If you’ve been feeling overwhelmed by it all, then you’re in luck. We will cover the major differences between LMS and LXP below.
Next Read: Learn about the best training methods for employees to combine with the learning software of your choosing.
What is the Difference Between LMS and LXP?
The war between LMS and LXP has been gaining traction. However, it’s important to understand where each learning system differs from the other. Here are a few key points to consider:
Both LMS and an LXP play a crucial administrative role. LMS focuses on formal learning while LXP is all about the experience.which is the LXPs aim to facilitate a personalized learning journey. It’s important to know that one learning system doesn’t replace the other.
LXPs represent management systems that help organisations move towards a more interactive digital learning platform. It represents an evolution- in formal learning within the organization to open it up to a wider digital learning experience. In this way, learners will be able to develop more than with just traditional e-learning tools.
In contrast, LMS is focused on its own content, and not so much on the user experience. The learning management system is useful in assigning training programs and then monitoring overall progress toward specific competencies.
So who’s in control? The fundamental difference between LMS and LXP is the balance of power. In the former, the Learning and Development Department is in control of the content at all times. They control the content so that the users can see what they learn.
In LXP, users have all the power because they choose what they want to consume. Depending on the push learning platform, they can use a search or browse function to find what they’re looking for. Just like a streaming service, an LXP comes with “trays” of content that users can browse through.
The platform provides a helping hand with the search function. Because there’s so much content that exists out there, personalisation is important. LXP functionality stands out because the online learning platform offers choices.
LXP weeds through information and picks out what’s relevant to your business goals. Users can take control of the content provisions and can consult external resources. More importantly, they can conduct their own track learning sessions. This democracy is important for businesses that are about self-driven learning.
LMS and LXP offer a unique learner experience. A Learning Management System is prescriptive. Usually, learners log in to take assigned courses that are assessed by administrators. The content is specific and is more about “getting up to scratch” with the formal learning the user requires.
While a bit of glamor may be missing, this kind of learning is essential for your organization. The system is simple, robust, and trackable so learners efficiently pick up what they need. LMS will engage learners by matching them with content. In most organizations, this is essential as it lets users know about changing regulations, something for which LXP is overkill.
The LXP comes with a variety of available content that’s designed to make learners more knowledgeable and better at their jobs.
For this concept to work at an organizational scale, LXPs require powerful search engines, highly structured training content, learning data, and an easily navigable interface. LMS can’t handle this type of flexibility or the content that is compatible with a learning experience platform.
However, the content found on LXPs is often less descriptive than what’s usually found in Learning Management Systems. It’s not always easily quantifiable and doesn’t necessarily have an “endpoint”. It builds skills organically and comes with more extended course options. In comparison to this, LMS users receive compliance, and theory-based training.
LMS focuses on data metrics. However, it can only track specific types of data. This learning and management system determines whether learners have completed their training, shows their assessment scores, and even shows drop-off rates.
The LMS comes with a learning environment that surpasses what you would expect from a standard Learning Management System because it tracks much more data. This learning experience platform prides itself on matching new employees with the regulatory training that they need.
The LXP system stands out when it comes to data because it has the potential to do a lot more. It translates the learning into an engaging experience. Between the two learning platforms, LXP allows a variety of event parameters such as its ability to gather data from wider sources and integrate them into a fuller picture.
This platform allows for an “own” learning experience because the users are in charge of the content that they want. It analyzes and integrates information in a way that will help them identify their key skills and find out why they can be helpful to your organization.
This way, you’ll easily pinpoint the best skills that will help your business thrive. This system easily meets learning needs because learners can analyze how well their content is performing. Learning data analysis is an area where LXP is breaking ground and Learning Management Systems have not.
Remember, you’ll need the right kind of data to create a consumer-focused platform. Learning content is the best way to get more control and ensure that your employees are fully equipped for the job. Understanding your learning data is the key difference between scalable organizations and those that aren’t. Because LXP does a lot more with data, it’s the best way to get a better perspective on the reality of organizational learning.
Upskilling and reskilling have become two of the most critical factors for businesses that are successful. The good news is that skills are at the heart of every learning platform.
Whether you want to carry out administrative tasks, assign content, track progress, streamline services, or gain more control over your business practices, upskilling and reskilling should be part of your business’ DNA. The most important part? Ensuring the administration and regulations protocols are up to scratch. While this is an important baseline to set, learning requirements must come to achieve it.
The LXP market is known for using artificial intelligence to combine organizational goals and training content. Essentially, this means that the LXP can perform the process of reskilling/upskilling easily.
Thus, you can update skills, and pinpoint major differences as skill gaps open and change. While LMS is a necessary baseline for improving skill sets, LXP offers a diverse array of solutions and can connect skills, business goals, and your learners experience.
Advantages & Disadvantages of LMS vs LXP
LMS Pros & Cons
- Makes learning super easy
- Provides unlimited access to e-learning materials
- Reduces learning costs
- Consolidates all training information
- Intergrates social learning experiences
- Does not accommodate different learning designs
LXP Pros & Cons
- Offers open-ended and goal-based learning
- Consumer-focused platform
- Diverse array of personalised content
- Social tools and functionality
- High subscription fees
- Technical issues such as security breaches
Will LXP Replace LMS?
Depending on your business training goals and structure, you may need the freedom that LXP offers or the structured compliance that you’ll get with the goal-led system, LMS. However, most businesses would need both of these systems as they provide different types of learning content which are essential for the growth of any existing or upcoming organization. When choosing learning technology, you need to consider your learning requirements as well as your company culture.
When to Choose an LMS:
- When training employees, partners and clients
- When tracking learner progress and performance
- When providing remote training and on demand access to resources
- When assessing a specific learning process
When to Choose an LXP:
- When expanding autonomous learning
- When improving job performance
- When upskilling and reskilling
- When intergrating work systems
Tip: Learn more about workplace training to help your employees and business excel.
Whichever learning software you opt for, you may need to start with a pilot group that will test out the new platform, and once you receive the appropriate feedback extend the offer to other members of the organization. This will make the transition easier.
When it comes to learning platforms, it’s important to do your due diligence before making a decision. No two organizations are the same. To determine what works best for you, speak to people who have had experience with these technologies.
If you’re more flexible and are looking to combine these platforms, ensure the experience platform supports both formal and informal learning. This type of collaborative learning will foster good experiences, the necessary growth, and employee engagement.
The modern learning journey is becoming increasingly self-led. By partnering with Cloud Assess, you can help your organization track and reward learning experiences that happen outside traditional platforms. We offer real and proven solutions that will shed a bright light on personalized learning pathways.