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1IntroductionRioTinto’svisionisforstrongregionaleconomiesinwhichlocalcommunitiesandRioTintobusinessesworktogethertobuildonandbenefitfromtheopportunitiesgeneratedthroughourminingoperations.TheRioTintoisaleadingmininggroupheadquarteredinUKwithowningtobranchofficeinAustralian.ThegroupexpandstheirbusinessontheAustraliaandrecruitsanamountoflocalresidentialastheemployee.AsmostoftheRioTintoworkinAustraliaislocatedinremotearea,itisimportantthemasterthedemographyandculturecharacteristics.Moreover,thebasicconditionshouldbelearnedtoimplementabetteremployeepolicyincludingthepopulation,theeducationlevelofresidentandetc.Inthiscasestudy,acomprehensivedemonstrationofemploymentpolicyisexplored,whichcanbringbenefitforthecompanyaswellasthelocalcommunity.EventhoughtherearealotofdifficultiesinremoteareaforRioTinto,theexcellentemploymentpolicyhascontributedtosuccess,whicharousestheinterestinhowthehumanresourcemanagementisappliedintheactualsituation,howthepolicyworksandtheexperiencethatcanbelearnedfromthecase.Inthereport,theauthorfirstlyintroducesthetheoryofhumanresourcemanagement,andthenanalyzingRioTintoIndigenousEmploymentPrograminAustraliawiththetheory.Finally,theconclusionisobtainedbasedontheanalysis.2TheoryTheHumanResourcesManagementisanimportantpartofenterprisemanagement,whoseobjectiveistoenhancecompetitivenessoftheenterprises,gainacompetitiveadvantageandenhancetheeffectivenessofenterprise(Elwood,Holton,JamesandTrott1996,7).Thehumanresourcemanagementistomanagetheworkforceandhumanresourceinacompany.Thereisawiderangeofresponsibilitiesincludingattraction,selection,training,assessment,andrewardingofemployees,whileatthesametimekeepingthecultureofthecompanyandfollowingthelaborlaws(Merkle,Judith2003).TheHumanresourcemanagementhasasignificantimpactonbusinessperformance,whichshouldbecarefullystudied.Effectivehumanresourcemanagementwillbringgreatbenefitonemployee,customersatisfaction,innovation,productivity,andreputation(Alvin2009).StrategicHRplanningisancomponentofstrategicHRmanagement
