What is a Learning Experience Platform (LXP)?
Who hasn't experienced the tired looks on employees' faces during mandatory training sessions? But that doesn't have to be the case. Learning Experience Platform LXP) is the name of the future and it puts an end to rigid course catalogs and focuses on personalized learning experiences. Read this article to find out how these digital learning worlds can inspire your employees and keep your company competitive.
What is an LXP? Definition and development of a modern learning platform
Employees increasingly want self-determined and flexible learning - preferably integrated directly into their everyday working life. This need gave rise to the Learning Experience Platform (LXP), a modern learning environment that focuses on individual and self-directed learning experiences. The needs of the learner are at the center of the entire learning process.
An LXP offers access to a wide range of learning formats - from short videos to interactive courses. However, it is more than just a collection of learning content: It thinks for itself. Thanks to artificial intelligence, an LXP recommends tailored content to users and tracks and analyzes their learning progress. Similar to streaming services such as YouTube & Co, users receiverecommendations for suitable learning content that is precisely tailored to their interests and professional profile. Learners can also create content themselves and share it with colleagues , which promotes knowledge sharing.
The resulting learning experiences are at the heart of LXP - after all, the "X" in LXP stands for "Experience". The goal behind it: Learning should be fun and make employees fit for the future through positive learning experiences.
Speaking of fun: some LXPs specifically use gamification elements to awaken the ambition of learners. Those who complete a course receive digital awards. Those who want to can exchange ideas with colleagues . This creates a lively, collaborative learning community that turns learning into a shared experience.
Why an LXP: advantages for your company
A Learning Experience Platform offers numerous advantages that help companies to remain agile and fit for the future. These include
Closing the future readiness gap
Our knowledge is becoming outdated faster than our smartphones. What is state of the art today may be outdated tomorrow. Artificial intelligence is further accelerating this process and forcing companies to keep pace with change. A McKinsey study shows that up to three million jobs in Germany could be fundamentally changed by the use of artificial intelligence in the next five years. These figures highlight the growing "future readiness gap" - the gap between the current skills of employees and the future requirements of the labor market. An LXP helps companies to close this future gap. It offers customized learning paths, integrates up-to-date content at lightning speed and promotes a culture of continuous learning. This keeps companies agile and their employees fit for the challenges of tomorrow.
Find out here how you can close the future readiness gap with an LXP .
Promoting the digital transformation
Germany is lagging behind in terms of digitalization and ranks second to last in terms of digital competitiveness in a G7 comparison. That is sobering. An LXP supports companies with customized learning paths to catch up. experts experts, for example, receive different learning content to marketing specialists, ensuring that employees are optimally prepared for their respective challenges in the digital future.
Find out more about LXPs support for digital transformation.
Improvement of corporate communication
An employee spends an average of 1.8 hours a day searching for information. This time can be significantly reduced by using an LXP . In an LXP , knowledge is bundled in one place and employees can access relevant content regardless of time and place. Whether in the office, working from home or on the move - knowledge is always at hand. This efficient distribution of knowledge throughout the company ensures that all employees have the same level of information.
Find out how you can improve your corporate communications with an LXP .
Development of digital skills
An LXP makes learning part of everyday life. employees can build digital skills and create their own learning content (video, text, audio) through user-generated content and share it with colleagues . In this way, the exchange of knowledge works almost automatically. Personalized recommendations also ensure that all employees receive exactly the content that meets their needs and learning objectives. This means that learning does not become an obligation, but a natural part of everyday working life.
Discover how you can effectively develop digital skills with an LXP .
Increase in sales performance
An LXP is not only a learning tool, but also a powerful lever for your sales force and offers your sales employees numerous advantages: from specific training courses to sales techniques and product knowledge - everything is available in one place. Sales employees can thus optimally prepare for customer meetings or share their best practices with colleagues . In this way, everyone benefits from the respective experiences.
You can find even more advantages of an LXP for your sales organization here.
Who benefits from an LXP?
All companies that want to advance their personnel development benefit from an LXP. With an LXP , they say goodbye to outdated "top-down" learning and instead promote self-directed, individual learning for all employees.
How does an LXP work? Core functions and benefits
Bundling knowledge, increasing learning speed and releasing potential - an LXP combines all of this. But how exactly does an LXP work? Here is an overview of the core functions:
- Personalized learning recommendations: With the help of artificial intelligence, the LXP analyzes learning behavior and recommends content that is precisely tailored to the interests and goals of the users .
- Skill mapping: This function makes it possible to record learners' existing skills and identify skills gaps. This allows targeted development plans to be created.
