In the 21st century, environmental issues, such as climate change, global warming, and air pollution have become a hot topic in many developed and developing countries. At the same time, the proper use of natural resources and the conservation of the environment has become one of the vital issues. Environmental issues require special attention from governments, scientists, scholars, business executives, and even individuals. Therefore, for any business organization, there is a growing need to integrate environmental management into human resource management, which has been coined as the Green Human Resource Management (GHRM). Researchers have found that the implementation of GHRM policies and practices could effectively improve financial and environmental performance of organizations, improve their competitive advantage, as well as improve their reputation and image, while maintaining environmental management practices. However, it is being maintained that the term “GHRM” is a relatively new concept for academicians, scholars，and professionals. GRHM-related literature is generally found in western countries, however the concept of GHRM is yet to make its mark in Asia. Therefore, the aim of this research is to explore the concept of GHRM and to propose a model of GHRM and its outcome by reviewing the literature.

In many developed and developing countries, small and medium-sized enterprises (SMEs) play a significantrole in their development. All researches show that globally, SMEs account for more than 90 percent of all business activities and earlier studies have established that SMEs have a critical role in contributing to a country’s economic growth[2] such as reducing poverty and unemployment,and creating employment opportunities. In addition, they contribute to reducing inequitable income distribution, enhancing competitiveness of enterprises, as well as promoting social stability. Therefore, the development of SMEs represents theprimary goal of every modern economy. There are many factors that influence the development of SMEs andone of the most important among them is the human resource management practice, especially employees’ training. Therefore, the main aim of our study is to examine the level of awareness of the training and development (T&D) policy among owners or managers of SMEs, their attitude and organisational support towards training and to analyse the training-related problems encountered by SMEs within the context of Mongolia.