LMS vs LXP: Differences between LMS and LXP

See which learning platform is best for your organisation as we compare LMS vs LXP.

If you’re looking for a platform to deliver and manage engaging learning experiences in your workplace, you’re likely to be considering the benefits of LMS vs LXP.

Both LMS and LXP bring a lot of useful features to an organisation. In this article, we will explore both platforms in detail, explore their similarities and differences and help you towards the best options for the outcomes you need.

What is an LMS?

A learning management system or LMS is a platform that can be used to manage every aspect of learning. 

An LMS becomes both a library and delivery method for all of your learning content and resources. It provides an infrastructure for creating, uploading, managing and delivering content, as well as for tracking learner engagement and performance. It also serves as the user interface for learners to engage in learning, discussions and assessments. 

See more in our article ‘What Is A Learning Management System?’ for an overview of the many ways in which an LMS can be used.

What is an LXP?

A learning experience platform or LXP is a piece of technology that specialises in improving learning experiences. This is usually user experience, personalisation and seamless interaction.

An LXP typically draws on sources such as artificial intelligence or machine learning, user-generated content and social learning tools to deliver highly relevant, customised learning content to each user.

Key differences between LMS and LXP

There are a few key differences between LMS and LXP. Some of the main ones are:

L&D-led vs learner-led

We’re painting with very broad strokes but, generally, an LMS is the management platform for every essential part of an organisation’s L&D programme. That means learners will usually follow learning pathways set by the L&D team, even if those pathways are automated or personalised.

An LXP is more likely to be led by the input and interests of the individual learner. Every user has the opportunity to share and engage with content, which may or may not be in line with the wider L&D programme. Of course, L&D team members can share learning materials on an LXP just like other users.

Content formats

While a modern LMS is highly interactive and versatile, learning content is still usually structured and delivered in the form of courses compromising multiple activities.

LXP content is likely to be less rigid and less rigorous. It’s typically broken down into smaller chunks of micro-learning. It might include things like videos, podcasts and blog posts on a particular topic rather than a structured course to follow.

Collaboration and social learning

An LMS usually has a forum and messaging functionality that help learners to collaborate. It may also provide an infrastructure to support offline meetings, seminars and other events.

An LXP typically places a far greater emphasis on informal learning or social learning. As such many LXP features are geared towards encouraging knowledge-sharing or replicating water cooler moments in which team members might exchange chit-chat about their work.

Skills acquisition 

Upskilling team members using an LMS is usually achieved through creating a learning pathway that guides them towards the skills they need. This could be based on a preference they’ve expressed, a skills gap that has been identified or automated based on their existing skills, experience or role.

Skills acquisition using an LXP will usually entail both the L&D team and users curating learning content that focuses on a particular skill or specialism. Learners can work through these content playlists in self-directed learning.

Assessment

The courses of an LMS will usually culminate in an assessment to check that the subject has been understood and the knowledge retained. This leads on to the grading, analytics and reporting tools provided by an LMS.

With an LXP, the assessment element tends to be less important or even non-existent. Since the focus is on learner-centric experiences and informal learning, this isn’t usually tested in formal assessments.

Choosing between an LMS and LXP

As we’ve seen, both LMS and LXP bring many great features to the learning process. If you’re weighing up LMS vs LXP because you’re choosing between the two, we will try to help that process.

In our experience, any organisation with a relatively large number of employees and any compliance obligations will benefit considerably from an LMS. An LMS will provide a level of accountability that simply isn’t a key component of an LXP. It also offers savings in time, money and resources in the logistics of managing and delivering learning. In these circumstances, if you’re choosing one platform it almost certainly needs to be an LMS.

That said, it’s those same larger organisations that can most benefit from sharing knowledge widely throughout the organisations by allowing in-house subject matter experts to educate via social learning. This creates a cost-effective way to upskill team members and to create engaging, informal learning experiences.

Talk to us about your learning technology needs

Contact us using the more below for a discussion about whether an LMS or LXP would best meet your requirements.

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