Libby Webb explains the Learning Experience Platform hype.
Reading time: 2m 28s.
Self-directed learning, goal-based learning and continuing professional development are all terms that have been circulating the L&D industry with particular momentum in recent months. But why?
You guessed it! (or maybe you didn’t). These terms collectively represent core identity of the Learning Experience Platform (LXP).
The LXP is L&D’s latest revelation, emerging in response to the rapidly evolving needs of learners in an environment rich in digital touchpoints and with a tighter focus on ROI. The LXP works to solve a number of challenges modern organisations face:
- Identifying and addressing skills gaps in their workforce
- Capturing and using data effectively to measure the impact of L&D investments on organisational growth
- Moving away from the traditional ‘top-down’ approach and toward autonomous and motivated learners
- Maintaining an engaging and effective culture of learning in the workplace
The LXP: An introduction
A term recently coined by leading industry analyst Josh Bersin, the LXP is generally comprised of a number of integrated technologies; setting it apart from the content-focused online learning platforms we all know and are frustrated by.
A cloud-based learning solution, the LXP focuses on personalising the user experience – using AI and machine learning tools to drive an individualistic approach to learning that goes far beyond the provision of content.
The LXP is a significant development on the ‘one size fits all’ content hub that the traditional LMS presents to learners, and works to to curate and aggregate relevant content based on data provided by each learner at the point of need.
In so doing the LXP allows for the creation of learning and career pathways to help learners strategically build on their workplace skills development.
These capabilities become what is known as the Experience Layer, offering three core functions:
- AI-driven recommendations: No longer will learners be inundated with large quantities of overwhelming options. Instead, key pieces of content most relevant to the user and their individual goals/learning journeys are highlighted for a more seamless user experience.
- Resources: Quality curated content, along with smart recommendations, ensures an appropriate amount of content is available without creating a state of confusion among learners.
- Reflections: At the end of a learning activity, learners are prompted to reflect on their key takeaways, allowing them to see where what they have learnt can be put into practice.
An interoperable and future-proof solution: A diagram of HT2 Labs’ Learning Experience Platform and the layers available to suit the organisation’s requirements.
Bersin’s commentary suggests that the growing popularity of the LXP is partially due to its ability to engage employees that have grown tired of the administrator-driven LMS. The LXP facilitates and encourages collaboration and knowledge sharing among learners; facilitating a new age of social learning in the workplace.
It also enables the capture of learning that occurs outside of formal settings which means, for the first time ever, learners are being rewarded for the learning they are already doing. Often overlooked, the LXP accounts for meetings, developing projects, delivering and implementing decisions.
These are all learning in the workplace.
About the author
Libby Webb is a content writer for HT2 Labs