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See post "LXP instead of LMS" under the padlet item "100% digital course and study programmes"

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The emergence of AI tools such as ChatGPT will broaden and deepen. The access to passive knowledge that AI Tools imply suggests the use of 'flipped classroom' as main course delivery and course design format. Students receive a number of cases / exercises / projects to solve outside class (asynchronous, online), and then meet in class to discuss the outcomes of these cases / exercises / projects(synchronous, offline). The latter implies a Socratic learning approach as well as fits with Bloomberg's taxonomy. Assessment criteria are based on both stages, outside and inside the classroom. The classroom is where learning value is created, and where BI has a role to play. The AI Tools are contained to an outside classroom role, and students need to learn to use these to construct a discussionable output that is subsequently the input for critical thinking and aggregation towards a learned insight.

As an aside, the case / exercise / project can be rolled into an action learning component in which students use their own lived reality as input (ethnographic, autobiographic narratives) which are then expanded to application domains such as societal stakeholders, industries, or organisations. For example, students' experience with their ski club competition can be reworked (by them!) in terms of incentive systems for non-profit organisations. This match with hyper-local and hyper-individual experiences makes the use of AI Tools such as ChatGPT far more deepening and opens up new venues of problematization, situated learning, and relevance for the learner.

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Present programs consist of a set of core courses followed by differentiation (into Majors, internships, study abroad, or combinations thereof).
The suggestion is to 'flip the fork', see pic below, and start with the differentiation and end with a combination, i.e., work inductive rather than deductive (from the parts to the whole rather than from the whole to the parts).
It does NOT imply that basic substance knowledge has to wait 2 years down the line! Rather, the basic substance knowledge gets angled towards the differentiated track. For example, taking Accountings as the substance knowledge area, in a differentiation track of Digital Marketing, it would emphasize pricing, revenue management, and a number of GAAP relates to sales transaction. In a differentiation track toward Sustainable Economy, it would emphasize cost behavior, cost-benefit analyses, and financial decision-making models.

Why 'flip the fork'? Students in year-1 immediately can opt for what appeals to them, thus lowering the drop out rate.
Moreover, the differentiation allows for customization of the teaching model, external partnering, and pricing. For example, a Marketing differentiation upon entry is taught, priced, and partnered differently from a Finance differentiation or a Sustainability differentiation.
Finally, what becomes now the back-end of the fork allows for capstone interdisciplinary projects and theses that integrate knowledge domains and answers the societal demands for relevance and (multi-domain) employability. For this aspect, also see the College of Integrative Studies suggestion.

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Covid as taught us that a 100% digital learning environments needs to connect to student learning experience, i.e., a LMS which is an electronic bookshelf with boxed courses needs to be replaced by a LXP which is a learning experience platform that revolves around relational interaction. Switching course delivery to a LXP platform also offers high potential opportunities for life-long learning and personalized learning, see https://www.valamis.com/hub/learning-experience-platform
The suggestion is to use LXP as the core platform for 100% digital programmes.

As an aside, the immersion that LXP provide can be extended by the use of VR / AR technologies, that gamify as well as simulate the learning experience by means of creating contexts in which course substance can be practised (e.g., board rooms, sales negotiations, budget reviews, employee appraisal interviews).

As a second aside, the technology emphasis of both LXP and possibly VR / AR as well as the Flipped Classroom would require partnering with a major technology provider instead of a series of specialist edu-tech firms. Already, positive experiences exist in collaborating with Microsoft Norway (in MSc courses) while MS also has indicated to be interested in such a partnering relationship. BI is familiar with MS for its backoffice automation but this would move the partnering into the T&L domain. (https://learn.microsoft.com/en-gb/training/educator-center/)

As a Faculty-specific annotation: the use of LXP is more time intensive, notably in its preparatory stage of planning the learning experience. As such, it requires a reversal of BI standard practice of 'plikt' calculation, placing the emphasis on the pre-stage of teaching rather than the teaching stage itself. This also applies to the Flipped Classroom & ChatGPT suggestion (under the Digital Developments padlet item)!

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Organizations have been using Learning Management Systems (LMSs) for a long time now. But as training requirements started changing, company executives, learning professionals and learners realized that there was something missing. There was a strong realization of the need for a more diverse and robust learning environment.

Discover:

Over the past half-decade or more, the corporate training landscape has seen a lot of innovation. More advanced approaches, such as lifelong learning, adaptive learning and engagement learning, are rapidly emerging to become mainstream.

