Can LXP Replace LMS or Does Your Organization Need Both?

Technology adoption, modern learning approaches, and a growing industry-wide emphasis on skill-building have increased the importance of providing employees with more engaging and impactful learning experiences that enhance their growth and development. In response, organizations are increasingly blending formal training models with dynamic, learner-driven platforms, with two key technologies at the heart of this evolution: the Learning Management System (LMS) and the Learning Experience Platform (LXP).

Contrary to widespread belief, LMS and LXP are not interchangeable terms. An LMS is primarily geared toward the administration of learning—managing and delivering training—whereas an LXP emphasizes enabling personalized and engaging learning experiences. This article breaks down the role of each learning system and when an organization might need one or the other, or both.

LMS and LXP: Definition and Use Cases

LMS, or Learning Management System, is a learning platform for formal training delivery. These systems often prioritize control, standardization, and certification processes, and can be used to manage learning, track reports, and assign tasks on mandatory training.

LMS is standard in compliance-heavy industries like healthcare, manufacturing, and banking. 

On the other hand, LXP, or learning experience platform, can be defined as a learner-centric solution focused on informal and personalized learning. LXP uses artificial intelligence technology to recommend course content based on user behavior and learning goals. There is a provision of various formats like videos, articles, podcasts, and courses with LXP. 

LXP emphasizes personalization, engagement, continuous learning, and discovery, unlike LMS systems.

LMS is better suited for:

• Mandatory training programs.

• Compliance training programs.

• Providing audit-ready reporting for external stakeholders.

• Structuring personalized learning paths for employees.

• Graded courses and certification-based programs.

On the other hand, LXP is ideal for:

• User-generated content and peer-to-peer knowledge sharing.

• Curated content from internal and external sources.

• Self-directed learning and personal development.

• Support for evolving job roles with scale-based learning.

Can an LXP Replace an LMS?

Since LXP promises ongoing engagement and autonomous learning, the organizations might consider thoroughly replacing LMS with LXP. However, this may not be practically possible in some cases since LXP cannot fully replace the functionality of an LMS.

• LXP lacks tools to assign mandatory training, generate compliance reports, and enforce deadlines.

• LXP does not support the creation of formal and structured learning paths that include regular assessments and offer certifications.

• LXP typically focuses on learner-centric engagement metrics and might fall short regarding the need for documentation for regulatory audits. 

When evaluating the two, business leaders should understand that both systems serve different purposes, and one doesn't mandatorily replace the other; instead, it may complement the other.

Benefits of Using Both Platforms

A dual-platform approach can be ideal for medium—to large-sized organizations. It allows businesses to manage mandatory compliance training through an LMS, while an LXP can foster ongoing learning and development. Together, they may address an organization's regulatory needs and the evolving expectations of modern learners.

• An LMS ensures mandatory training is completed, while an LXP empowers learners to go beyond formal certifications and explore topics of personal interest.

• Some employees prefer structured, guided modules, while others favor self-directed, interest-driven learning. LMS and LXP can provide learning support for learners with diverse preferences.

• LXP can recommend personalized learning content by identifying skill gaps and ensuring subsequent mitigation with targeted learning.

• LXP can be leveraged to promote a culture of continued learning by stoking curiosity and encouraging collaboration. At the same time, an LMS system can focus on compliance.

Integrating LMS and LXP into Organizations

While LXPs are valuable tools to transform learning into an engaging and immersive experience for employees, they cannot be used to deliver formal, quantifiable training programs. However, they can act as a helpful supplement to LMS. 

Organizations may create a unified learning ecosystem by strategically integrating these two training delivery systems.

• Delivery of compliance training through the LMS

Managers may deliver compliance training by assigning the required courses and then using LMS to track progress and generate completion reports. It may also be used to manage certification and recertification cycles.

LXP can be used as a user-friendly and personalized learning tool. It can curate internal and external content around trending training subjects and provide AI-based recommendations based on roles and performance gaps. This approach will enable learners to bookmark, share, and discover new content.

• Connect data from both platforms.

LMS data may be leveraged to generate compliance reports, while LXP analytics may be used to track engagement, interests, and skill progression. Access to this information can allow organizations to identify training needs and update the LMS curriculum accordingly.

• Empowering users

Employees can chart their learning paths beyond mandatory courses and certifications. Ensuring support for mobile phones and microlearning platforms that can easily fit into daily workflows can foster a culture of continuous learning.

• Consistency is key

When using LXP and LMP, businesses may ensure that the learning goals, branding, and measurement mechanisms are aligned across all platforms. Doing so may allow employees to seamlessly transition between the two platforms without feeling disoriented or disconnected.

If leveraged effectively, LMS can act as a powerful tool for structured learning, and LXP may boost the learning experience and drive ongoing engagement.

Using LXP or LMS

While a dual-platform strategy has merits, specific scenarios only warrant using one platform.

For instance, LMS may be the platform of choice in the following cases.

• If a business places less emphasis on informal learning and primarily on compliance.

• LMS may be used in heavily regulated industries.

• If employees typically perform routine or standardized tasks with minimal variations and don't require frequent learning and development.

On the other hand, LXP may solely be relied on in the scenarios discussed below.

• LXP may be integrated into small, agile organizations with no precise compliance requirements.

• If skill-building and on-demand learning are more important than certifications, LXP may be the ideal platform.

• LXP can cater to organizations with innovation-driven learning cultures where disruptions are the norm.

• LXP can reduce the overhead of administering formal courses.

However, as more organizations recognize the value of blending formal and informal learning, these case scenarios are becoming increasingly rare.

Conclusion

The arrival of LXP has undoubtedly revolutionized how employees interact with learning content. LXP has enabled employees to access more relevant and engaging content with artificial intelligence integration. However, LXP cannot wholly replace LMS, especially in industries where structured learning, compliance, and controlled delivery are essential. 

The strategic use of a combination of both platforms can benefit many organizations by creating a future-ready learning environment that balances regulatory needs and the demands of an increasingly self-directed workforce. An LMS may undertake mandatory training and progress monitoring, while an LXP can foster learner-driven exploration and a continuous skill development culture.