. Since HR activities directly impact on an organization’s ability to compete, HR competency models need to be continually researched and updated.