The liberalization of the mining sector by the Mining Code of 2002, at the end of mining conventions and the revolution of mining methods, have led an installation of mining companies with foreign capital on the Katangese territory. The objective of the study is therefore to analyze the legal aspect of mining companies and to determine its impact on the socio-economic development of the local population. Tenke Fungurume Mining (TFM), created following the contract between Générale des Carrières et des Mines (GCM) and LUNDIN HOLDINGS LTD. Observation has shown that, on the socio-economic front, TFM has built and rehabilitated health centers and schools; ensure the distribution of drinking water, electricity and agricultural inputs; guarantee a good job to the local people. On the environmental front, the company ensures to have reduced the negative impacts of toxic waste on the environment by treating them before evacuation. However, TFM's activities have also led to underdevelopment of the agricultural sector and a rural exodus resulting in social and cultural imbalance. Results of the study showed that mining has both positive and negative impacts on the socio-economic development of the Katangese population.

One of the main problems related to the establishment of foreign companies in the province Lualaba (Democratic Republic of Congo) remains implementation of good human resources management (HRM). The objective of this work was to study the practice of promotion within the private sector company in Kolwezi (Lualaba) and its effect on employee motivation. A sample of 150 employees (executives, supervisors, and enforcement officers) from mining company Boss Mining was interviewed using a self-administered questionnaire. The different employee responses were subjected to the Chi-Square fit Test using the Minitab 16 software. The main results, reporting highly significant differences between responses, showed that the majority of employees were male; are young people (between 35 to 54 years old), with a duration of more than 11 years in the company; are academics; are retained as executing agents and have a suitable position for their training. The promotional practice of this company turned out to be informal and not in conformity with the laws of the DR Congo, but also with good practices of HRM. Moreover, this practice is not a source of positive motivation for employees.