Today, trainers deliver eLearning through a variety of specially designed tools and technologies that provide highly personalized learning.

The capabilities of those environments, combined with the unique types of experiences delivered to the learner, are what create Learning Experience Platforms (LXPs). And today, LXPs are a growing part of the learning ecosystem.

According to Josh Bersin, founder of Bersin by Deloitte: "...the LXP market itself is now over $350M in size and more than doubling every year. It's also changing quickly".

What is a Learning Experience Platform?

The Learning Experience Platform ( LXP) is a consumer-grade learning software designed to create more personalized learning experiences and help users discover new learning opportunities. By combining learning contents from different sources, recommending and delivering them with the support of Artificial Intelligence, across the digital touch points, e.g. desktop application, mobile learning app and others.

LXPs leverage innovative digital technologies to harness a wealth of internal digital learning assets, external 3rd--party content as well as 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 more effectively manage digital disruptions occurring across the workforce.

At a macro level, LXPs are a major shift from the traditional way of delivering corporate L&D. They provide opportunities to enhance engagement with platform users by helping them (learners) interact with the platform in a more personal way.

LXPs may include all the enabling consumer-grade tools and technologies that are used to design, develop, create, monitor and administer highly personalized learning environments. But they go much beyond that!

The "openness" of LXP architecture means their capabilities can be leveraged by a much broader audience than before. And thanks to the wider variety of technology these platforms can support, L&D specialists have greater flexibility when integrating corporate and 3 rd-party systems and tools into learning ecosystems. And because these platforms more ably support data-driven learning, senior decision-takers can better leverage them for more informed ROI-based learning policy-making purposes.

LXPs ability to connect to and integrate with other (existing) systems and tools implemented at companies and institutions, distinguishes these platforms, from learning ecosystems of the past.

By tapping into the data and capabilities of existing environments, and supplementing them with newer capabilities like Artificial Intelligence (AI) and Data Analytics, LXPs can proactively detect learning needs and deficiencies and define learning strategies to bridge those gaps.

LXPs take conventional training models a step further, by not just acting as curator, repository and dispenser of learning content and learning records, but serving as the backbone of corporate learning technology. The result: The delivery of a comprehensive, holistic and deeply personalized learning experience to anyone that uses the platform.

The emergence of Learning Experience Platforms

The bulwark of learning in most corporate entities is their Learning Management Systems (LMS). While LMS's serve their primary purpose - which is to deliver training content to employees across the company - enterprise training needs have evolved to outpace what traditional LMS's can deliver.

Probably the most important factor behind the emergence of newer experience-based platforms, including in the learning ecosystem, was the realization that businesses need to improve their products and services to give their customers a better experience. This was largely based on customer/learner reaction to existing platforms, including LMS's.

1. A move towards personalization

Firstly, " old " LMS's primarily served as a centralized catalog of corporate digital learning assets.

Users of those platforms often found it hard to navigate through vast amounts of content to find an appropriate piece of learning. LMS providers sought to bridge that gap by introducing smart searches and innovative querying features - but that didn't entirely address the core challenge:

LMS's were still like huge libraries where you should only go to when you have an idea of what you need, and then spend inordinate amounts of time searching for what you specifically want!

Today, with cutting-edge technologies offered by Google, Amazon, Facebook and Apple, and the vast variety of content - video, audio, graphical, text-based - available through their respective supported platforms, it's much easier to turn there for learning resources than the corporate LMS.

Learners today are looking to personalized learning geared towards their needs and wants. And these new-age platforms make personalized learning quick and highly effective. Learners, who are accustomed to interacting with such platforms in their "after work" lives, came to expect the same with their corporate learning environments - and that's what LMS lacked!

2. Pushing the boundaries of standards

Another driver for the emergence of LXP's is the standards adopted by modern-day LMS's - which are SCORM-based. While SCORM does "get results", it is limited in what it can do. One of the main goals of any corporate learning platform is to connect learning with on-the-job performance. And SCORM makes it very difficult to decide how effective the courses really are, or how learners benefit from these courses.

Experience API (xAPI) on the other hand - the standard embraced by LXPs - offers significantly enhanced capabilities to the platform. When you use xAPI, you can follow different parameters both while you learn and perform on the job tasks. And, what's even better is that you can do that on a variety of digital devices.

