Learning Experience Platform

A great deal of innovation has taken place in the corporate training scene during the last half-decade or more. More sophisticated techniques, such as lifetime learning, adaptive learning, and engagement learning, are fast gaining traction and becoming more widely used in schools.

The delivery of eLearning by trainers nowadays is accomplished using a range of specifically created tools and technology that allow for highly individualized learning.

Learning Experience Platforms are formed by combining the capabilities of those settings with the particular sorts of experiences that are offered to the learner to build a cohesive whole (LXPs). And now, LXPs are becoming an increasingly important aspect of the learning ecosystem.

Bersin by Deloitte was founded by Josh Bersin who claims that the LXP market is currently worth more than $350 million and growing at a rate of more than 20 percent per year. It is also evolving at a rapid pace.”

What is a Learning Experience Platform, and how does it work?

The Learning Experience Platform (LXP) is a consumer-grade learning software meant to provide users with more individualized learning experiences while also assisting them in discovering new educational possibilities. Making use of Artificial Intelligence to combine learning materials from many sources, suggest and distribute them across digital contact points such as a desktop application, a mobile learning app, and other platforms is possible.
Innovational digital technologies are used by LXPs to access and exploit an enormous amount of internal and external digital learning materials, as well as user-generated resources, in order to create highly personalized learning experiences.

LXPs help organizations to more effectively manage digital disruptions that occur throughout the workforce by putting data at the center of their Learning & Development (L&D) efforts, according to the company.

LXPs represent a significant departure from the usual method of providing corporate learning and development. They provide up new avenues for increasing engagement with platform users by allowing them (learners) to connect with the platform in a more personal manner than previously possible.

In certain cases, LXPs may encompass all of the enabling consumer-grade tools and technologies that are utilized in the design and development of highly individualized learning environments, as well as their creation, monitoring, and administration. However, they go far further than that!

Because of the “openness” of the LXP design, their capabilities may now be accessed by a far greater audience than in the past. Because of the increased range of technologies that these platforms can handle, learning and development professionals have more freedom when combining corporate systems and tools with 3rd-party systems and products to create learning ecosystems. Furthermore, since these platforms are more capable of supporting data-driven learning, senior decision-makers will be able to better exploit them for the sake of more informed ROI-based learning policy-making.

The capacity of LXPs to link to and interact with other (existing) systems and tools installed at corporations and institutions separates them from learning ecosystems of the past, which were primarily focused on delivering content.

LXPs can proactively detect learning needs and deficiencies by tapping into the data and capabilities of existing environments and supplementing them with newer capabilities such as Artificial Intelligence (AI) and Data Analytics. They can then define learning strategies to close the gaps identified.

LXPs go beyond traditional training models by not only operating as curators, repositories, and dispensers of learning material and learning records, but also by serving as the backbone of corporate learning technology, as shown by their ability to: Because of this, anybody who chooses to utilize the platform will be provided with a full, holistic, and profoundly individualized learning experience.

Learning Experience Platforms (LEPs) are becoming more popular.
Typically, Learning Management Systems (LMS) serve as the foundation of most corporate learning initiatives (LMS). While learning management systems (LMS) perform their main goal – that is, to offer training material to workers across the organization – corporate training requirements have developed to outstrip the capabilities of conventional LMSs.

The awareness that companies must enhance their goods and services in order to provide a better experience to their consumers was perhaps the most crucial reason in the formation of additional experience-based platforms, including those in the learning ecosystem. This was primarily based on client and student feedback on current platforms, particularly learning management systems (LMS).

1. A shift away from standardization and toward individualization

For starters, “traditional” learning management systems (LMS) were largely used as a centralized collection of company digital learning content.

Users of such sites often complained that it was difficult to search through enormous volumes of material in order to discover a relevant piece of learning. Several learning management system (LMS) vendors attempted to close the gap by offering smart searches and creative querying tools – but these efforts fell short of solving the fundamental problem:

It was still the case that learning management systems (LMS) were like massive libraries, where you should only go if you know exactly what you’re looking for and then spend unreasonable amounts of time searching for it.

Today, with cutting-edge technologies provided by Google, Amazon, Facebook, and Apple, as well as the vast variety of content – video, audio, graphical, and text-based – available through their respective supported platforms, it is much easier to turn to these sources for learning resources than it is to turn to the corporate learning management system.

Learners nowadays are searching for customized learning that is tailored to their own requirements and desires. Furthermore, these cutting-edge platforms enable individualized learning both rapid and very successful. Because learners were used to engaging with such platforms in their “after work” life, they started to demand the same from their corporate learning environments – and this was something that the LMS lacked!

2. Extending the bounds of accepted practices

Another factor contributing to the creation of LXPs is the standards followed by modern-day learning management systems (LMSs), which are based on the SCORM standard. While SCORM is effective at “getting results,” it is restricted in what it can do. One of the primary objectives of any corporate learning platform is to establish a link between learning and on-the-job performance. SCORM, on the other hand, makes it very difficult to determine how successful the courses truly are, or how much the learners profit from taking these courses.

The Experience API (xAPI), on the other hand – the standard accepted by LXPs – provides the platform with greatly improved capabilities. While learning and doing on-the-job duties, you may utilize the xAPI to track various parameters at different points in time. It gets better since you can do it on a number of digital devices, which is much more convenient.

This helps you to keep track of how learning has effected an employee’s performance in the workplace. For example, using these new standards, you can now do the following:

Capture information from a diverse range of sources.

Learners’ activities may be tracked using simulations and virtual reality experiences.
Maintain a record of where and how your personnel learn (what devices they use)
Learners’ ability to retain and apply the material presented in the course is evaluated.
And, most significantly, you can accomplish all of this (and more!) with any device – as long as it is capable of connecting to the LXP either directly or over a network connection.
In addition, all of these benefits assist you in determining if your training is genuinely beneficial and how it effects the job that employees execute, making it simpler to assess return on investment.

xAPI assists you in determining what works and if it makes sense to invest in anything in which you had previously intended to invest, as well as what you should truly invest in.

3. Moving beyond the concept of “intelligence”

Many learning management systems (LMS) take pleasure in being “very intelligent.” Newer data processing and analytics technologies, on the other hand, have increased the need for business learning solutions that go well beyond “intelligence.” And that is precisely what LXPs are capable of!

Now, thanks to the advancement of artificial intelligence technology, everything has become even more interesting:

Consider the following scenario: you gather all of this information on users, including their behavior, performance, and learning, and you offer it to an artificial intelligence data engine. As a result, artificial intelligence transforms all of this data into usable knowledge, allowing you to know precisely which courses your student needs to attend.
If you provide it with 1000 profiles, it will “learn” to forecast what each learner need based on trends that are seen over time. Preventing potential performance problems before they exist is made feasible by identifying them before they occur.
However, it does not end there!

Integrations are also conceivable using artificial intelligence. If you integrate LXP with your Human Resource Management (HRM) system, your corporate intranet, your Learning Record Store (LRS), or your enterprise Customer Relationship Management (CRM) system, and collect data from all of these systems, you will be able to identify a wide range of trends and patterns in your organization. And it is on the basis of these patterns that all stakeholders may make educated judgments about training and learning.