As the L&D (learning and development) world continues to shift with the likes of enhanced technology, increased customer demand and the aftermath of the pandemic, so too do the platforms that keep it all going round.
While you may have some experience with a learning management system (LMS), you might not be quite so familiar with the newer learning experience platform (LXP).
You may think they’re essentially the same thing, and we couldn’t blame you; after all, they sound very similar. But in reality, each offers a completely different learning strategy for those using them, which means you need to know which one is right for your business.
Here, we’ve outlined some of the key takeaways, so you can make informed decisions when it comes to training your staff.
What is an LMS?
If you’ve delved into the world of online learning before, you’ll have likely come across this software many times (it’s now estimated that more than 73 million people globally are using some form of LMS to learn).
An LMS is essentially a dashboard-based online learning environment that allows you to create, track and deliver training courses to users. You can create sets of courses to form structured training paths for users by granting them access to certain modules that will help them build specific skills and knowledge they, and the business, require.
The key point to note here is that, from start to finish, the LMS admin is in control of the user’s journey, making it easier to keep track of their training and development.
There are some real benefits to this process, from being able to support staff who are struggling to making sure they’re being trained in the right areas for their roles.
But what about the LXP?
In contrast, LXPs put the power of learning in the hands of the user. Far from offering a traditional and structured route of learning, they break down the barrier between work and training, engaging learners and allowing them to take advantage of a much more personalised learning experience.
So, how does it work? Rather than being a stand-alone system that delivers structured training courses that an admin has to create, the educational content within an LXP is based on a user’s own goals and interests, which the platform pools together from a range of sources. You can almost think of an LXP as the Netflix of e-learning.
This open-system format means that learners can consume relevant, personalised content in a variety of ways, whether through articles and videos, or even by listening to things like podcasts.
But, more than that, it allows staff to upskill whenever they want, within their own time frame, and based on their interests.
With that, key benefits include increased employee motivation and engagement, as well as the chance to fill skills gaps in areas you never expected.
So, which one is better?
Undoubtedly, LXPs are innovating the way staff learn and, just because it uses an open-system format, it doesn’t mean employers can’t have some control over what their staff are training in.
With features that allow the L&D team to track what users are consuming, add their own content and recommend content and courses for different people, there is still the capability to contour staff training, using an LXP, to what you need.
However, the other benefit of LXPs is that, if you do require very specific training to be done within your industry, they can also work alongside your current LMS – filling a gap where learners can be re-engaged while ensuring the tick-box work is done at the same time.
So, if your LMS is feeling a little clunky, it might be time to start considering how an LXP can take your business to the next level.
And with thirst – the learning and knowledge platform your employees will want to use – we have the perfect solution!