This allows you to track how learning influenced employee's performance. For instance, with these new standards, you can now:

1. Capture data from a vast array of sources

2. Track learners activity via simulations and VR sessions

3. Track where and how your employees learn (what devices they use)

4. Assess to see how learners absorb the information in the course

5. And most importantly, you can do all of this (and more!) using any device - so long as it can connect to the LXP either directly or remotely

All these advantages help you understand whether your training is truly effective and how it influences the work that people perform, which makes it easier to calculate ROI.

xAPI helps you understand what works and whether it makes sense to invest in something you wanted to invest originally and what should you really invest in.

3. Moving beyond "intelligence"

Many LMS solutions pride themselves as being "highly intelligent". However, newer data processing and analytics technologies have pushed the need for enterprise learning solutions to go much beyond "intelligence". And that's exactly what LXP's do!

Now, with the development of AI technologies everything has become even more interesting:

Imagine you collect all this data about users, their behavior, performance, and learning, and provide it to an AI data engine. AI takes all that data and turns it into actionable information, telling you exactly what courses your learner needs to take.

If you give it 1000 profiles, it will "learn" to predict what each learner needs based on patterns. This allows for preventing possible performance issues by recognizing them before they even occur.

But it doesn't stop there!

Integrations are also possible with AI. If you integrate LXP and your Human Resource Management (HRM) system, the corporate intranet, your Learning Record Store (LRS) or the enterprise Customer Relationship Management (CRM) system, and collect the data from all of them, you can identify many different trends and patterns. And based on those patterns, all stakeholders can make informed training and learning decisions.

Standard LMS's cannot do any of that. And though LMS developers are trying to get there, they've still got a long way to go to bridge the functionality gap with LXPs. As a result, there was an even greater impetus to the emergence of LXPs.

LXP enablers

Corporate digital transformation initiatives, which were in vogue across organizations, gave rise to new business models. This lead to the adoption of new platforms, known as Digital Experience Platforms (DXPs). Global technology research firm CMSWire defined DXPs as:

"...an integrated set of technologies, based on a common platform, that provides a broad range of audiences with consistent, secure and personalized access to information and applications across many digital touchpoints...".

Because of their versatility and broad reach - both internally and externally - DXPs delivered more personalized experiences to company management, employees, customers and business partners. As all segments of the business adopted them, DXPs also proved to be a catalyst for the digital transformation of learning.

However, the lack of personalization, restricted standards and limited intelligence lead all stakeholders in the learning ecosystem - learners, trainers, employers, instructional designers and content developers - to realize the urgent need to bridge the gaps in existing learning platforms.

A significant set of drivers, that were catalysts for the digital transformation of the enterprise, also acted as enablers for a new paradigm in corporate learning - LXPs. Those drivers included:

1. The explosive growth of internet and mobile technologies

According to data consumption statistics compiled by Hootsuite, by Jan 2020, the number of mobile users had swelled to 5.19 billion users globally (+ 2.4% during 2019), which lead to a corresponding upsurge in mobile data consumption.

Over the past 5-years or so, there has been a dramatic increase in internet usage. And with that came a significant rise in mobile users.

Mobile data consumption has risen 10-fold, from 2 exabytes (EB) to 20 EB (1 EB is 1000000000GB or 1.0E18 bytes or 1e+9 gigabytes) at the end of 2018, and almost doubled in the next year, reaching 36.5 EB - which is a significant jump:

In Q3-2017, the total monthly global data traffic amounted to just under 12 EB

In Q3-2018, that number spiked beyond 20 EB - a more than 66% increase!

In Q3-2019, it reached 36.5 EB - around a 55% increase over a year.

The monthly mobile data consumed by the average smartphone user worldwide was 2.9GB in Q3-2017

By Q3-2018 that usage grew to 7.0GB - a more than 141% spike!

By Q3-2019 it reached 7.2GB.

Looking forward to 2024 and beyond, Ericsson, one of the world's leaders in providing Information and Communication Technology (ICT) to service providers, sees a radical jump in the distribution of mobile data.

The company sees the introduction of 5G as being instrumental to how content will be generated and distributed over mobile devices. So, with the growing popularity of eLearning and " learning on the go ", it's only logical to assume that new learning platforms will tap into those evolving trends to also deliver newer learning experiences to platform users.

While learners did use LMS-based "cataloged learning" in previous years, they did so largely to comply with corporate or professional mandated training requirements, and not necessarily because these courses were supposed to help them. For their other "every day" learning experiences, they turned to the internet and watched videos and podcasts or consumed other content - largely via mobile-enabled devices.

