The corporate training environment moves towards innovation and trends like personalization, adaptive learning, and Artificial Intelligence (AI). This has created a demand for a more advanced learning experience that standard Learning Management Systems (LMSs) can no longer provide.
As a result, Learning Experience Platforms (LXPs) have emerged, providing a new user-centric approach to corporate training. LXPs make it possible for organizations to create more robust learning environments and help employees unlock their potential.
This article will help you discover what an LXP is, how it works, and why it is a necessity for modern companies.
What Is an LXP?
An LXP is a highly customizable learning software solution used for corporate training. It allows an effective approach to content management and delivery that supports personalization and adaptive learning. It enables companies to create and deliver learning and development (L&D) opportunities to a larger audience, i.e., instead of focusing on a specific department, they build a learning ecosystem within which all employees can follow their individualized learning paths. For example, if an employee needs to work on their writing skills, the platform will suggest appropriate learning guides, a tutor or a custom essay service EssayHub.com, most relevant online courses, etc.
Josh Bersin, a learning analyst and founder of Bersin research, calls LXPs the “Netflix” of learning. It’s a quite precise analogy as both systems use similar principles of content delivery. An LXP helps users locate relevant content based on several factors:
- viewing history and patterns;
- skill level characteristic of a certain job role;
- AI-based data analytics.
Instead of standardized training, LXPs focus on specific skill gaps, which makes training more time- and cost-effective. Employees can choose what and when they want to learn and get information on demand. This creates a culture of continuous learning across the organization.
Challenges That Can Be Addressed with LXPs
LXPs address the pain points that the area of corporate training has been experiencing for years. These are challenges like low engagement, poor content delivery, outdated learning materials, and fast turnover.
Poor learner engagement has always been a problem in corporate training. People tend to participate only in mandatory courses and rarely take initiative to learn something independently. LXPs aim to change it. They make content more dynamic and easy to consume, encouraging employees to engage in self-driven learning.
LXPs also help learners find the most relevant and up-to-date content that corresponds to their skill level and learning needs. They get personalized recommendations and don’t waste their time scrolling through enormous haphazard libraries. Thus, the LXP creates a perfect environment for continuous self-improvement among employees, addressing the engagement and content crisis.
Another challenge that organizations are facing today is the short half-life of skills. All industries are experiencing major changes due to various external factors like digital transformation, competition, economic landscape, and natural environment. Unless a company increases internal mobility through employee upskilling or reskilling, its productivity and retention suffer. LXP solutions help employees develop skills to become more adaptable to change in the workplace.
Why Companies Choose LXPs
Now that we’ve discussed the challenges that can be addressed with LXPs, let’s take a look at the benefits they can offer to your company.
We are all different, and so are our learning styles. Visual learners learn best from memorizing images and symbols, while kinaesthetic learners prefer to do things physically when they’re studying. Aural learners respond well to audio content, and verbal learners retain information best when they work with texts.
In the same manner, some people are solitary learners and prefer to study by themselves, while others enjoy learning in teams and participating in group activities. If you ignore these differences, it might cost your organization a lot in the long term.
Tailoring training to specific learning styles is critical to make it effective and equally engaging for all users. If you implement a flexible and adaptive LXP in your organization, it will adjust training recommendations and content types for every learner and offer them a personalized learning path.
When learning becomes highly personalized and aligned with one’s individual goals, it promotes meaningful engagement among employees. They become more likely to adopt the culture of continuous upskilling as an LXP allows them to focus on the most relevant content for their unique skill set.
Employee engagement is critical for successful business outcomes. According to the Gallup study, which provides analysis of performance in more than 250 organizations globally, higher employee engagement is associated with lower absenteeism, higher productivity and profitability, and less turnover.
Data-driven content delivery is a major benefit of an LXP over all the other training solutions. Over time, recommendation engines become even smarter, simplifying administrative tasks for L&D departments.
Recommendations are based on the patterns of usage, categories, related content, and skill-based frameworks for particular job roles. LXPs track different parameters enterprise-wide, within certain groups, and individually for every user. Thus, employees get recommendations on what’s relevant for their job as well as information that concerns the entire organization.
Content curation is a huge challenge in corporate training. Due to rapid industry changes and large amounts of training materials, content becomes disorganized. Employees who use old LMSs complain that it’s difficult to discover content and find what they actually need without wasting a lot of time.
LXPs make content more searchable. Users can immediately find what they need, which helps to incorporate training into the workflow.
Another benefit of an LXP is that users can create their own content. This way, employees share knowledge within the organization. User-generated content is usually highly specific and thus has a profound impact on the effectiveness of training.
The flexibility of an LXP also supports content processing directed at its reusing and repurposing. This saves a lot of resources for the organization as there is no need to create entirely new content from scratch.
Social features of different LXPs vary, but this component remains a huge part of how LXPs work regardless of the platform you choose for your company. The design of an LXP encourages users to participate in discussions, create and share content, make playlists, etc.
Besides, users can collaborate and organize communities to learn together. The possibility to interact with peers is an important part of learning that allows them to discuss and contextualize training content.
LXPs support virtual communities where learners can collaborate. Just like an LXP recommends content based on a user’s data, it can also recommend a user to join a training team where people have similar learning needs and interests. These communities are similar to social media platforms and chat rooms as people can interact with each other discussing work-related experiences in the same manner.
Social learning serves to create a positive and friendly training environment. It helps employees stay connected and support each other.
You can’t overestimate the role of effective training techniques. The implementation of an LXP can become an answer to all learning needs of your employees. It’s a step forward from a traditional LMS as an LXP provides highly personalized, responsive, and targeted training.