Beyond the LMS – What’s next in Learning tech?

Colleen Berish, Director of Learning and Development, FCCI Insurance Group

For many in the learning and development profession, it can be hard to keep up with all the buzzwords and phrases in the digital learning space. Personalized learning, gamification, micro-learning, and experiential learning are just a few terms that require careful thought when considering your learning tech stack.

Like other technologies, L&D tech is evolving rapidly, especially with the rise of AI, which is transforming how we use learning tools. One debate often centers on the learning management system (LMS) and the learner experience platform (LXP). Both are valuable tools, yet have distinct features to consider. However, the line between the two is becoming more blurred, and aligning tech capabilities with learning culture and strategy becomes essential. Let’s look at the differences between an LMS and LXP.

The key features of the LMS are top-down. System admin(s) are responsible for managing content, assigning learning to employees and tracking completion. Interaction within the platform is provided by instructors guiding discussions or providing feedback. An LMS allows you to create learning programs for specific purposes, such as onboarding or skill development for roles or competencies. The content is created by a learning team of trainers and instructional designers, usually in collaboration with business units. The LMS is an efficient way of distributing consistent content and providing training for a dispersed workforce.

In contrast, the LXP is a bottom-up system that creates a community-based learning environment. Where the LMS is a more formal, structured method of learning, the LXP is designed for company-wide knowledge sharing. With an LXP, the learner is driving the learning process through peer discussions, and employees sharing knowledge that doesn’t necessarily match the formal learning plan of the LMS. Content in an LXP is generated and moderated by users for the subject. It can also curate content from external sources or internal training materials, such as documents, videos or other digital assets.

Fortunately, the decision doesn’t have to be an either/ or situation. The good news is that both technologies are slowly morphing to bring the best of both systems into some of the products now available on the market. More and more are also using AI to design a positive learning experience, regardless of the system.

What to Look For

An LMS should be user-friendly for both learners and admins. Nothing is worse than having an admin-friendly system, but employees won’t use it because it’s not navigation-friendly. In addition, an LMS should be able to integrate with other HR technologies, contain social learning components such as discussion posts or feedback loops, and provide a personalized learning path for specific roles or skills. Robust reporting features and easy-to-use admin tools are also important.

“Effective learning technology must offer relevant content, personalized learning experiences, integration with other systems, and AI-driven features like automated reporting and content recommendations”

An LXP should provide a method to personalize the learning experience, whether through AI, robust content to build a best practices library, or recommendations to external sources. Easy-to-use collaboration tools and a wide range of information are also important to match content with job roles or skills. As with the LMS, integration with other systems and a seamless admin experience are also important.

What Does Your Company Need?

It’s important to assess your organization to determine which direction to pursue: LMS, LXP or a hybrid tool that combines the best of both. Here are some important topics to explore prior to purchase:

• Virtual learning strategies: Is this our first venture into e-learning? What is the purpose of having a learning system? What goals do we hope to achieve? Do we have a team to effectively manage content? Does your current vendor continually innovate and provide new features or a smoother user experience?

• Size of learning organization: Smaller organizations see bigger benefits to a basic LMS, whereas larger organizations may need a hybrid system to capture knowledge across the organization as well as deliver compliance or onboarding training.

• Audience: Do I support learning for internal and external customers? Do I provide learning for high-stakes industries such as healthcare?

• Learning culture: Does my organization support peerto-peer learning? Do employees embrace change and new technology? Are employees technically proficient? Does the organization share knowledge across departments or divisions?

Regardless of systems, a positive learning experience provides several elements that can’t be ignored. Effective learning technology must offer relevant content, personalized learning experiences, integration with other systems, and AI-driven features like automated reporting and content recommendations. If you aren’t current with learning technology, you may disengage employees and diminish interest in self-guided learning.

LMS

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Learning Management