How Learning Experience Platforms can transform user engagement
Employee Experience: The need for change
The simple truth is that the modern learner expects more from their corporate learning experience than has been traditionally offered. Most people prefer to learn on their own terms, in ways that resonate with their personal preferences.
Traditional classroom training, long-form elearning and a sporadic approach to learning and development are no longer good enough. Formal learning will always be necessary where it is appropriate, but must be short, relevant and intensive. The ability to self-serve highly contextualised short-form content in the flow of work is important. It’s also vital that learners can create personal learning networks and share tacit knowledge.
With current leaps in technology, we have a fantastic opportunity to shape learning solutions to meet these expectations. However, the number one reason for dissatisfaction in workplace learning remains the user experience.
New services that meet new standards and expectations need a new breed of thinking. The future of learning is here.
Why the need for Learning Experience Platfoms?
Josh Bersincoined the phrase ‘learning experience platform’ or LXP for short.
Josh determined: ‘the LXP market exists because the paradigm of the Learning Management System (LMS) is out of date. People no longer search course catalogues for “courses” the way they used to, and we need a way to train and learn “in the flow of work”.
This simple statement articulates the new demand for modern digital learning tools, methods and content.
Three major drivers have influenced this change:
- Users are marching with their feet. They will no longer tolerate the command-and-control philosophy of L&D. They are increasingly rejecting the LMS infrastructure and content that has scant regard for UX. Millennials will drive a refusal to participate and the rest of us will benefit. Bring on ‘les gilets jaune’of learning!
- The xAPI specification now supports learning journeys across multiple resources and activities. It has taken time to infiltrate the industry and mature, but its benefits are now palpable and widely known. A learner can move from an elearning module to social learning to classroom training material. In addition, they can be tracked and supported along that journey. Learning isn’t confined to discrete courses in an LMS. xAPI enables greater creativity in digital learning design.
- The LMS failed to give a sense of impact on knowledge acquisition or retention. Boxes were ticked, training records were provided, but huge investments gave surprisingly little evidence of any ROI. The LXP enables ‘data-driven learning design’. This allows L&D to monitor learners and intervene where most effective. They can design new programmes based on real data and evidence impact to the executive group.
'Training and development is the most coveted job benefit for younger team members. But on their terms!'
Key Features of a Learning Experience Platform (LXP)
LXP systems have a set of key features:
- They present high impact, easy to consume digital learning content in a consumer-grade interface.
- AI-driven recommendations support self-directed learning.
- They support content curation, including articles, podcasts, blogs, microlearning, videos and courses.
- Learning paths sequence content to support career paths linked to the organisation’s business outcomes.
- They are social media that connect content to people and facilitate connection, networking and collaboration amongst learners.
- Real-time data analytics monitor KPIs and report on engagement with learning content. They also provide data such as competencies and skill gaps on both the individual and the organisational level.
- They make it straightforward to publish your own content as an individual or team. Subject matter experts can quickly get knowledge out there when it is needed.
- They pull learners in; an LXP is where workers wantto go to learn and improve.
KEY BENEFITS OF DEPLOYING AN LXP
- LXPs can make learning self-service, accessible, mobile and easy.
- The dynamic update of content saves time and resources.
- Allow employees to own and take responsibility for their own learning and development
- Deliver impactful reporting linking learning to specific business objectives and demonstrate ROI.
- Retain talent by offering valuable personal growth and learning opportunities.
- Facilitate peer-to-peer knowledge sharing and retention of tacit knowledge within the organisation.
Where does the Learning Management Systems (LMS) go now?
LMSs continue to deliver the functionality that they were designed to provide. This includes training record management, structured learning paths and access to mandatory training.
LXPs can run in parallel to these systems. They offer a space where employees can find the learning they need,
when they need it.
Over time, we expect LXPs and LMSs to morph into one system. For now, LXPs can be used as standalone systems or integrated with existing LMSs
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