What You'll Learn in This Chapter:
A Learning Experience Platform (LXP) is an AI-driven learning platform delivered using Software-as-a-Service (SaaS). LXPs are a new approach to corporate learning platforms, addressing perceived shortcomings with Learning Management Systems.
The purpose of an LXP is to put the learning in the hands of the learner, rather than an administrator, to engage employees with the platform and the content.
The benefits include:
LXPs go beyond presentations to include articles, podcasts, links to useful websites, blogs, videos, and even user-generated content.
Like social media, Learning Experience Platforms encourage users to connect with one another, like content, and post comments. This helps the artificial intelligence brain of the platform to understand the user and deliver content to them that is both relevant and engaging.
Learning Experience Platforms offer a continuous learning experience that is controlled by the employee. They can learn on their own schedules and as the need arises on the job.
In LXPs, workers can earn badges or certificates through skills assessments. These markers serve as valuable milestones for both the learner and their manager to measure and evaluate progress.
Unlike LMSs, platform administrators are not the only ones who can upload content to an LXP. Such a platform is also able to store and analyse the learning resources provided by entities external to the organisation.
With an LXP, defining learning paths and curating content is much easier and less time-consuming.
An LXP as a platform is where employees can learn key skills and develop usable knowledge.
An LXP fosters business growth instead of just being a way to comply with laws and regulations on corporate L&D. When employees have the time and the means to engage with learning, employees can add more value to companies. In turn, companies raise their level of competition.
As an open platform, an LXP allows course information to be updated by any employee, not just the administrator.
Content is still locked into courses, videos, PDFs, etc.
Content is often used like an LMS, as that’s what people know and fall back on.
LXPs don’t learn the tacit knowledge of your Subject Matter Experts and get it in the hands of your employees in the flow of work.
Users need authentication, skills hubs, academies, customised playlists, and microcontent. It’s a challenge to get learning content to integrate from a variety of systems.
With open access, it can be easy to overload the LXP with libraries of content, and users can get overwhelmed with choice, resulting in choice overload and an irrelevant experience.
LXPs are powered by an algorithm or AI, which uses user data and content tags to serve the right content to the right user; if either of these are inaccurate, it’s highly likely your users will receive irrelevant content.
There are a number of ways the LXPs can customise themselves for clients. The platform can be changed to fit the organisation’s design scheme and internal language. Similarly, clients can brand the platform or advertise initiatives on customisable hero banners. Then the content the end user sees can be organised by top skill, recommendations based on user activity, or structured or curated playlists. Communications can also be branded to look like official company business.
Learning pathways in an LXP can be created or curated. It can find content and use AI to fit it into specific learning playlists that can be completed sequentially. The playlists can then be assigned to a group of users based on the client’s criteria.
Reminders for learners occur on or off the Learning Experience Platform. On the platform, users can be reminded to complete learning that they’ve started or be given recommended content based on what they most recently learned. Off the platform, inbox and social platform integrations can keep learners on track.
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