Employee learning has changed dramatically over the years with the introduction of Learning Experience Platforms (LXPs) and the continually changing content market. Companies need to find effective ways to support their learners in finding and consuming content efficiently. Employees need to upgrade their skills in the natural course of work. Adding on an extension to SAP SuccessFactors Learning and SAP Work Zone for HR delivers an immersive learning experience and engages users with personalised, curated, and multi-channel content. With BLEND LXP, TalenTeam has created a truly modern learning experience platform that provides learners with an effect learning solution that give both employees and business a competitive edge.
Learning management systems (LMSs) are traditionally very similar to much older styles of learning and teaching, with both e-learning and classroom learning following similarly linear patterns and styles, in a recognisable fashion that carries all the way through from school to the workplace.
Now, with new technology, things have changed and improved. Libraries are no longer the hubs of learning they once were, and the way we search on the internet, expecting instant information, is becoming more closely mirrored in the ways we’re learning. Businesses are starting to catch up with the rich experience of learning that has been advancing elsewhere.
Shorter forms of learning (user-generated content, videos, articles and blogs) are now the preferred way to engaged learners. It’s the combination of this newer, improved type of content with traditional learning (such as technical topic and compliance-related courses) that is the real strength of immersive learning through apps and extensions.
In more traditional Learning Management Systems, admins insert content, which is consumed by users, which provides a trackable, linear learning experience that works well for mandatory training, such as topics that are required for compliance and liability purposes. Other learning, such as soft skills and expanding wider professional knowledge, can suffer as a result of the same processes that make LMSs so useful for structured and essential training.
Learning Experience Platforms, such as BLEND LXP, are a great way of giving employees an improved experience when they access information, which allows more effective learning, encouraging more dedication of time and effort to learning, and better overall results.
LXPs invite users to enjoy and gain more by creating an environment with relevant, on-topic content that let’s them grow and feel like they’re growing. It becomes a trusted source, taking the place of the internet with curated content that’s reliably great quality and consistently beneficial to users.
One key aspect of this is social learning and sharing, which gives a far deeper experience than the traditional LMS. Expert-created playlists by staff can be a hugely valuable source of well-organised and pre-vetted content that serve up highly targeted content in an easy to digest way and provide proof to learners that helps keep them motivated. Similarly, leader boards are another brilliant way to motivate learning through social signals, encouraging people to learn by rewarding dedication with visibility among peers and leaders.
Another core element of social learning are recommendations, which keep learners in the system by nudging them to relevant information that’s popular with direct peers and other people like you or based on chosen topics. Users self-curating content – either explicitly choosing content or liking, sharing and interacting with content – shows new, fresh and popular content, enhancing the personalised experience.
With a greater ability to personalise their own content – and be served with personalised content – users engage far better and learn more efficiently than with traditional LMSs that don’t allow for advanced personlisation options.
On the admin side, learning experience platforms such as BLEND LXP make it easy to see what’s popular and devote more time and resources to similar content using analytics. It’s often an enjoyably creative project, focusing on user experience to generate improved content and experiences for learners.
Analytics show which types of content, content providers and formats are working best, as well as what’s popular with users, as shown by interactions and recommendations. Using this readily accessible information lets you make better decisions and define what’s successful and consider how this can be improved upon. Equally, you can explore why certain formats or types of content don’t work, and examine how to enrich these if needed.
This is all enhance by the instant connection to extra content from wider web, providing much more than traditional LMS thanks to curated content. Admin work isn’t wasted as it stays in place, augmented but LXP.
Integration with workplace tools (such as Microsoft Teams) allows learning in the flow of work, making it even more efficient for employees to maintain ongoing learning without having to divert themselves and focus specifically on the process of training.
A good example is the integration of LXPs with work tools such as Microsoft Teams, which allow people to utilise software they are already familiar with and use frequently to boost their learning, in a collaborative fashion.
By integrating tools in this manner, sharing content and information becomes a part of the everyday working routine, facilitating learning and allowing greater knowledge sharing throughout organisations.
Just as LMSs were a big leap forward with technology, LXPs are the next significant step in improving how people learn, as well as the how learning and training is curated and administered. While not a replacement for LMS (especially in core training) LXP are the ideal addition to make learning more efficient and effective. With several key improvements, from personalisation to social learning and useful administrative tools, it’s the clear route to better learning.