This surge in internet and mobile usage has not only delivered better learning experiences to learners but facilitated the emergence of new learning platforms - LXPs - that tap into those new learning experiences.

2. The growth of generated content

Digital content has seen tremendous growth in recent times. To get a sense of how much data is generated and consumed every minute, all we need to do is look at some of the stats compiled by cloud-based operating system provider Domo:

How much data is generated every minute?

While the bulk of this content contributes to entertainment, eCommerce and personal communications, a significant chunk of it is also geared towards educational use. For instance, if you need to learn about something, all you need to do is " Google search" that topic for an appropriate " YouTube " video - and you'll get the exact content you are searching for!

The internet, and by extension mobile devices, created a new learning model - one that transcended the boundaries of how people learned.

No longer was it essential to be tied to a desk - or a desktop! - or a physical location (classroom, conference room or learning center) for learning content to be consumed.

As a result of the many changes, data consumption via mobile devices curated personalized content, and through "smart" devices will be more valuable than content consumed via traditional methods.

The growth of social learning has also created multiple learning opportunities for people to share their knowledge and expertise. As they socialize on these platforms (Facebook, LinkedIn, YouTube, Instagram and many others), individuals and groups learn from each other through various types of social interactions - sharing content, exchanging mutually-liked links to external content.

LXP leverage similar approaches in corporate learning environments, and scale learning experience and opportunities with such user-generated content as found in social and community-based learning.

3. Technological Revolution

Traditional DXPs and conventional approaches to digital transformation largely embraced the digitization of existing content and processes. That typically meant converting what's already there and giving users a new experience by wrapping the existing with new digital user interfaces. But new technologies, like Data Analytics, Artificial Intelligence (AI), Virtual Reality (VR) and Augmented Reality (AR), have changed all of that.

These new-era developments have drastically changed how content is produced - especially in a learning context. The availability of high-speed data transmission, higher-quality chips and processors, cloud computing services and mass storage solutions have opened new venues for content producers to channel their creativity. As a result, learning platforms too have embraced those opportunities to deliver newer experiences to their constituents.

But revolutions in technology have also meant that it's now a lot easier to create content - usually of higher-quality than before. And because innovations in technology have made scaling content creation more practical, content is produced more cost-effectively (cheaper!) as a result.

4. Changes in content distribution

New ways of content distribution, such as subscription-based and Software-as-a-Service (SaaS) are also changing the content availability landscape.

Consumers are:

Gravitating to paid subscription models for their content, like Netflix and Amazon Prime Video, Apple TV.

Watching Video-on-Demand (VoD) content from their cable networks on their mobile devices

Accessing free online entertainment and learning videos through YouTube

Opting to download content from ecosystems like Apple's iTunes or Amazon MP3

Choosing to stream content from platforms like Spotify

Turning to social entertainment portals like Facebook Games for online leisure content

Using eBook publishers, like Independent Publishers Group (IPG) to get access to thousands of titles from their favorite authors

Enjoying podcasts on various topics, either live, on-demand or downloaded, through podcast search engines like Listennotes

Even corporate users are voraciously contributing to data consumption using meeting and collaboration tools like Skype and GoToMeeting, and online graphics tools like Photoshop and Figma.

The gradual shift, from one-time pay to cloud-based subscription-based business has lead learning platforms to also offer Software-as-a-Service (SaaS) models to their clients. As such content becomes part of digital learning networks, they are integrated into commercial learning solutions and then become part of broader LXPs.

Looking back at all these developments, from how new data consumption platforms evolved, to the emergence of newer content development approaches and publishing channels, it's easy to understand why LXPs naturally evolved as a result of DXPs.

And because education and learning is such a large component of the post-digitization era, it's not hard to comprehend how digital platforms are now being used to harness learning. And while the two ways don't have a one-to-one predecessor/successor relationship, the evolution of one (LXPs) can certainly be traced to developments in the other (DXPs).

Key Features of Learning Experience Platforms

So, what should one expect to find in a typical LXP?

Well, one of the fundamental features of LXPs, that sets them apart from LMSs, is that they include sophisticated content discovery capabilities. Learners aren't restricted by canned catalog content but can seek out interesting content for themselves, while also being guided towards relevant content by the platform.

