Custom LXP for Corporate Training

Like most businesses worldwide, the design corporation faced a talent shortage, which impeded delivering projects to clients cost-effectively and on time.

To get enough qualified specialists with the required skillset to meet demand, the corporation hired the training company to address the talent shortage within the company by upskilling and reskilling employees.

Being an expert in eLearning, the training company detected the typical learning challenges that should have been resolved:

1. What to teach? The company didn't use a unified system for measuring their employees' current skills level. Without this information, the company couldn't timely reveal skills gaps and decide what to teach for closing them.
2. How to teach? Without revealing individual skills gaps, the company could only offer a standardized curriculum that might not consider
3. How to measure learning results? The company had to arrange human-based assessments to track the learning process and outcomes. Such assessments require a lot of time and can be biased.
4. How to improve learning results? The company considered a course to be successfully completed, without further analysis of whether the learning process was useful and engaging, and whether employees felt satisfied with the experience. As a result, employees didn't feel motivated to start training new skills, and the skill gap across the company was growing.

To resolve all the mentioned challenges when deploying online training in the corporation and manage great employees' learning experiences, the Client decided to use LXP.

The training company was aware of the common disadvantages of ready-made LXPs and wanted to avoid them. That's why, they decided to partner with eLearning experts from Belitsoft to build a proprietary LXP that is intuitive, easy to use, secure, and has rich functionality both for admins and learners.

Belitsoft developed a full-featured LXP that automates the entire training process and resolves each learning challenge.

Step 1. Discover skills gaps to understand what to teach

How it works

• Before planning the learning process, the training company creates a skills matrix. It describes what competencies correspond to every skill level. The matrix will be used to benchmark target skills levels for each position.
• To start learning, the system needs to assess the initial skills level and a final goal of an employee. For that, the LXP offers them a series of questions (it can be AI-based assessment or a test made by educators).
• Based on employees' skills assessment compared to company's benchmarks, company leaders and educators can see now, which skills gaps the company faces and can decide what to teach. Employees can also see in a personal profile what skills they need to master for performing effectively on a current position or being promoted to a higher position.

How we applied it in the LXP

An example of a skills matrix where competencies for Junior, Middle, and Senior levels are defined

The dashboard shows what set of skills a Junior designer needs to master. When the employee opens a skill, for example, IOS, they can see which competencies it requires. Only after mastering these competencies, an employee will close a skill gap in Mobile Design and can claim to be promoted

Step 2. Create a personalized learning path for faster knowledge acquisition

How it works

• The LXP builds a personalized learning path. It's a plan where the starting point is the current level of an employee and the endpoint is their final goal. If an employee masters a certain skill, they won't be forced to pass a course again. It increases employees' motivation to learn and saves time for training other in-demand skills.
• On top of that, the LXP resolves the problem of content shortage typical of LMS. The employee gets access not only to internal content assigned by the company (for example, LMS content) but also to external high-quality learning libraries with automatically updating content that corresponds to the employee's interests (for example, YouTube or Ted Talks videos, Udemy library, Google podcasts, etc). It favors faster knowledge adoption.

How we applied it in the LXP

The dashboard illustrates an example of an individual learning path with both internal content (uploaded pptx files) and external content (articles from 3rd-party sources, Udemy course)

Step 3. Track the learning process and results in real time

How it works

• Each employee gets a personal learning profile, which permits monitoring the key learning data, such as mastered skills, learning goals, courses in progress, and much more. When an employee is passing the training, they, their mentors, and L&D managers can see the current progress in an employee's profile. 
• There is also an in-built Scheduler that reminds about deadlines and events, giving employees an incentive to continue and complete a course on time.
• After completing a course and mastering a skill, employees pass an assessment to confirm their knowledge. Depending on an LXP, there can be a certified exam, self-assessment, or assessment by a mentor. We implemented both certificates and assessments by mentors. As a result, the company can see top performers and those who lag, making data-driven decisions for effective internal mobility.

How we applied it in the LXP

A personal profile, where an employee can track their current progress, see all the actual courses with deadlines, progress status, received certificates, and other details

The scheduler with upcoming deadlines and events. By clicking on each of them, an employee can see details (such as a current progress and success criteria) and can resume learning in one click

Step 4. Increase engagement and knowledge adoption

How it works

To increase user retention and training effectiveness, the following innovative, powerful techniques have been used in this LXP:

• Gamification. In the LXP, once an employee completes a task or reaches a certain milestone, they get badges as an award;
• Mentoring – communicating with experienced colleagues who give advice and share knowledge with a less experienced person;
• Interactive chat-based learning – getting help from a chatbot when needed, for example, during onboarding;
• Content recommendations based on individual users' choices.

How we applied it in the LXP

Gamification

A personal profile where the number of earned badges is highlighted

Mentoring

An example of mentoring, when an employee can choose a more experienced colleague to talk to or when an assigned mentor writes to an employee inquiring about their progress in the learning process

Chatbot

The chatbot reminds an employee about an unfinished course, encouraging them to complete mastering a new skill

Personal Content Recommendation

The LXP asks an employee to define their interests, current level and learning goals to recommend the content based on personal interests

The custom LXP has already been implemented into the corporate learning process, helps the company address the talent shortage, and has received positive feedback from users for the products' aesthetics and functionalities.

The training company has got a highly customizable proprietary product that can be sold to businesses as-is or customized upon individual requirements quickly and at a low cost.