Abstract
This research sought to explore reasons why the case global firm in Zimbabwe underinvests in non-standard workers' training. Eleven research participants, who were purposively sampled, took part in this qualitative research. One on one, semi-structured interviews was used to gather data from the research participants. The study found a number of reasons that induce the case global organization in Zimbabwe to underinvest in non-standard workers' training. The four main reasons identified by a majority of research participants include the high supply of skilled workers, skills poaching, high training costs and high labor turnover. However, a few research participants pointed out that the case firm underinvests in non-standard workers' work-related training because of time constraints. The current study recommends that the case organization should offer training to non-standard workers whenever a skill gap exist and invest more in specific training than general training. The study also suggests that supervisors at the global firm in Zimbabwe should enter into an agreement with the workers that compel them to reimburse a fraction of the training expenses if they leave the organization within a predetermined time frame. Finally, the study suggests that non-standard workers should contribute financially to their training in order to increase employer's motivation to fund their general and specific training.