Here are some other characteristics that set LXPs apart from LMS's:

1. Extensive integration capabilities

Extensive integration capabilities that enable connection to a much-varied set of ecosystems through which learning can be furthered. For example, LXP-LRS integration can help deliver insightful information (trends and patterns) - through data analytics - that can aid in personalizing learning even further.

Integrating AI with LXPs can enhance learning experiences even further. Communication widgets and gadgets, like Learning Bots, can help customize unique learning paths for employees and serve as personalized learning assistants.

They remind learners about key learning milestones (courses due, upcoming assignment submission deadlines) and provide helpful revision and reinforcement tips. These tools also make training recommendations based on data analyzed from various sources, including corporate systems integrated with the platform.

2. Rich learning experience through deeper personalization

The ability to provide a richer learning experience through deeper personalization and more wide-spread learning opportunities. By integrating with other platforms - Google Services, YouTube, Social Media, Communicational tools e.g. communication leader Slack - LXPs extend the learning experience beyond the corporate learning system.

3. Supports various types of learning

Supports various types of learning, including problem-based learning, group-based learning, ILT, blended learning, through approaches such as Microlearning, Gamification and Adaptive Micro Learning.

4. Highly intuitive interfaces

They deliver content using highly intuitive interfaces, much like Netflix and Google do, based on past interactions and preferences. Through intelligent knowledge discovery (IKD), LXPs can provide highly adaptive, contextualized learning experiences based on the analysis of job performance, skills gaps and on-job competencies required.

Overall, when compared to LMSs, training delivered through LXP's tend to be more:

responsive,

individualized,

contextual,

ubiquitous in delivery.

As a result, LXPs deliver highly immersive learning experiences to users of the platform.

LXP vs. LMS

We defined that, typically LMS is a standalone learning platform used in a company to monitor, track, report on and administer employees' learning activities. They usually serve as digitized online course catalogs. Like a library, learners go to the LMS portal to search for and complete a course. For more details take a look at our article about LMS.

Janne Hietala, Chief Visionary Officer at Valamis, helps to crystallize the fundamental difference between traditional learning management systems and modern learning experience platforms.

And how do LXPs differ from LMSs?

Extends the reach of learning beyond just the company repository. Integrates with other "non-learning" ecosystems to deliver enhanced learning experiences

Primarily serve as online course catalogs and enable progress tracking and learning performance reporting

Compliments learning with additional capabilities, such as broader skill development and creating highly customized, dynamic career/learning pathways

The primary focus is learning, with some modern LMSs also supporting learning paths that have limited customization

Learning impact focused. LXPs can use data from expanded learning interactions to establish a fuller understanding of the impact between learning and on-job performance

Usually caters to corporate learning needs (compliance)

A more flexible and dynamic learning ecosystem largely learner-driven.
Learners can add new content and take decisions on what to consume and how. Learner-generated content is also common on these platforms.
They also allow the integration of content from other service providers, which provides even more/better content options.

Primarily driven by Learning Administrators. The organization largely chooses and controls what's on offer. Conventional LMS does not allow users to create and disseminate their own content

LXPs are typically open-architecture ecosystems. They act as content aggregators to provide a much broader learning experience

Even when open to external ecosystems, LMSs mainly serve as content curators - delivering learners a restricted (curated) experience

Experts opinion about differences between LXP vs LMS

LXP systems have a set of key capabilities:

1. They present content in a "Netflix-like" interface, with recommendations, panels, mobile interfaces, and AI-driven recommendations.

2. They accommodate any form of content, including articles, podcasts, blogs, micro-learning, videos, and courses.

3. They are social, and include social profiles which connect content to people to create authority.

4. They have paths or learning track or trails so you can follow content to a logical learning outcome.

5. They have some form of assessment and often badging or certification.

6. They make it easy to publish your own content as an individual.

7. They are mobile, fun to use, fast and easy to traverse and have great search and embedded learning features.

LMS systems were never designed to be employee-centric. They were developed as "Management" systems for learning, focused on business rules, compliance, and catalog management for courses.

The LXP, which looks more like YouTube or Netflix, is a true content delivery system, which makes modern content easy to find and and consume.

Janet Clarey

Lead Advisor, Technology & Analytics

Bersin, Deloitte Consulting LLP

LXPs are single-point-of-access, consumer-grade systems composed of integrated technologies enabling learning.

They can do many tasks, such as curating and aggregating content, creating learning and career pathways, enabling networking, enhancing skill development, and tracking learning activities delivered via multiple channels and content partners.

