In a context of digital transformation and skills development, training management tools and learning platforms are becoming essential. Learning Management Systems (LMS) and Learning Experience Platforms (LXP) are among the main solutions to meet these needs. What is the difference between them? And which solution should you choose according to your needs?
LMS and LXP: what are the differences?
LMS and LXP are both solutions dedicated to training. Nevertheless, they are not oriented towards the same goals. More recent, LXPs are still unknown within some companies.
→ LMSs to manage your training system
Learning Management Systems take the form of software or platforms for managing and administering training.
Designed primarily for administrators, LMSs offer the possibility of setting up training activities (face-to-face, e-learning or blended learning), tracking the activity related to them and storing this information (registrations, evaluations, etc.).
LMSs also allow users (employees and learners) to have access to the training catalog and can host educational content to distribute it to them. LMSs are thus particularly well suited to theoretical training.
→ LXPs to put the user at the heart of training
With the development of new technologies, the increase of remote work and the greater mobility of employees, training courses must be more flexible and focused on the learner’s autonomy. It is in this context that Learning Experience Platforms have emerged. More recent than the LMSs, they are more focused on the user and his learning experience.
LXPs are new generation e-learning platforms that are more personalized, according to user profiles. They are generally based on machine learning techniques that enable the analysis of users’ skill levels, past experiences or even their desire to evolve in order to offer them the most appropriate training actions.
While these platforms can also host training content, they also offer users the possibility of creating their own content and exchanging it with other learners. Because of this, LXPs are particularly suited for “new knowledge” and hands-on practice.
LXP: what are the benefits for employee skills development?
With LXPs, users get a truly personalized experience through four key aspects: adaptive learning, self-directed learning, gamification and social learning.
→ Adaptive learning
Adaptive learning is one of the core principles of LXPs. This artificial intelligence-based method consists of making recommendations for training content based on learners’ needs. These recommendations are made by analyzing their user data: their profiles (position, skills, mobility, etc.), their behavior on the platform (interactions with colleagues, content preferences, etc.) and the statistics recorded (success rate during training, connection time, etc.).
Adaptive learning thus makes it possible to make the learning path unique, evolving and no longer “pre-composed”, as it can be the case within some LMSs.
→ Self-directed learning
On LXPs, employees take control of their own learning process. They have access to a wide range of educational content that they can consult according to their wishes and objectives, much like a streaming service that offers a library of movies. The learning dynamic is thus decentralized.
→ Gamified training
LXPs are also characterized by their offering of multi-media content, generally interactive and fun: quizzes, challenges, podcasts, articles, videos, chatbots, etc. The notion of gamification thus occupies a prominent place in the training paths offered to employees on LXPs.
→ Social learning
LXPs are generally designed as real spaces for exchanges between employees, thus promoting social learning. Learners can collaborate, share and comment on the various educational content.
However, exchanges are not limited to learners: trainers are also integrated into the platform. They can answer learners’ questions and contribute their expertise via LXP, making the platform a friendly and stimulating space.
The personalized, autonomous, gamified and collaborative learning made possible by the LXP boosts employee engagement during their training course. More motivating, learning also becomes more effective, and thus generally leads to better results for companies.
LMS and LXP: complementary solutions?
LXPs are not intended to replace LMSs, but rather to complement them. LMSs present themselves as a top-down solution, going from administrators to users, and offering mostly macro-learning. However, they are not incompatible with LXPs, which are based on a bottom-up approach, offering a more open learning experience and more focused on micro-learning. Combining the advantages of an LMS and an LXP allows you to optimize employee training paths and obtain optimal results.
Adopting this hybrid approach from your existing solutions becomes one of the keys to gaining resilience, strengthening your adaptability and competitiveness – essential assets in a context of permanent transformation.
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