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Nowadays, Green Human Resource Management (GHRM) has become important issue to discuss further in organization and become one of the strategies in increasing competition in the business world. The purpose of this paper is to explore and explain the process of green management practice adoption in small and medium‐sized enterprises. The study used the qualitative methods of study, in‐depth interviews and literature analysis to collect data from small and medium‐sized enterprises Jakarta. The findings of this review show that an understanding of how the Green Human Resource Management (GHRM) practices affect employee motivation to engage in environmental activities in small and medium-sized enterprises how organizations develop Green's capabilities and provide employees with opportunities to engage in environmental management organizations efforts. GHRM is a new field, and the general observation that the existing literature should be extended further from the perspective of the Human Resource Management (HRM) function. The study finds that small and medium-sized enterprises can make themselves greener by making strategic and organizational change because with ecofriendly, innovation and creativity, human resources, cost savings and competitive advantage can affect organizational change. Keywords—green human resource management; competitive advantage; small and medium enterprises

How the Green Human Resources Management (GHRM) Process Can Be Adopted for the Organization Business?