Human resources competency and motivation : an integrative model for all employees resourcefulness

Abstract

The study of Human resource (HR) models/frameworks is an interesting area that is gaining a wide interest globally. The normative, descriptive and analytical HR models provide the basic framework of human resource management (HR). During the years of its inception in the late 1970s and 1980s, HR was still in its quest of its formation 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. In light of this, this study centres on HR competency and motivation and how it evolves all employees to be more resourceful in their participation as a bona fide employee. However, nearly all of the HR frameworks/models are developed in the USA and Europe. The development of the HR competency models continues 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 Malta and in European Union collectively. However, most of those are carried out through qualitative studies. There appears to be a scarcity of empirical studies carried on developing competency models/frameworks for the HR practitioners. The HRM models is necessary because the business world is changing at an unprecedented rate. Since HR activities direct impact on an organization's ability most especially in tourism sectors to compete, HR competency models need to be continually researched and updated. This stimulates all the 16 five star hotels we have on the Maltese Islands to incorporate their HRM to the point of motivation, competency and employee resourcefulness. Out of the HRM competency and motivation with their roles they exercise adequately, these will serve as an integrative model for all the employees.