In this article, I have shared the LXP vs LMS. In a post-pandemic world, it’s critical to keep remote workers engaged, productive, and well-trained, and training and professional development are critical components of the employee experience.
The learning management system and the learning experience platform are two software options that can aid, though in different ways.
For years, the sole choice for running training and instructional programs was to use an LMS. HR now has another option, and LXP, thanks to the increased focus on employee experience.
“People are thinking more about [employee] experience now, and that’s filtered down to the learning environment,” said Mark Vickers, principal research analyst at HR.com. “People aren’t only interested in employee experience; they’re also interested in learner experience, which has become one of L&D’s top concerns.”
While the use of LXP is increasing, most firms still consider their LMS to be the backbone of their learning systems, according to Vickers.
According to HR.com’s 2020 research on learner experience and engagement, only 11% of firms questioned have implemented an LXP.
Here are some distinctions between the two systems and the benefits each offers to help organizations understand why they might be hesitant to switch systems and what they should consider if they do.
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What is a Learning Management System (LMS)?
What exactly is an LXP?
Learning experience platforms, on the other hand, allow users to access content via social media, blog posts, videos, and other channels, as well as information from all across the internet.
“The system’s back end provides content recommendations based on the user’s goals, experiences, preferences, and history,” Clapp added.
In general, an LXP provides a considerably more tailored user experience.
LXPs provide digital learning in a number of methods, many of which are less formal than the LMS approach, Clapp noted, thanks to consumer-grade experiences that make searching and accessing content easier.
Many LXPs offer micro-learning, which breaks down knowledge into small chunks to make it easier to consume. Instead of asking people to master all of Microsoft Excel‘s complexities at once, the LXP breaks it down into specific tasks, such as constructing a graph, according to Clapp.
LXPs also give learners additional flexibility by allowing them to absorb the material in a variety of formats.
“LXPs are a reflection of the fact that there are many more methods to learn,” Whitbeck added.
LXP vs LMS
An LMS is typically structured, offering pre-defined courses and learning paths. These systems tend to rely heavily on SCORM (Sharable Content Object Reference Model) or xAPI (Experience API) standards to provide interoperability between various e-learning tools. Although these standards ensure that courses can be easily deployed across different LMSs, they also contribute to a more rigid and linear learning experience.
Conversely, an LXP offers a more immersive and dynamic learning experience, leveraging modern web technologies, artificial intelligence, and personalization algorithms. The platform uses learner data to recommend content that is relevant, engaging, and aligned with individual goals. It also allows users to create and share their content, enhancing peer-to-peer learning and knowledge exchange.
Adaptability and Integration
LMS platforms tend to focus on integration with tools such as HR management systems and reporting tools to streamline training administration and content delivery. However, these systems can struggle to adapt to the rapidly evolving landscape of online learning and the diverse needs of today’s learners.
On the contrary, LXP is designed to incorporate a vast array of learning resources, from MOOCs (Massive Open Online Courses) and educational videos to podcasts and articles. These platforms often support seamless API integrations with various content providers, learning tools, and proctoring solutions. As a result, LXP can remain agile and responsive in an ever-changing learning environment.
Organizations tend to adopt LXP when they aim to create a culture of continuous learning that emphasizes employee development, collaboration, and engagement. This could be especially useful for companies with a large and diverse workforce, as well as those facing rapid industry changes. Conversely, LMS is more suitable for organizations that require a structured and administratively-focused solution to manage mandatory training, certifications, and compliance.
Choosing the appropriate system for a company
Organizations must consider both their learning requirements and their corporate culture when deciding between an LXP and an LMS.
Because larger firms may find it difficult to implement organizational-wide change, Whitbeck suggests starting with a test group that uses a new platform and then expanding the offering once there are some early successes to promote.
When it comes time to choose the ideal system, this can make the transfer smoother.
Different businesses will have different requirements and wants, but the only way to figure out which platform is best is to talk to people who have either deployed or at least used both, according to Vickers.
“Maybe an LXP is what you need if you have an LMS that isn’t easily expanded or connected and you really need to broaden things,” he said. “Perhaps you don’t if you have a readily extendable LMS.”
Because of its record-keeping capabilities, companies who need to track learning for compliance reasons may prefer an LMS over an LXP.
Organizations, on the other hand, don’t always have to choose between the two: According to Clapp, some platforms combine LXP and LMS features.
Vickers stated, “I don’t believe it’s an either-or situation.” “Companies should investigate both sorts of platforms to determine how they interact.”
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