By delivering on a central platform, LXPs enable businesses to provide an engaging and learning-rich experience and may lessen their reliance on an LMS or talent suite as the learning hub.

An LXP extends and enhances the LMS by capturing learning activities that take place outside of the LMS - it might allow learners to add content, it might facilitate collaborative and social learning.

An LMS is more limited than an LXP in terms of the types of learning data and learning experiences it can capture. Using an LXP provides a broader picture of employee learning and collaboration.

An LXP is a learner-focused, socially-enabled application that provides a personalized, alternate gateway to an organization's aggregated learning content from any source including LMSs, CMSs and 3rd parties as well as a daily flow of relevant informal knowledge of articles, videos, podcasts and more curated and recommended by other learners, administrators or the application itself.

Most organizations will still need an LMS to manage compliance, content assignment rules, external audiences, instructor-led management, content creation, curriculum development, certification and learning analytics.

An LXP is a complementary system that can combine all the mandatory learning content assignments from an LMS with social content, informal content and content from a variety of sources like universities, associations and much more.

An LXP is a destination site designed to drive employee engagement from a variety of sources. An LXP helps employees find relevant content at the right time and enable collaboration with peers across the organization.

An LXP is different from an LMS in that it is typically positioned as a self-paced product rather than a product that needs to be pushed to the end learner. Statistics show that learners only spend time in the LMS when learning is specifically prescribed.

An LXP provides learners with a robust learning experience by bringing together all types of learning activities in one central place and offering personalized recommendations and a social component to self-paced learning.

I see the LMS as a much more structured, somewhat limited environment. Although an LXP can still provide structured learning, it also provides flexibility. I think personalization is a key component that you don't get with an LMS. The ability to enhance self-paced learning with a social component could increase learner engagement and retention.

An LXP is a learning and collaborative platform that puts the learning in the hands of the learner rather than an administrator.

The goal is to engage employees with the platform and the content using a personalized user experience. Employees can explore subject areas they are interested in and that they believe can improve their job performance.

LXPs can incorporate digital and social capabilities, such as chatbots, badging, leaderboards and digital content delivery. LXPs use artificial intelligence (AI) to collect and analyze data on learners' interactions and make content recommendations based on that data.

LXPs and LMSs accomplish two different objectives. An LMS enables administrators to manage learning, while an LXP enables learners to explore learning. Organizations may have an LXP, an LMS or both. If they have both, they may use the LXP as the delivery platform and the LMS to handle the administrative work.

Dr. Anne Wagenpfeil
An LXP is a learning platform evolving from traditional LMS, focusing much more on the user by offering various content sources combined with a strong search function and AI Elements to suggest suitable information.

LMS was often structured following the logic of HR or the learning department. They structured content and target groups according to their own knowledge - which of course is only one specific perspective. Users often found it hard to find what they were looking for since they did not know the HR logic behind the structure.

LXP strives for a REALLY customer centric offer of learning content. It wants to be a learning portal that users visit daily, not only then assigned a course. A place where they easily find Information that helps them in their everyday life - either by search or by intelligent suggestions through the system itself.

An LXP is a new categorization given to a new generation of learning platforms that offer a different focus to online learning delivery, engagement and management. There is also focus on the immediateness of learning and a recognition that learning should be aligned in the workflow, not just the workplace.

The AI layer is perhaps the most interesting to many observers and this is emerging to offer learners an enhanced learning experience, not by taking control but by sharing in effect a collective wisdom of what works and offering up solutions at moments of need to employees thereby saving time and preventing false or inappropriate solutions in this information dense and misleading digital world.

The LMS has a different identity to the LXP as it does to the LRS. Yes there is overlap, but the modern digital organisation will have multiple learning and development use cases and very very few LXPs have the "heavy lifting power" of a corporate enterprise standard LMS. An LMS is more suited to managing learning and reporting learning outcomes, especially with the LRS component found in many LMS. Audit and record keeping will not go away and the LMS has decades of experience in this area. The LXP will drive engagement but the LMS will hold accountability.

Summary

In summary, LMS's help companies organize and manage employee learning needs. They do this by making learning content available to users, and then track and manage the consumption of that content.

In contrast, LXP's act as knowledge enablers that deliver a more personalized learning experience to platform users. While LMS's help employees relevant content in its repositories, LXP's enable them to it even further afield and through a much broader variety of sources, resources and mediums. And when integrated with data analytics engines, LXPs can offer powerful insights into key metrics, including ROI, business outcomes and links between learning and on-job performance.

