Rethinking learning and development in global talent mobility: a critical viewpoint on adapting to new trade realities

Purpose This viewpoint paper critically examines how Learning and Development (L&D) strategies must evolve to address talent mobility challenges arising from contemporary trade policy shifts, offering perspectives on organizational adaptation requirements. Design/methodology/approach This paper presents a critical analysis based on the author interpretation of current global talent management challenges, examining the intersection of trade policy changes with organizational learning strategies through a viewpoint methodology. Findings Traditional L&D approaches are inadequate for addressing contemporary talent mobility constraints. Organizations require more adaptive, geographically flexible learning strategies that can respond to trade policy changes while maintaining knowledge transfer effectiveness. Research limitations/implications Future empirical research should validate these viewpoints across different organizational contexts and industry sectors to develop evidence-based adaptation strategies. Practical implications Organizations must reconceptualize L&D strategies to accommodate geographical constraints, regulatory changes, and disrupted knowledge transfer channels. Originality/value This viewpoint offers the first critical examination of how trade policy changes specifically impact L&D strategy design, challenging conventional approaches to global talent development.