Over the past half-decade or more, the corporate training landscape has witnessed a lot of innovation and development. Advanced approaches, including lifelong learning, adaptive learning, and engagement learning, are now emerging as mainstream. The capabilities of those environments, combined with the unique types of experiences delivered to the learner, are creating Learning Experience Platforms (LXPs). And today, LXPs in reskilling is a growing part of the corporate learning ecosystem. An LXP is a social learning platform that curates a wide selection of content and learning paths based on an employee’s professional needs and personal learning preferences.
LXPs are leveraging innovative edtech digital technologies to harness a wealth of digital learning assets, external third-party content, and user-generated resources to deliver highly customizable learning. By making data the focus of an enterprise’s Learning & Development (L&D), LXPs enable companies to manage digital disruptions across the workforce more effectively.
Learner-Centered Training
Learner-Centered training aims to grant users the independence of learning by allowing them to find their learning path themselves. In 2021, we are witnessing a spectacular rise in self-organized learning communities, which can be attributed to the rise of online forums, social media, and advancements in meeting software. L&D professionals are recognizing this major shift and are trying to align corporate learning with the needs of learners.
LXP in Reskilling
Companies are investing heavily into corporate reskilling at scale to meet the increasing knowledge gaps and high turnovers. An LXP is a centralized solution that ensures employee engagement with a more social and knowledge-based approach.
LXPs in reskilling are able to provide company-specific training programs available in an LMS and support learning materials from other content providers, increasing the number of resources available to employees.
LXPs are now being used to provide learners with interactive training experiences that can reskill them with in-depth understanding and higher engagement. Compared to an LMS, LXP promotes a more learner-driven approach rather than a company-driven way of learning, allowing users the freedom to choose their own manner of learning and how they arrive at their own training goals.
LXPs also allow learners to earn badges and certificates through custom assessments and assignments. One advantage of this is that learners and their managers get to have valuable milestones to measure and evaluate progress, creating a more data-driven and enjoyable learning culture when it comes to L&D.
How LXP will transform reskilling
Analytics-based approach
LXPs in reskilling feature reporting tools that provide employee performance, progress, and completion rates. This allows managers to identify areas of improvement and discover what works or what doesn’t in corporate reskilling. LXPs can help determine course quality and provide an abundance of associated information such as online assessments, instructor approval ratings, and learner satisfaction ratings.
Enabling Micro-learning
Personalized learning is more than just autonomy in learning paths and self-discovery. It is also about making content available to the user on-demand. Learners are busy individuals, each with a unique learning style and motivation, and time constraints. Micro-learning is useful when learners need to revise or learn a specific task or function through short lessons without going through an entire lesson.
Identifying gaps and filling them with technology
The analytical capabilities of an LXP make identifying gaps a real-time process. Surveys and pre-assessment can expose any weaknesses or need for any learning resources very evident. Feedback in training is a two-way street. Users need feedback on their performance, and managers need feedback on the performance of their learning content.
Promoting Social Learning
The social interaction capabilities of LXPs can foster peer-to-peer learning by sharing content and exchanging recommendations for co-workers. LXPs in reskilling can incorporate social interaction features such as chat rooms, rewards and badges, and leader boards.
Data will continue to define a user’s digital experience as 58% of employees agree that they want to learn at their own pace, in line with their individual requirements, motivations, and interests, as per a recent report.
The data generated by LXPs can help with effectively identifying individual L&D needs and transform reskilling from the core and turn it into an enterprise-scale activity.
Draup for talent is a reskilling and talent intelligence platform driven by artificial intelligence with extensive knowledge of the talent market. Draup identifies reskilling and skill-based curriculums/certification programs offered by worldwide institutions/universities, ensuring that your company stays ahead of the curve in labor trends.
