Learning Experience Platform

Learning Experience Platform

Learning Experience Platform

Learning Experience Platform

Using Learning Management Systems (LMSs) has been a long-standing practice in organizations for quite some time. However, when training needs began to shift, corporate leaders, learning experts, and learners noticed that something was lacking from the process. An overwhelming recognition of the need for a more diversified and rich learning environment emerged from the discussion.

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.

Standard learning management systems are unable to do any of these tasks. And although LMS developers are making strides in this direction, they still have a long way to go before they can close the feature gap with LXPs. Because of this, the development of LXPs received even more momentum in the following years.

LXP enablers are those who make LXP possible.

Several new business models were created as a result of corporate digital transformation programs that were popular across all industries. As a result, new platforms, referred to as Digital Experience Platforms, have been developed and implemented (DXPs). CMSWire, a global technology research organization, defines DXPs as follows:

According to Wikipedia, “…an integrated collection of technologies, built on a single platform, that enables a wide variety of audiences with consistent, secure, and tailored access to information and applications across many different digital touchpoints…”
Because of their adaptability and vast reach – both internally and internationally – DXPs were able to provide more tailored experiences to firm management, workers, customers, and business partners than other technologies. Because they were embraced by all parts of the company, DXPs have also proven to be a catalyst for the digital transformation of education.

However, the lack of personalization, restricted standards, and limited intelligence have caused all stakeholders in the learning ecosystem – learners, trainers, employers, instructional designers, and content developers – to recognize the urgent need to bridge the gaps in existing learning platforms and to develop new learning platforms.

A substantial collection of drivers, which served as catalysts for the digital transformation of the organization, also served as facilitators for a new paradigm in corporate learning – LXPs – by combining their respective strengths. Among those that drove were:

Internet and mobile technologies have seen exponential expansion in recent years.
According to data consumption figures provided by Hootsuite, the number of mobile users had increased to 5.19 billion users worldwide by January 2020 (an increase of 2.4 percent during 2019), resulting in an increase in mobile data usage.

Worldwide mobile data traffic in January 2020 (total monthly global mobile data traffic) shows the evolution of mobile data usage.

 

The amount of time people spend on the internet has increased dramatically over the last five years or so. As a result, there has been a huge increase in the number of mobile users.

Mobile data usage has increased tenfold in the last year, from 2 exabytes (EB) to 20 exabytes (EB) (1 exabyte is 1000000000GB or 1.0E18 bytes or 1e+9 gigabytes) by the end of 2018, and almost doubled in the next year, reaching 36.5 EB — a substantial increase:

In the third quarter of 2017, the total monthly worldwide data traffic reached little under 12 EB.
In the third quarter of 2018, that figure soared beyond 20 EB, representing a more than 66 percent rise!
In the third quarter of 2019, it reached 36.5 EB, representing a 55 percent rise over the previous year.
In the third quarter of 2017, the average smartphone user in the globe utilized 2.9GB of mobile data per month.
By the third quarter of 2018, that consumption had increased to 7.0GB, representing a more than 141 percent increase!
By the third quarter of 2019, it had reached 7.2GB.
Ericsson, one of the world’s leading suppliers of information and communication technology (ICT) to service providers, predicts a significant increase in the distribution of mobile data in the years 2024 and beyond.

Per month, mobile data traffic is broken down per application type (percent)

 

The arrival of 5G, according to the business, will be critical in the way content will be developed and disseminated through mobile devices in the future. As a result, with the increasing popularity of eLearning and “learning on the go,” it is only fair to predict that new learning platforms will take advantage of these emerging trends in order to provide users with ever more innovative learning experiences.

While learners have used LMS-based “cataloged learning” in the past, they have done so primarily to comply with corporate or professional required training obligations, rather than because the courses were intended to be beneficial to them in some way. To supplement their other “everyday” learning experiences, students went to the internet, where they listened to podcasts and viewed movies, among other things — much of which was done on mobile devices.

This explosion in internet and mobile use has not only resulted in improved learning experiences for learners, but it has also permitted the birth of new learning platforms – LXPs – that are designed to capitalize on those improved learning outcomes.

2. The increase in the amount of created content

In recent years, there has been enormous development in the availability of digital information. Look at the following statistics provided by cloud-based operating system supplier Domo to get a feel of how much data is created and consumed per minute: 1.

