Simplifying Training with a Customer Enrollment Portal
ExitCertified’s new Customer Enrollment Portal gives your company a dedicated platform — white-labeled with your company logo — for the smooth management of all your training.
The L&D department can ease the burden of having to continuously ensure that employing training is in full force to address any skill gaps by using a Learning Experience Platform (LXP). The LMS, which has been around for nearly 100 years, has continued to grow into the latest iteration, the LXP. However, both are still in existence. An LMS focuses more on the administration of learning than the learning experience while an LXP focuses on the ability to facilitate personalized learning.
Nowadays, these two platforms are often combined into one LXP, benefitting administrators and employees. Additionally, LXPs often can integrate the corporate learning system with third-party systems so there is only one learning platform. This blog post looks at the differences between the two forms of learning platforms and the top 5 ways LXPs benefit businesses.
The first LMS was developed in 1924 when Sidney Pressey, a professor of psychology at Ohio State University, invented the first “teaching machine.” It resembled a typewriter and contained two windows: one that could administer questions and one that could answer them. Over the decades, there have been many improvements. In the digital stage, the LMS became the standard software organizations used to track and manage employee training processes. The learning platform works great as a one-way stream of information from the company to the employee. The employee logs in and interacts with the company-assigned courses, and the LMS can store and monitor the employee’s progress. Focusing on broad outcomes, the LMS is used to administrate, manage, deliver, and track online training courses. The platform is administrator-led as the organization has control over the courses employees take, shepherding them through learning roadmaps so they consume their assigned content.
While the LMS focuses more on tracking courses that employees need to take or have taken, LXPs help organizations move toward more interactive, personalized learning focused on the employee experience. Although the features and functionalities differ among LXPs, they may provide the following benefits to L&D teams and team managers.
Your organization can use an LXP to personalize learning to suit the requirements of each employee, who from the course catalog and other connecting third-party apps can choose which skills to learn and which domains to explore to advance in their career. Comparable to a music or video streaming service, the LXP is an on-demand system that allows employees to create their own playlist, consisting of internal and external customized content. LXPs offer a user-centered experience with a variety of social learning and community features that curate content from a company’s internal digital learning sources and user-generated content within an interactive environment. Providing a system like this allows employees to decide what they want to learn, resulting in higher rates of productivity and increased learning engagements, employee satisfaction, and information retention.
Centered around learners, LXPs can serve as a resource library and a community-building intranet for the entire employee network. The LXP gives employees a great deal of control over the content they consume as they can choose their focus areas and learning content. The platform creates a personalized learning experience, providing a single point for all digital learning.
Every user logging in to the LXP has a slightly different experience with the homepage as it’s tailored to each person’s own learning path gleaned from manager-assigned courses, user experience, and social feeds. Users can learn remotely on any device and select relevant courses that have been presented to them based on company demands, colleague recommendations, and machine learning algorithms.
Various LXPs help L&D professionals and management pinpoint skills gaps and close them to upskill and reskill employees. This is essential for all business departments, especially for IT departments where needs in skills and technologies are constantly changing.
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