- Content aggregation: Learning content from internal and external sources - from videos and articles to interactive e-learning - is bundled in one central location. This saves time and reduces the need to switch between different systems.
- Groups & collaborative learning: Employees become teachers. They share their knowledge with colleagues and can learn together in the LXP , which promotes collaboration and knowledge sharing.
- Gamification elements: learning becomes a game. Points, badges and ranking lists increase learner motivation and turn compulsory tasks into an entertaining experience.
The benefits are obvious: an LXP increases the motivation to learn, promotes the exchange of knowledge and accelerates skills development in companies.
LXP Reporting and Analytics: Data-driven insights for optimal learning
LXP provide valuable insights into the learning behavior and success of your employees and tell you what your employees are really interested in, where they get stuck and when they take off. The analyses are presented visually and clearly in dashboards in an LXP . This allows you to track key figures such as usage rates, course completions or learning times, identify skill gaps, refine learning paths and create personalized learning recommendations for employees.
LMS vs. LXP: the biggest differences at a glance
LMS and LXP - similar at first glance, but fundamentally different in detail. Both systems support in-company training, but pursue different approaches. The main difference lies in the focus: while an LMS acts as an organizational tool for learning content, an LXP is a personal learning support and knowledge network.
Content creation
In terms of content, the development is moving from rigid to dynamic. LMS rely on ready-made, internally created content that is managed by administrators. LXP , on the other hand, open the door to a variety of formats such as videos, articles and podcasts and offer an open platform for external resources.
Learning approach and flexibility
The learning approach also differs significantly: an LMS offers a structured, often linear learning path with predefined courses and content and is particularly suitable for mandatory training and compliance training. LXP focus on flexible, self-directed learning with personalized learning recommendations. Learners can also create their own learning content in an LXP and share it with other colleagues .
User interface
LXPs and LMS focus on different aspects when designing their user interfaces in order to meet the respective requirements. LXPs offer a modern, intuitive design that promotes engagement and an inspiring learning experience. LMS , on the other hand, score points with a clear, functional interface and prioritize clarity, which is particularly helpful for structured learning processes and administrative tasks.
Preparation of the contents
An LMS focuses on the structured provision of content without interactive elements. With an LXP , gamification elements are used to make the learning content interactive and fun.
All the important differences between an LMS and LXP at a glance:
Which LXP is the right one?
Choosing a Learning Experience Platform is a challenge. There is a wide variety of offerings and the decision needs to be carefully considered. What is important when choosing an LXP ?
First of all, you should be clear about the company's objectives and requirements. What should employees learn? How should they learn it? Think about this in advance. Some important criteria that you should consider when making your decision are
- Personalization: A good LXP should always offer personalized learning paths and diverse content to meet the different needs of learners. Videos, podcasts, interactive courses - all of these should be possible.
- User interface: The best software is of little use if it is not used. When choosing the right LXP , look for an intuitive user interface that makes it easy for learners to navigate.
- Collaborative learning: Learning is not an individual sport! Enable your employees to actively contribute their knowledge. User-generated content should be a central component of your LXP . This allows employees to create their own content and share it with others.
- AI & modern technologies: Is the LXP future-proof? Does it use modern technologies such as artificial intelligence and are these used sensibly? Can the LXP be easily integrated into existing systems? The LXP of your choice should be able to answer all these questions with a clear "yes".
By keeping these criteria in mind, you can make an informed decision and find the LXP that will really help your company move forward. Because only a well-thought-out choice will ensure that your employees not only learn, but also remain enthusiastic.
LXP in the company: 6 steps for a successful introduction
Introducing an LXP in the company requires some preparation and consideration. Important steps are
1. preparation and objectives
Preparation is the foundation of every successful LXP. It is important to precisely analyze the learning needs of employees. What do they want to learn? What are the challenges? Define measurable goals that support both individual learning progress and the company's goals.
Tip: Also formulate specific use cases to get a clear picture of how the LXP is to be used in your company.
2. selection of the appropriate LXP
Choosing the right LXP is a critical step that requires careful consideration. Compare different providers and make sure that the platform fits your corporate culture. Consider ease of use, functionality and integration options with existing systems. In the section "Which LXP is the right one?" you will find further criteria to help you choose a suitable LXP .
3rd test phase
Test the LXP with a small group of employees first. They can provide feedback and help to identify any problems before the broad roll-out.
4. provide content
Ensure that enough learning content is available to enable personalized learning. Search through existing materials and find out which topics and knowledge gaps are relevant. Offer a diverse mix of formats such as videos, podcasts and interactive modules to cater to the different learning styles of your users .