Every minute, how much data is created, according to Data Never Sleeps 9.0?

 

Is there a limit to how much data is created per minute?

Google received 5,7 million searches.
148,000 Slack messages were sent and received.
575,000 tweets were sent out on Twitter.
65,000 Instagram posts and other sorts of content are connected via 100,000 teams.
While the vast majority of this information is intended for entertainment, eCommerce, and personal communication, a considerable portion of it is also intended for educational purposes, as seen by the following statistics: To learn about anything, for example, all you have to do is “Google search” the subject for an acceptable “YouTube” video – and you’ll receive exactly the information you’re looking for!

The internet, and by extension mobile devices, ushered in a new learning paradigm — one that broke down previously established barriers between individuals and their learning.

It was no longer necessary to be confined to a desk – or even a desktop! – or a physical place (classroom, conference room, or learning center) in order to absorb learning information.

As a consequence of the many developments, data consumption via mobile devices, curated tailored information, and “smart” gadgets will be more useful than data consumption through conventional ways.

The expansion of social learning has also resulted in a plethora of new learning possibilities for those who want to share their knowledge and experience with others. Individuals and groups learn from one another via different sorts of social interactions on these platforms (such as Facebook, LinkedIn, YouTube, Instagram, and many more) as they engage with one another – sharing material, trading mutually-liked links to external content, and so forth.

LXP employs comparable tactics to those used in corporate learning environments, and scales learning experiences and possibilities by including user-generated material, such as that found in social and community-based learning environments.

3. The Fourth Industrial Revolution

Conventional digital transformation methodologies, as well as traditional digital transformation providers, have generally accepted the digitalization of existing material and processes. That often included transforming what was already in place and providing consumers with a new experience by covering the existing with new digital user interfaces, as described above. However, new technologies such as data analytics, artificial intelligence (AI), virtual reality (VR), and augmented reality (AR) have completely transformed the way we live and work.

These advancements from the new millennium have fundamentally altered the way material is created – particularly in the context of education. The availability of high-speed data transmission, higher-quality chips and processors, cloud computing services, and mass storage solutions have provided content makers with new avenues through which to channel their imagination. As a consequence, learning platforms have also seized such chances to provide their constituents with more up-to-date learning experiences.

However, technological advancements have also made it more simpler to make material, which is often of greater quality than it was previously possible. And, as a consequence of technological advancements that have made scaling content production more feasible, content is created more cost-effectively (and hence cheaper!) as a result.

Changes in the manner in which material is distributed

In addition, new modes of content distribution, such as subscription-based and Software as a Service, are altering the landscape of content availability.

Consumers are divided into the following categories:

Companies like Netflix and Amazon Prime Video, as well as Apple TV, are gravitating toward paid subscription models for their content.
The ability to get Video on Demand (VoD) video from their cable networks using their mobile devices
YouTube allows you to watch and learn from free online entertainment and educational videos.


Choosing to download material via digital distribution platforms such as Apple’s iTunes or Amazon MP3
Making the decision to stream material from services such as Spotify
Using social entertainment sites such as Facebook as a source of entertainment Games as internet entertainment material
Using eBook publishers, such as Independent Publishers Group (IPG), to have access to hundreds of volumes written by their favorite writers is becoming more popular.


Exploring different themes with podcast search engines like as Listennotes and listening to podcasts that are either live, on-demand, or downloaded.
Even business users, via the usage of meeting and collaboration platforms such as Skype and GoToMeeting, as well as online graphics programs such as Photoshop and Figma, are making significant contributions to data consumption.

Due to the gradual transition from one-time payment to cloud-based subscriptions-based business, learning platforms are now able to provide their customers with Software-As-a-Service models (also known as SaaS). Content of this kind is increasingly becoming part of digital learning networks, where it is incorporated into commercial learning solutions, which in turn are becoming a component of bigger LXPs.

 

Looking back on all of these events, from the evolution of new data consumption platforms to the advent of innovative content production methodologies and publication channels, it’s simple to see why LXPs were a natural evolution as a consequence of DXPs.

