We recruit for many different types of roles here at Instinct, whether that be L&D Strategy, Digital Learning Design, Development, Technical Training or LMS (Learning Management System) / LXP (Learning Experience Platform) specialists.
Although a question often asked is ‘Do you have an LMS or an LXP?’ I therefore think it is important to look at the difference between the two.
Choosing the right platform is critical to improve organisational learning and development. Learning Management Systems and Learning Experience Platforms are both two very popular options, as they both offer distinct advantages and cater to different needs. I think the key question here is, what exactly sets them apart?
It is well known that the role of an LMS is to focus more on the administration, tracking, and delivery of learning courses and training programs. It is often used for compliance training, certifications, and structured learning paths, whilst also storing a library of digital learning content.
An LXP however offers a personalised and user-driven learning experience that allows each employee to manage their learning journey. This means that LXPs can utilise the benefits of AI in training to aggregate learning content from various sources and recommend materials based on the learner’s interests, role, and activity.
However with every system, there are pros and cons, so I wanted to take a look at the main differences between the two.
LMS
The pros of an LMS include the fact they often provide unlimited access to eLearning materials, can reduce learning costs, offer structured learning paths. They can offer robust compliance tracking and centralised content management, hold detailed reporting options and provide analytics and certification management.
However, we know that LMSs often have limited social learning features, are quite rigid and have linear navigation and in some cases an admin-focused interface.
LXP
The advantages of an LXP include the fact they can often identify skills gaps, offer personalised learning activities and experiences. They hold rich social and collaborative features and offer user-generated content and AI-driven content recommendations whilst also including an engaging user-centric interface.
On the downside LXPs can have less structured learning paths and limited compliance tracking. In some cases, there can be potential content overload, less emphasis on certification, a need for active learner participation. There are high subscription fees to contend with and potential technical issues such as security breaches.
So when should you select an LMS or LXP?
For an LMS, the best time to implement would be when training employees, partners or clients to track learner progress and performance. It is advantageous when providing remote training and on-demand access to resources. Additionally, when assessing a specific learning process, when compliance is critical or when managing large course libraries an LMS is preferable.
Selecting an LXP, the best time to choose this route would be when expanding autonomous learning and upskilling or reskilling. Where the requirement is for integrating work systems, fostering social learning or aggregating diverse learning and training content an LXP would be preferable.
Will LXPs completely replace LMSs?
The answer is somewhat unknown!
While learning experience platforms bring valuable new capabilities to corporate learning, they are unlikely to completely replace LMS platforms. Instead, these learning software solutions serve different, yet equally important purposes within an organisation’s learning ecosystem. I believe that with the future of immersive, engaging learning the two platforms may work together to provide a flexible and engaging learning experience that meets both organisational goals and individual learner needs!
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