The complete guide to learning experience platforms
Table of Contents
The world of corporate training has experienced a significant amount of innovation over the course of the last half decade or more. Methods that are on the cutting edge of learning such as adaptive learning, agile learning, and micro learning, are quickly making their way into the mainstream.
For years, companies have used learning management systems (LMS) to manage their employees’ training and development needs. These systems have been slow to adapt and integrate with other applications and systems. As a result, companies are still using LMS as a standalone solution. However, when the need for training began to change, business leaders, learning specialists, and learners noticed that the need for better training is lacking. The demand for a more varied and robust learning environment was acutely felt.
A Learning experience platform (LXP) simplifies and streamlines the process. It acts as a bridge between businesses and employees, by creating a digital and engaging, seamless training experience.
Trainers now deliver eLearning using a wide array of tools and technology that have been developed specifically for the purpose of providing highly individualized learning.
The abilities of those contexts, in conjunction with the distinct varieties of experiences that are provided to the learner, are what give rise to the concept of learning experience platforms (LXPs). And in the present day, LXPs have become an increasingly key component of the learning ecosystem.
All about Learning Experience Platforms:
Learning experience platform, often known as LXP or LEP, is a type of corporate learning software that allows learners to develop in a manner that is self-directed and independent. Employees are required to create profiles and finish courses in an LXP of the standard variety, which is typically a gamified learning environment. Users are responsible for developing both the training content and the available courses on LXPs. The software employs artificial intelligence (AI) to make recommendations for appropriate learning content to each employee, taking into account the employee’s user history as well as the employee’s preferences.
LXPs make use of cutting-edge digital technology to deliver learning that may be highly personalised. This type of learning makes use of a variety of digital learning assets that are developed internally, as well as content that is generated externally by third parties.
LXPs give businesses the ability to more effectively manage the digital disruptions that are taking place across their workforce by making data the primary focus of an enterprise’s Learning and Development (L&D) programme.
The purpose of learning experience platform
The purpose of learning experience platform in corporate training is to provide employees with the opportunity to gain new skills and experience through hands-on learning. By design, these platforms provide companies with an efficient and cost-effective way to train their workforce. While enabling learners is one side of the coin for an LXP, the other is to enable the L&D managers with actionable insights into employee learning patterns and key metrics of L&D so that they can introduce efficient learning interventions
An LXP can offer recommendations to its learners based on their skill gaps and training needs. The use of analytics and dashboards can help the L&D understand the progress of learners at an individual, cohort, and program level, thereby course-correcting or optimizing the L&D strategy.
Learners can connect with one another or with subject matter experts using an LXP (If your organisation is using a smart integrated LXP like Techademy), which operates in a way analogous to that of social networking sites. This facilitates peer-based social learning.
It is not enough for employees to just complete the needed formal training when a company implements a learning experience platform since it gives workers the ability to learn new skills and investigate chances for training in a self-directed manner.
Key features of a learning experience platform
One of the primary characteristics of LXPs that distinguishes them from LMSs is that these platforms come equipped with highly developed capabilities for the identification of information. Learners are not limited by pre-packaged catalogue content but can seek out intriguing content on their own while also receiving guidance from the platform regarding content that is pertinent to their needs.
Other distinguishing features that differentiate LXPs from LMSs include the following:
Strong integration features
Extensive integration features that enable connecting to many diverse settings through which training can be advanced. For instance, the integration of LXP and LRS can assist in giving useful insight (trends and patterns) using data analytics, which can contribute to the further personalization of educational experiences.
The combination of LXPs and AI can result in significantly improved educational opportunities. Connectivity widgets and gadgets, such as Training Bots, can help customize one-of-a-kind learning routes for employees and function as personalized learning aides. This can be accomplished using these tools.
Learners are provided with helpful revision and reinforcing advice in addition to being reminded of important learning milestones (such as future course due dates and assignment submission deadlines). These tools also generate recommendations for training based on the data that has been evaluated from a variety of sources, one of which is the integration of corporate systems with the platform.
Enhanced customization for a richer learning experience
The capacity to offer a more fulfilling educational experience by means of a more profound level of individualization and a wider variety of learning options. LXPs extend the learning experience beyond the confines of the corporate learning system by integrating with other platforms. These platforms include Google Services, YouTube, social media, and communicational tools such as Slack, which is the leader in communication.
LXPs are accessible, self-directed training ecosystems that allow employees to select any training they desire from a course catalogue that was created by other employees. Artificial intelligence is used by LXPs to curate this content and offer specific options to each employee. Learning management systems (LMSs) have a more top-down or closed-system approach to education, in which administrators (often HR or management people) decide which courses are included in the programme and which are not.
Highly reflecting Interface
LXPs are typically created with the user experience in mind, looking appealing and interesting to assist inspire employees to engage; they are also typically mobile-friendly to allow employees to learn while they are on the move. A standard learning management system, on the other hand, does not typically place an emphasis on design and can typically only be accessible via desktop computers.
They distribute content by means of very user-friendly interfaces, much in the same way that Google and Netflix do, and the method they use is determined by previous interactions and preferences. Learning experiences provided by LXPs can be highly adaptive and contextualized thanks to a process called intelligent knowledge discovery (IKD). This process is based on an examination of job performance, skill gaps, and the on-the-job competences that are required.
In general, when compared to training that is offered through LMSs, that which is delivered using LXPs tends to be more:
• Pervasive in delivery.
Because of this, users of the platform benefit from highly immersive educational experiences provided by LXPs.
What sets LXPs apart from LMS in this regard?
Employees have very little choice over the content that they consume or the activities that they participate in when using an LMS because the course sequences and learning routes are predetermined by the LMS administrators. The learning process is democratized through the implementation of an LXP, which places complete control in the hands of the end users. Employees can define their own goals and chart their own courses of professional development. While a learning management system (LMS) limits the experience of learners to a predetermined curriculum, a learning exchange platform (LXP) provides an open-ended discovery platform that employees can use to go in any direction they desire.
What is the future of LXP?
It is anticipated that in the not-too-distant future, digital learning platforms such as LMSes and LXPs will play an essential role in the success of businesses. LMS providers are making haste to include LXP capabilities into their own platforms. Meanwhile, businesses are looking for more clarification on how the landscape of available vendors will change.
Although some businesses utilize both LXPs and LMSs concurrently, others are looking to combine their systems and will select either one or the other. There will be those who choose for an LMS rather than the LXP, while others will go with the LXP and get rid of their LMS. Organizations who have not yet implemented either solution will need to determine whether they will implement either solution, neither solution, nor neither solution at all.
It is the belief of those who support LXPs that they will become the dominant form of learning platform in the future. Legacy learning management system providers and pure-play learning management system startups are both making significant investments in LXP platforms. In the years to come, there will be only focus on role-based, on-the-job, just-in-time, and continuous learning.