And, given that education and learning constitute such a significant component of the post-digital age, it is not difficult to fathom how digital platforms are now being utilized to harness the power of knowledge. Also, while there is no direct predecessor/successor link between the two systems, the evolution of one (LXPs) may undoubtedly be traced to advancements in the other (LXPs) (DXPs).

The Most Important Characteristics of Learning Experience Platforms

So, what exactly might one anticipate to discover in a standard LXP installation?
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The fact that LXPs offer extensive content finding capabilities, which distinguishes them from LMSs, is one of the essential characteristics that distinguishes them from LMSs. Students aren’t limited to premade catalog material, but are free to seek out and consume intriguing stuff on their own, while simultaneously being directed to appropriate content via the platform.

In addition to these features, LXPs have a number of additional qualities that distinguish them from LMSs:

1. The ability to integrate with a wide range of systems

Extensive integration features that allow connectivity to a diverse collection of ecosystems that may be used to improve learning are available. In the case of LXP-LRS connection, for example, data analytics may assist give insightful information (trends and patterns) that can aid in customizing learning even further by providing even more relevant information.

The integration of artificial intelligence (AI) with learning experience platforms (LXPs) may further improve learning experiences. Communicating via widgets and gadgets such as Learning Bots, for example, may aid workers in customizing their own learning routes and serving as customized learning assistants.

They notify students of important learning milestones (such as forthcoming course deadlines and assignment submission deadlines) and provide useful review and reinforcing ideas. They also provide suggestions for training programs on the basis of data gathered from a variety of sources, including business systems that are connected with the platform.

Integration capabilities with LXP

2. A more personalized learning experience that is richer in content.

Possibility of providing a more enriching learning experience with more personalisation and a greater number of diverse learning possibilities LXPs expand the learning experience outside the corporate learning system by connecting with other platforms such as Google Services, YouTube, social media, and communicational tools such as Slack, which is the leading communication tool in the world.

LXP provides a more personalized learning experience that is rich in content.

3. Provides support for a variety of learning styles

Microlearning, Gamification, and Adaptive Micro Learning are some of the methodologies that are used to support many forms of learning, including problem-based learning, group-based learning, ILT, and blended learning, among others.

4. Interfaces that are really easy to use

They distribute material using relatively intuitive interfaces, such to those used by Netflix and Google, that are personalized based on previous interactions and preferences. LXPs can give highly adaptable, contextualized learning experiences based on a study of work performance, skills gaps, and on-the-job abilities necessary. This is made possible using intelligent knowledge discovery (IKD) technology.

LXP has very user-friendly interfaces.

In general, as compared to learning management systems (LMS), training offered via LXPs tends to be more:

sensitive, customized, contextual, and omnipresent in terms of distribution.
The upshot is that LXPs provide consumers with very immersive learning experiences that are tailored to their needs.

LXP vs. LMS: Which Is Better?

We described a learning management system (LMS) as a standalone learning platform that is used in a corporation to monitor, measure, report on, and administer the learning activities of its personnel. Most of the time, they are used as digital online course catalogs. Learners use the LMS site to seek for and finish courses, just as they would at a library. For additional information, please see our page on learning management systems.

A major distinction between conventional learning management systems and current learning experience platforms is crystallized by Janne Hietala, Valamis’ Chief Visionary Officer, who helps to clarify the basic difference.

What are the differences between LXPs and LMSs?

LXP

The reach of learning is extended outside the business repository through the use of a learning management system (LMS). To provide superior learning experiences, it integrates with various “non-learning” environments. They primarily function as online course catalogs and allow for progress monitoring and reporting on learning performance.
Additional capabilities, such as wider skill development and the creation of highly tailored, dynamic career/learning routes, complement learning.
Learning is the main emphasis, while some current LMSs also allow learning pathways with limited customisation.
Learning is centered on effect. Data from extended learning encounters may help LXPs get a better grasp of the relationship between learning and on-the-job performance. Usually caters to the demands of corporate learning (compliance)
A more adaptable and dynamic learning environment that is mostly driven by learners.
Learners may add new stuff and choose what and how they consume it. On these sites, learner-generated material is also widespread.
They also enable material from other service providers to be integrated, resulting in even more/better content selections.
Learning Administrators are the primary drivers. What’s on offer is mostly chosen and controlled by the organization. A traditional learning management system (LMS) does not enable users to develop and distribute their own material.
Open-architecture ecosystems are characteristic of LXPs. They operate as content aggregators, allowing for a considerably more comprehensive learning experience. LMSs, even when they are accessible to other ecosystems, primarily act as content curators, providing learners with a limited (selected) experience.
Experts’ thoughts on the differences between LXP and LMS Experts’ thoughts on the differences between LXP and LMS Experts’ thoughts on the differences between L

What exactly is an LXP?