LXPs - Unlocking learner potential

Advances in technology helped all stakeholders in the learning industry to realize that there are better and more effective ways to help learners unlock their potential and achieve their learning objectives. Technologies such as Artificial Intelligence, Virtual Assistants, Machine Learning and, Natural Language Processing have enabled the building of learning platforms that deliver far more enhanced levels of learner experiences than the previous generation LMSs could.

LXP's can facilitate continuous learning across the company. They allow employees (learners) the flexibility to personalize what they learn, how they learn and when/where they choose to learn. They can identify specific skill gaps by understanding roles, analyzing performance, assessing career paths and proposing either remedial or progression learning.

LXPs are ideal for continuous learning. They can help employees enhance their productivity by fostering peer-learning or by making recommendations for mentors or "buddies". They can also tap into social learning to ensure learning continues even after work.

A few years ago, because of corporate LMS platform limitations, the ability to integrate and download already-created courses or even purchase a membership/access to courses wasn't even an option. Today, LXPs enable you to easily go to Coursera or any other external course provider and find a course you are looking for. And because of their powerful cross-platform support, you can even start taking your course on PC and finish it on your smartphone.

In search of better opportunities, employees today feel the need to continually improve their knowledge and skills - and not just for "statutory compliance". Modern content services got people used to the idea that they can easily locate personalized and relevant content "on demand" - free from the corporate LMS network. HR managers also realized the benefits of being able to integrate critical processes like onboarding, performance measurement and learning management for the growth and development of their employees.

It was this intense need for newer, better, faster, measurable and more personalized experiences that have made enterprise LXPs a necessity.

Additional resources

Learning Technology Evolves: Integrated Platforms Are Arriving - by Josh Bersin, June 29, 2019;

Learning Experience Platform (LXP) Market Grows Up: Now Too Big To Ignore - by Josh Bersin, March 8, 2019;

The Learning Experience Platform (LXP) Market Expands - by Josh Bersin, September 27, 2018;

The Modern Learning Path: Building a Flow in Digital Learning - by Becky Willis, October 2, 2017.

A New World of Corporate Learning Arrives: And It Looks Like TV - by Josh Bersin, June 10, 2017;

What is a learning experience platform and will it replace your LMS? - by Karen McCandless, December 1, 2017;

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Learning Experience Platform (LXP): The Definitive Guide

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Organizations have been using Learning Management Systems (LMSs) for a long time now. But as training requirements started changing, company executives, learning professionals and learners realized that there was something missing. There was a strong realization of the need for a more diverse and robust learning environment.

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This is a (working & running) design of Singapore Management University (SMU) which is a member of the FOME Alliance to which BI also belongs (i.e., access to details is immediate and direct).
The College of Integrative Studies (CIS) allows students to individualise their majors and engage with societal needs and challenges as well as with students' personal interests.
It consists of three components: (1) Deferred Declaration of Degree

One-year non-degree programme which enables students to explore courses in the interdisciplinary Core Curriculum and disciplinary courses (from other SMU Schools) in their first year before making an informed choice of degree programme.
Implication: no drop outs after year-1 (because students are 'searching' before settling on their field of interest).
(2) Individualised Major

Students with a passion and aptitude for interdisciplinary problem-solving and a bold desire to chart their own paths can enrol in this programme to design and individualise their major.
Implication: no drop-outs along the program as this is customised (and can be priced accordingly).
(3) Individualised Second Major

Students who wish to take advantage of the individualised programme that the College offers, but who would like to pursue a first major (in another SMU School) can still take advantage of our offerings through an Individualised Second Major.
Implication: feeder role for MSc programs plus competition with other Norwegian HEI where students do their first Major (thus creating an additional inflow & revenue streams)
For the core curriculum, see https://cis.smu.edu.sg/core-curriculum/overview
Note that the CIS was specifically designed to counter student drop-out, respond to student customization wishes and goes beyond electives / internships / studying abroad, and positioned to connect with broad societal challenges.

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RIGOROUS AND BROAD-BASED

SMU's Core Curriculum equips students with the interdisciplinary skills and knowledge to become impactful professionals in today's dynamic world. The Core Curriculum sets a pathway for students to explore emerging fields of knowledge before starting their individualised learning journey.

Students who complete the courses under the three pillars of SMU's Core Curriculum - Capabilities, Communities, Civilisations - will become adaptable and creative decision-makers who can apply themselves to any challenge.