5. implementation
The introduction of an LXP should be well planned and carried out step by step. First of all, it is important to get all relevant stakeholders on board to ensure their support. Work closely with the IT department to ensure smooth technical integration and avoid data and information silos.
6. measure progress
Use the LXP's analysis functions to measure your employees' progress and continuously improve the platform. Gather feedback to adapt the learning platform where necessary and meet the needs of your employees.
Best practices for LXP: Insights from the Rheinische Post
Falling subscription figures and a stagnating digital business - the challenges posed by digitalization are clearly noticeable in the publishing industry. This is also the case at Rheinische Post. However, the company has set itself the goal of meeting these challenges and becoming a learning organization. How did it achieve this? With the introduction of the Haufe Learning Experience.
This platform has not only changed the accessibility and flexibility of learning, but has also taken employee motivation and commitment to a new level. Instead of rigid training formats, there are now tailored learning paths that meet the individual needs of employees.
"We are now up to date. Our employees have the opportunity to continue their training independently. This is a key foundation for modern working."
Jan Jansen, Head of Learning & Development at the Rheinische Post Media Group
Read the whole learning journey of the Rheinische Post here.
From the office to the workshop: LXP for white collar and blue collar employees
A Learning Experience Platform is not a suit that only fits office workers. It is versatile and useful for everyone. Whether desk or workbench: an LXP knows no boundaries. And that is a decisive advantage, especially in today's digital working world. After all, both blue collar employees, such as tradespeople and factory workers, and white collar employees, such as managers and specialists specialists, need professional and digital skills and soft skills and need to continuously develop their skills.
- Bluecollar employees such as tradespeople or factory workers need quick access to specific information. With an LXP , they can use short learning content directly at the workplace and on the move to expand or deepen their skills quickly and efficiently.
- Whitecollar employees such as managers, accountants or specialists specialists must constantly adapt to rapid technological changes. With an LXP , they benefit from in-depth analyses, soft skills training and flexible learning modules that can be easily integrated into their everyday office life.
A modern LXP combines both worlds and creates an inclusive learning culture that supports all employees and prepares them for the challenges of a changing world of work - regardless of job profile or traditional collar color.
LXP of the Haufe Akademie: The future of learning
The Haufe Akademie 's Learning Experience Platform offers you a modern solution for the individual training of your employees. Create customized learning content that is perfectly tailored to the needs and interests of your employees. A variety of interactive formats make learning not only efficient but also engaging. Your employees can network, exchange ideas and build knowledge together.
The integration of other systems is easily possible. The LXP can be linked to other solutions such as learning management systemsLMS), intranets or communication tools such as MS Teams and Slack. This makes the LXP the central point of contact for further training within the company. External learning content from platforms such as Udemy or Coursera can also be easily integrated and shared with colleagues .
Use the Haufe Akademie's LXP to promote an inspiring learning culture in your company - for future-oriented and successful continuing education!
Are LMS & LXP compatible?
Yes, LMS and LXP are basically compatible and harmonize wonderfully with each other. The Haufe Akademie offers various integration options that ensure smooth cooperation between the two systems:
- Integration via the interface of an LMS
- Integration via the interface of our LXP
- For older LMS , we offer the option of storing files on a secure server
We would be happy to advise you personally.
Introducing LXP without LMS - is that possible?
Yes, you can! An LMS is not absolutely necessary for the introduction of an LXP. The LXP also works on its own.
Use LXP outside the company
Haufe Akademie 's LXP can also be used as a learning platform for third parties and is already being used by many of our customers for this purpose. As an on-demand learning solution, it enables customers and retailers to be trained on products and new offerings, for example.
Tracking of learning content requiring verification
In many industries, companies are legally obliged to provide their employees with regular training and to provide evidence of adherence to compliance guidelines. These obligations also extend to the area of sustainability, where employees must be informed about relevant laws. This is not just a question of goodwill, but a necessity in order to avoid legal consequences.
In order to fulfill this obligation, we offer the Compliance College and the Sustainability College two e-learning programs. These include numerous courses on all relevant topics relating to compliance and sustainability. With these e-learning courses, you not only meet the legal requirements, but also raise your employees' awareness of the importance of these topics.
In addition, the learning content from both colleges can be seamlessly integrated into your LXP. This not only makes it easier for you to document training courses, but also ensures that your employees are always up to date with the latest legal requirements. Thanks to the LXP's reporting functions, you can prove at any time that you are meeting your obligations.
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