LMS vs. LXP
Bersin, Josh

Josh Bersin is the founder and CEO of JoshBersin.com.

The following are some of the important features of LXP systems:

With suggestions, panels, mobile interfaces, and AI-driven recommendations, they display material in a “Netflix-like” way.
They support articles, podcasts, blogs, micro-learning, videos, and courses, among other types of material.
They’re social, with social profiles that link material to individuals to establish authority.
They have roads, learning tracks, and trails that allow you to follow the information to a logical learning end.
They have some type of evaluation and, in many cases, badges or certification.
They make it simple for you to submit your own material.
They are mobile, enjoyable to use, quick and simple to navigate, and offer excellent search and integrated learning capabilities.
Employee-centric LMS systems were never intended. They were created as learning “management” systems, with an emphasis on corporate regulations, compliance, and course catalog administration.

The LXP, which resembles YouTube or Netflix, is a genuine content distribution system that makes it simple to search and enjoy current material.

 

Technology & Analytics Lead Advisor

Deloitte Consulting LLP’s Bersin

LXPs are consumer-grade, single-point-of-access learning systems made up of integrated technologies.

They may curate and aggregate material, create learning and career routes, facilitate networking, improve skill development, and monitor learning activities given across numerous channels and content partners, among other things.

LXPs allow organizations to create an engaging and learning-rich experience by delivering on a common platform, thus reducing their dependency on an LMS or talent suite as the learning center.
Pam Hogle is a writer who lives in the United States
An LXP extends and enriches the LMS by recording learning activities that occur outside of the LMS; for example, it may enable learners to upload material and encourage collaborative and social learning.
In terms of the sorts of learning data and learning experiences it can record, an LMS is more restricted than an LXP. The use of an LXP allows for a more comprehensive view of staff learning and cooperation.
John Leh is a writer and a musician.

Talented Learning’s CEO and Lead Analyst

An LXP is a learner-centric, socially enabled application that provides a personalized, alternate gateway to an organization’s aggregated learning content from any source, including LMSs, CMSs, and 3rd parties, as well as a daily flow of relevant informal knowledge in the form of articles, videos, podcasts, and more curated and recommended by other learners, administrators, or the application itself.
Compliance, content assignment rules, external audiences, instructor-led administration, content production, curriculum development, certification, and learning analytics will all need an LMS in most enterprises.

An LXP is a supplement to an LMS that may include all of the required learning material assignments with social content, informal content, and information from a number of sources such as colleges, organizations, and more.

Devers, Alex

OpenSesame’s Partner Manager

An LXP is a multi-source destination site aimed to increase employee engagement. Employees may use an LXP to access relevant knowledge at the correct moment and collaborate with colleagues throughout the enterprise. In contrast to an LMS, an LXP is often positioned as a self-paced product rather than one that must be pushed to the end student. Learners only spend time in the LMS when learning is officially mandated, according to statistics.
Rebecca Gonzalez is a student at the University of Texas

Amadeus is the Head of Global Learning Design.

By integrating various sorts of learning activities together in one central location and providing tailored suggestions and a social component to self-paced learning, an LXP offers learners with a rich learning experience.

The LMS, in my opinion, is a far more regimented and confined atmosphere. An LXP may still give organized learning, but it also allows for flexibility. Personalization, in my opinion, is an important feature that an LMS lacks. The capacity to add a social component to self-paced learning might improve student engagement and retention.
Draewell, Danielle

Training Industry, Inc. Market Research Analyst

An LXP is a learning and collaboration platform that puts the student in charge of their own learning rather than an administrator.

The idea is to develop a tailored user experience to engage workers with the platform and content. Employees may research topics that interest them and those they feel will help them enhance their job performance.