ADDITIONAL GRADUATION REQUIREMENTS - SINGAPORE STUDIES AND ASIA STUDIES

Students will be able to fulfil the additional graduation requirements through Big Questions for Singapore Studies (wef AY20/21) and Economics and Society for Asia Studies (wef AY21/22).

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SMU's Core Curriculum equips students with the interdisciplinary skills and knowledge to become impactful professionals in today's dynamic world. The Core Curriculum sets a pathway for students to explore emerging fields of knowledge before starting their individualised learning journey.

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Coursera - Add courses for certification or stackables into a degree on coursera. 

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Coursera - Add courses for certification or stackables into a degree on coursera. 

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- non credit short courses can serve as teasers that bridge interests to pursue further eduation.
- credit courses can over time stack to a degree.
see example.

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The University of Michigan School of Information's online Master of Applied Data Science (MADS) degree is designed for people who want to become a data scientist by learning skills from hands-on projects. You'll work with real datasets to learn how to put data to work to improve everything from business success to people's lives.

As a MADS degree student, you will learn systems and techniques that help organizations overcome data overload and make sound, smart decisions. Whether you're looking to create real estate market forecasts or use data to study Russian literature, the MADS degree program teaches you the fundamental principles of data science so you're equipped to tackle challenges in an ever-changing field.

The MADS curriculum prepares you to be a leader in your field. You'll master core data science concepts like machine learning and natural language processing. To get prepared to succeed within today's organizations, you'll dive deep on key topics such as privacy, data ethics, and persuasive communication. You'll work with authentic industry data sets from top companies. From your very first course, you'll start building a work portfolio to showcase your skills for employers.

Applicants are not required to have an advanced technical background - all you need is basic statistics and Python proficiency. These skills can be learned through Statistics for Python and Python 3 Programming, which are available now on Coursera.

What makes this degree unique?

LEARN FROM THE #1 INFORMATION SYSTEMS SCHOOL IN THE U.S.: The University of Michigan's School of Information (#1 ranked in Information Systems, U.S. News & World Report 2018) has had a long partnership with Coursera, and are experts at teaching online. More than one million learners have taken courses online from the faculty at UMSI since they launched on Coursera. The University of Michigan is also ranked as the #1 public university in the U.S.

PROVEN CAREER OUTCOMES: The University of Michigan's School of Information prepares students to be leaders in the field. Graduates from the on-campus Master of Science in Information program have a 98%+ job placement rate and go on to become Data Scientists at top companies such as Google, Facebook, and Amazon.

DIVERSE BACKGROUNDS WELCOME: Unlike most Data Science degrees, there are only a few basic technical prerequisites (knowledge of statistics and Python) to join the program. Students are not required to have a bachelor's degree in a science or math discipline, or work experience in a technical field. Students who need to brush up on statistics and Python are encouraged to take the Statistics for Python and Python 3 Programming Specializations, which are also offered by the University of Michigan through Coursera.

LEADERSHIP-FOCUSED LEARNING: While other Data Science Master's degrees focus on Computer Science theory, this degree equips students for leadership with an end-to-end perspective on data science. Students go from contextual inquiry to data visualization and presentation, and become prepared to solve real-world problems.

RENOWNED FACULTY: University of Michigan professors are among the most respected in the space, and they are passionate about providing the highest-quality instruction to online degree learners. Students get direct access to faculty and graduate students through live office hours and email conversations.

UNIVERSITY OF MICHIGAN COMMUNITY: The University of Michigan community provides a wide range of student services, including access to job boards, networks, and library privileges. Students will be invited to participate in graduation ceremonies on campus as they join the 540,000-strong Michigan alumni network.

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Master of Applied Data Science | Coursera

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The University of Michigan School of Information's online Master of Applied Data Science (MADS) degree is designed for people who want to become a data scientist by learning skills from hands-on projects. You'll work with real datasets to learn how to put data to work to improve everything from business success to people's lives.

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The BI Student Service unit has been doing several projects on mapping the student learning journey. This is predominantly focused on the administrative support towards students.
The suggestion is to bring these student learning journey maps also to the teaching domain and use it for course design, i.e., towards Faculty.
The design thinking approach underlying the mapping process is equally useful for mapping how students experience their learning of substance materials, and how the journey can be paced, differentiated (a Leadership course is rather different form an Accounting course), and personalized (work experience, language levels, internationalization).