2009 年工信部向国内的三大运营商同时发放了全业务牌照（3G 牌照），各运营商的业务趋于同质化竞争态势，网络质量及其运维体系成为各运营商关注的新竞争要点。中国移动提出了建立“卓越网络运维体系”的竞争战略，而这一战略需要建立技能优秀的网络运维队伍来支撑。中国移动的网络运维主力集中于地市级分公司，地市运维员工的绩效难以量化考核，给基层人力资源工作带来了难题。为建立更加科学有效的人力资源管理支撑体系，中国移动总部倡导实施“以建设胜任力模型、引入能力管理机制”的人力资源提升战略，建立移动地市级分公司网络运维技术人员的胜任力模型并展开应用迫在眉睫。基于以上背景，本文从总结和研究胜任力相关理论入手，对中国移动北方某省分公司的企业人力资源现状及其网络运维岗位现实胜任力需求进行了充分分析，并依据分析探讨了移动通信网络运维人员胜任力模型构建方法及其应用模式。 本论文由六个章节构成，第一章节介绍了本案例研究的背景、方案以及主要内容。第二章节是胜任力模型及应用国内外的研究现状概述。第三章节重点分析了中国移动北方某省分公司网络运维人员结构现状和该人力资源管理目前存在的主要问题。第四章节则结合企业实际需求，提出了网络运维人员胜任力模型的设计方案并以基站维护岗位为例构建了胜任力模型，并对该模型的构建过程进行了优势分析。第五章节结合企业实际案例重点分析了在企业人力资源管理中的如何有效地应用胜任力模型。最后一个章节对论述了整个研究的结论。本研究在通信企业的实际咨询项目中应用领先的理论大胆指导实践，构建的胜任力模型可为通信行业企业构建类似人员的胜任力模型提供具有现实意义的参考；本案例研究的模型构建方法结合了企业战略演绎和岗位职能分析，整个构建过程也可以为其他企业提供参照。

MIIT issued 3G license to three domestic telecom operators on the same day in 2009. Telecom operation marketing competition tends to homogeneity since then. All telecom operators start to focus on network operation quality and corresponding maintenance system. In this background, China Mobile announced their new competition strategy “To establish an excellent network operation and maintenance system”, this strategy require building an excellent team to support the network operation and maintenance. China Mobile's network operation and maintenance engineer team mainly based on municipal branch, and their daily work performance is normally difficult to be quantified and assessed, this kind of situation has brought problems to the human resources. In order to establish a more scientific and effective human resource management supporting system, China Mobile headquarters promote strategy of “competency modeling and implementing capacity management “to improve human resource management. Establishing and implementing competence model for operation and maintenance team of municipal branch is urgent at this time. Based on above background, this article start from summary and study the competency theories, have a full analysis on human resources status of one China Mobile northern branch and competency requirements of its network operation and maintenance positions, and on this basis to explore competency modeling and application.This article is divided into six parts; the first part describes the background, significance, and the main content of this study. The second part reviews the competence theory and research status on overview level. The third part focuses on the current capability status of China Mobile northern branch and their current human resource difficulties. The fourth part is a combination of the actual needs of enterprises, network operation and maintenance staff competency model design and a real case of competency modeling of base station maintenance job role. The fifth part focuses on the applications of the competency model in human resource management within the enterprise. There’s a summary at the end of the article.This study comes from an actual consulting project, attempting to implement competency model theories in guiding modeling practice, this competency model can bring some practical reference for competency modeling of similar job role within telecom industry, at the same time, this modeling process involves corporate strategy interpretation and job role analysis, the modeling process can also provide a reference for other companies.