Chatbots, badging, leaderboards, and digital material distribution are examples of digital and social capabilities that may be included into LXPs. LXPs gather and analyze data on learners’ interactions and provide content suggestions based on that data using artificial intelligence (AI).

LXPs and LMSs serve two separate purposes. Administrators may administer learning using an LMS, while learners can explore learning with an LXP. An LXP, an LMS, or both may be used by a company. They may utilize the LXP as the distribution platform and the LMS to conduct the administrative tasks if they have both.
Anne Wagenpfeil, Ph.D.
An LXP is a learning platform that has evolved beyond conventional learning management systems, concentrating considerably more on the user by providing a variety of material sources, a powerful search function, and AI Elements to propose relevant information.
The logic of HR or the learning department was often used to structure LMS. They organized material and target groups based on their own understanding – which is, of course, just one point of view. Because they didn’t understand the HR reasoning underlying the structure, users had a hard time finding what they were seeking for.

LXP seeks to provide a learning material offering that is really customer-centric. It aspires to be a learning site that users visit on a regular basis, rather than a place where they are given a course. A location where users can quickly access information that will assist them in their daily lives, either via a search or by intelligent recommendations provided by the system.

Patterson, David

Light Education

An LXP is a new classification for a new generation of learning platforms that concentrate on online learning delivery, interaction, and administration in a unique way. There’s also an emphasis on learning’s immediacy, as well as an understanding that learning should be integrated into the workflow, not simply the workplace.

The AI layer, which is emerging to offer learners an enhanced learning experience, not by taking control but by sharing in effect a collective wisdom of what works and offering up solutions at moments of need to employees, thereby saving time and preventing false or inappropriate solutions in this information dense and misleading digital world, is perhaps the most interesting to many observers.

In summary, learning management systems (LMS) assist firms in organizing and managing their employees’ learning requirements. They do this by making learning material accessible to users, tracking and managing the consumption of that content, and then providing feedback to users.

LXPs, on the other hand, serve as knowledge enhancers, allowing platform users to have a more tailored learning experience. While learning management systems (LMS) assist workers in discovering relevant information inside their organizations’ repositories, learning experience platforms (LXPs) allow them to find it even more afield and via a considerably greater range of sources, resources, and media. Furthermore, when combined with data analytics engines, LXPs may provide strong insights into critical metrics like as return on investment (ROI), business results, and the relationship between learning and on-the-job performance.

 

LXPs – Unlocking the potential of learners

As a result of technological advancements, all stakeholders in the learning business have come to know that there are better and more effective approaches to assist learners in realizing their full potential and achieving their learning goals than previously thought. Artificial intelligence, virtual assistants, machine learning, and natural language processing are just a few of the technologies that have enabled the development of learning platforms that provide significantly higher levels of learner experience than previous generation learning management systems (LMSs).

LXPs have the potential to support continual learning across the organization. They provide workers (learners) the ability to customise what they learn, how they learn it, and when and where they learn it, allowing them to be more productive. When they understand roles and responsibilities, they may analyze performance, evaluate career trajectories and propose either remedial or progression learning to fill in the skills gaps.

LXPs are particularly well suited for continual learning. They may assist workers in increasing their productivity by facilitating peer-learning and offering suggestions for mentors or “buddies,” among other methods. They may also take use of social learning to guarantee that learning continues even after they leave the workplace.

 

 

A few years ago, due to constraints in corporate LMS platforms, the ability to integrate and download already generated courses, as well as the opportunity to acquire a membership/access to courses, were not even options. Today, LXPs make it simple to go to Coursera or any other external course provider and discover the course you’re seeking for quickly and efficiently. Furthermore, owing to their great cross-platform compatibility, you can even begin your course on a PC and complete it on a smartphone.

 

 

People now feel the need to constantly develop their knowledge and abilities, and this is not merely for the sake of “statutory compliance.” They are doing this in quest of greater chances. People have become used to the concept that they can readily discover customised and relevant material “on demand” – outside of the corporate LMS network – thanks to modern content offerings. Human resource managers have also discovered the advantages of being able to integrate important activities like as onboarding, performance assessment, and learning management for the growth and development of their staff, among other things.

In response to this overwhelming need for newer, better, quicker, more quantifiable, and more customized experiences, enterprises have turned to LXPs as a requirement.