Digital transformation is now an unavoidable reality for companies over the previous decade. In fact, the enterprise software marketplace has grown in sophistication and size — and the learning technology marketplace is no exception.
As per a study by RedThread Research, you will find over 250 learning technology vendors today. New labels for classes are formed, and their definitions seem to morph based on who is defining them. LMS, LXP, LEP, abilities approach, understanding cloud — what do these phrases really mean?
Many sellers are offering functionalities which hadn’t been recognized as learning in the past, like mentoring, performance tracking, and sharing. And established HCM systems that formerly did not offer learning solutions are now promoting “abilities clouds” and “abilities engines” together with their citizenship, time, and attendance, and benefits management tools.
It’s enough to make a veteran IT professional feel overwhelmed.
One way to make sense of this alphabet soup would be to think about the vast collection of learning technology solutions in terms of modes of transport. You will move from point A to point B, but they do this in manners that are different. Your very best option for a trip is dependent entirely on your particular transport needs. Doesn’t mean it is the right alternative, just because one mode of transport is technically feasible for a given trip. We see these distinctions among the HCM, LMS, and LXP.
HCM Systems is Like Planes
Shuttle between domestic and international hub cities. They’re extremely effective for transferring a large group of individuals across a distance in a relatively short quantity of time. They’re also powerful and need technical training to operate. Plus, there are airports in walking distance of cities, which means you will usually still require a car or train to get to your destination.
See that last sentence again. These procedures are managed by an HCM effectively by delivering scalable services for workers. In the same manner that aviation is not designed to carry every passenger for their destination, an HCM is not designed to offer personalized services for employees.
Learning and career development, when compared to HR administrative purposes, aren’t one-size-fits-all. Skill development and Successful learning require a vehicle for delivery. A 2018 study by Gartner explained that by 2020, 30% of the global midmarket and massive enterprises will have invested in a cloud-deployed HCM suite for administering HR and talent management but may still have to supply 20% to 30% of their HR requirements via purpose solutions.
A 2017 study by Nucleus Research found that only 3% of HCM users found considerable value in the ability management capabilities of their HCM system.
LMSs are Like Trains
Trains are also designed to provide transport for groups of individuals on particular, required routes, according to set schedules. Trains require supervision and maintenance than planes. They are ideal for effectively moving people like cities that are inside and can also serve small hubs effectively. But trains need crews that are certified to operate them.
This includes onboarding training, and instructor-led training. They generally accommodate live, instructor-led training demands, such as enrollment and classroom management, and class formats like SCORM and xAPI, including reporting and assessments specific to learning courses. LMSs are designed specifically for the requirements of learning direction and can receive more granular — managing certification procedures, such as Though some of this may overlap with HCM functionality. For further reading on LMS features, check out 10 Must-Have LMS Features.
For example an administrator-driven platform, the LMS is effective for implementing top-down learning initiatives. Like a train service chooses the routes and stops it will create for passengers, an LMS enables learning administrators to design and select the learning content that’s accessible for employees.
Automobiles are designed to allow individuals and families to fulfill their transport needs. They enable individuals to go where they want, in their schedule, and at their own pace. An LXP is designed so people can learn wherever and whenever they desire.
Instead of being designed to create the learning manager’s job easier, LXPs are designed to make learning and skill development more engaging and more effective for the end-user — employees, contingent workers, managers, and company leaders. In other words, an organization manages learning using an LMS and empowers learning using an LXP.
Is by bringing learning tools together into a trackable learning technology platform. Informal learning content may include books or blogs, webinars, articles, podcasts, or videos. Studies including our the Workforce Learns report show that learning in the workplace happens in the flow of work. LXPs can enable, capture, and measure all of that learning and map it to work-relevant skills. It may also indicate learning content inside Plans or Pathways which may direct employees to work toward skill sets needed for roles within their organizations.
In a 2019 report, Brandon Hall Group clarifies the shift the LXP brought into the learning technology market: “The Learning Experience Platform transforms learning by an event-based, single-point-of-reference strategy to an immersive environment where depth and retention of learning has been significantly improved”
The Way to Provide a Learning Solution
In understanding the different purposes of the HCM, LMS, and LXP, it is not tough to see how they could work together to present a complete learning solution. While the LMS delivers formalized learning, as well as the HCM joins learning to recruitment and performance management, the LXP connects all of learning, including learning, with in-demand abilities and career development.
Based on research conducted by RedThread Research, there are six elements of the learner experience that L&D can enable: preparation, discovering, consuming, experimenting, connecting, and acting. There are only two key administrative purposes: generating and managing (that are converging as duration becomes more commonplace) and analyzing.
Under each task is a listing. While the six-experience activities should be accounted for, the functionalities that are particular vary based on the needs particular to the organization. The report points out that the goal isn’t to have all 30 of those functionalities in this framework — but to use this as a starting point to design an ideal learning technology ecosystem.
Core Functions the LMS Needs to Support and Complement an LXP
Advantages of this LXP and LMS Working Together
Your LMS is filled which too few employees know about. LXP fixes that by bringing together learning that is formal with learning. Content from your LMS sits using informal curated learning articles from other learning articles that are user-curated, videos, and articles. It exposes employees to LMS content with more frequency than with no LXP Considering that the LXP reveals content generated from the LMS in a stage designed for everyday use. Customers have seen substantial increases in engagement.
Advantages of integrating LXP and an LMS:
Charge of learning: An LXP supplies users and managers a high degree of agility, flexibility, and adaptability to produce their own learning course that best fits their learning style and prerequisites for learning. Holistic content approach: Users may immediately know the depth and breadth of learning content resources available to them a constant learning strategy: Workers want to learn not only what’s going to help them but also what’s going to help them over the duration of their careers and professional development. Both needs can be uniquely balanced by the LXP by allowing users to specify a course that short-, medium-, and long-term goals. In learning: In an LMS surroundings, its effect on new levels of proficiency and it is hard to evaluate how much somebody has learned. An LXP offers the capability to make the link between learning and proficiency by providing an Exceptional window through their travel and its impact on their ability to enhance their competencies improve into users’ development and skillsets. Degreed + LearnUpon = LXP + LMS
One thing which we have been told by a number of our customers is that they wanted there was an LMS that worked and felt like Degreed — using an intuitive user interface and customer care. They also said they needed a one-stop-shop for LXP and LMS capabilities. With our new partnership with LearnUpon, customers can get the LMS and LXP capabilities they want through one solution and service system that are unified. Download this recent report done in partnership with all the Brandon Hall Group for a research the LMS and LXP integration into your learning ecosystem.