Inner Mongolia No.1 Power Construction Performance Evaluation Of The Human Resources Research

China is in a crucial period of deepening reform, the central government introduced a series of reform programs and strategic guidelines. The party’s 18 report states that "to unswervingly consolidate and develop the public economy, public ownership of multiple forms, deepen the reform of state-owned enterprises, improve the types of state-owned assets management system, promote the national security state capital to invest in relationships and more nationals important industries and key areas of economic lifeline,and constantly enhance the vitality of the state-owned economy, dominance and influence. As general secretary Xi in 2014 Boao Forum for Asia annual conference on the opening of the General Assembly, put forward "along the way", to guarantee the basic needs of citizens, more needs out of China, to the world.Based on the analysis of the current "along the way", the context of economic reforms, the new requirements of the power companies proposed: on the one hand, we need to reform the electricity business, improve resource allocation efficiency; on the other hand, the power companies need to improve core strength. Then, it opens the theoretical yield overview of human resource management and corporate performance and performance appraisal, laid the theoretical foundation for the subsequent design of Inner Mongolia Electric Power Construction of the first limited liability company. Finally,the Analytic Hierarchy Process(AHP) to build a hierarchical structure index system of times, a multi-level fuzzy comprehensive evaluation mathematical model, and this model is an empirical study and draw The final results of the performance evaluation.Finally, this article summarized research, and draw the appropriate conclusions.Enterprises in the development of human resources of the enterprise performance evaluation system, should be noted that to the enterprise development strategies and employee self-growth linked to business goals through penetration into the employee’s personal goals; and, as a business performance appraisal system, we must pay attention to the timeliness of assessment indicators, to contact them whole socio-economic environment and so on.