Josh Bersin, founder of Bersin by Deloitte, once stated: “…the LXP market itself is now over $350M in size and more than doubling every year. It’s also changing quickly.” So, what is LXP, also known as LEP? Well, the L&D realm is packed with so many acronyms that it often becomes confusing to discern the subtle differences between them. To make it a bit easier, here is the thing! LXP, aka LEP, stands for Learning Experience Platform. As opposed to an LMS, an LXP differs in its modes of content control and learning trajectory.
LXP: The Key Definition
As per Valamis: “The Learning Experience Platform (LXP) is a consumer-grade learning software designed to create more personalised learning experiences and help users discover new learning opportunities. By combining learning contents from different sources, recommending and delivering them with the support of Artificial Intelligence, across the digital touchpoints, e.g. desktop application, mobile learning app and others.”
When referring to a traditionalLearning Management System or LMS, it is a conventional training software where you host, deliver and track your learning materials. On the other hand, an LXP, such as PlayAblo, offers a more immersive experience. You can use it to create and assimilate content to deliver a customised training model. LXPs leverage innovative digital technologies to house internal digital learning assets, external third-party content, as well as user-generated resources. This highly customisable solution seamlessly manages digital disruptions and promote increased user engagement — by allowing learners to interact with the platform.
Content Control in LXPs
LMS administrators have full control of all the content in an LMS. The professional can be from any department — L&D, HR, or training. S/he uploads the training materials on the platform so that trainees can access them at their ease. S/he holds the responsibility of approving or rejecting posts submitted by users. For instance, if someone has a query, the admin will have to approve it before it becomes visible on the platform. The administrator holds the controlling reins of the entire content volume and flow. S/he will filter any material that is considered necessary.
On the other hand, when it comes to an LXP, it encompasses everyone from the organisation. Any team member, whether from the HR, sales, or L&D teams, can post on the platform. LXPs serve the concept of content aggregation. Hence, the whole staff can share content that they consider valuable.
An LXP accepts content from all types of users. Therefore, it is rich in diverse content categories, such as internal training, external resources, and user-generated assets. This diversity of content leads to increased engagement and interaction among learners. For instance, suppose a trainee accesses an URL and finds it to be informative. Hence, s/he posts it on the LXP. Now, another employee with a similar query will be more interested in visiting the link since his/her peer has already benefitted from it. In short, LXPs promote a highly interactive learning environment.
The Learning Journey
It is a no-brainer that there is a close connection between content curation and the learning trajectory. In PlayAblo‘s LMS, the learning journey is in the hands of the admin — since they closely control what an employee should or should not access. The administrator carefully monitors the whole training experience. The admin decide which courses a staff member should be enrolled in. S/he even has power over the schedule and content of the classes. All the trainee needs to do is to follow the course structure and the required milestones.
Of course, a gated schedule is always good — learners quickly know what and when they need to complete during the span of theircorporate training platform. It is also easier to track the training progress and record the compliance percentage. This ability to quantifiably measure progress enables the L&D team to take quick decisions to rectify the issues.
In comparison, an LXP does not come with clear goals and boundaries regarding course allotments and completions. It is more flexible. It is all about enabling learners to discover their skills, interests, passions, and comfort levels. Employees have increased freedom to pursue their ideas and curiosities. LXPs give more importance to personalisation.
For instance, an LXP allows a trainee to glance across all the available content and choose a topic that best piques their interest. It is more of a self-directed learning platform that focuses on a growing industry trend — personalisation! The upside? Enhanced engagement quotients since learners learn what they want and not what they are asked to.
In short, while LMSs are best-suited for mandatory training like compliance, safety, and new product launches, LXPs benefit those who concentrate on seeking out their interests and professional development. To sum it up, LXPs are experience-driven, while LMSs are mandatory-driven.
In a nutshell, users have the reigns on an LXP, whereas admins control theLMS. An LXP is beneficial for the modern learner who is always hungry for a plethora of information available instantly. Even personally, the contemporary generation is always in search of informative podcasts, videos, tutorials, blogs, and social media posts. As a result, personalised training is always welcome! But since your organisation also needs to disseminate mandatory learning sessions, you cannot EVER do away with an LMS! Again, self-directed learning always proves beneficial to your staff. So what is the best way out? If you have the resources, try to mix both platforms for the ideal learning culture!