Learning Experience Platform Development

As one of the experienced elearning software development companies, we specialize in creating comprehensive eLearning solutions tailored to your needs, with the potential to integrate advanced gamification capabilities. These can range from simple elements like badges to complex features such as branching scenarios, immersive interactions, and AR mini-games. Our team is skilled in crafting visually engaging designs that promote interactivity, and we can incorporate real-time performance analysis tools for immediate feedback. We have the expertise to develop AI chatbots for enhanced interaction and can design mobile-friendly solutions for convenient learning on-the-go. Our capabilities include creating custom learning management systems with features like complex workflows and personalized learning paths, along with a sophisticated system for calculating achievement points. We can also enrich the learning experience by integrating a variety of gamification elements, including storytelling, points, leaderboards, and rewards, ensuring a comprehensive, engaging, and effective learning journey. What is Gamification Gamification is defined as the application of game elements in a non-game activity or environment. It is sometimes confused with a different approach called “game-based learning” - using play to achieve specific educational outcomes. For example, giving an app user a badge as a reward for studying 10 days in a row is gamification. Playing a word game to expand foreign language vocabulary is game-based learning. Both concepts have been in use for hundreds of years: ancient and medieval commanders played chess to prepare for war, Boy Scouts received badges to reward mastery of certain skills and even lion cubs develop their hunting skills by playing with each other. Today gamification and game-based learning are used at schools, Fortune 500 businesses, and even the military. Benefits and Risks A research team from the University of Tampere, Finland, analyzed the existing studies on the effect of gamification in learning and found that “the results reported in the reviewed studies are strongly positively oriented,” although not without certain caveats (more on that later).  Benefits 1. Learning effectiveness Gamification leads to improved learning outcomes, as evidenced by a number of examples. As part of an experiment by the University of Alcala, researchers have introduced a gamification system to the “Qualifications for users of ICT” course. This system included a leaderboard, personal stats, 36 challenge achievements, and 7 participation achievements. The students who have got at least 6 of those “got significantly higher final scores” than their counterparts who have used the non-gamified version. In addition, digital learning didn’t stand in the way of the real-world study: “there is no evidence that can confirm that the gamified experience yields worse results in written examinations or somehow prevents students from participating in class activities”. Another study showed that the group participating in a gamification experiment was much more successful in completing exercises without mistakes, although the overall test scores were only marginally above the control group. However, the authors of the paper point out that the grades tell only part of the truth, as they don’t measure knowledge retention or transfer of learned skills.  2. Increased Motivation Studies show that gamification increases people’s desire to learn.  In the experiment by the University of Aalto researchers, 74% of the participants reported increased motivation: “I got a feeling like in a car game. It was funny how much I wanted to unlock them (the badges - author).” This was supported by fact that the students in the gamified group spent more time studying: 13.4 hours compared to 11.4 hours in the control group. An almost 15% increase is nothing to sneeze at. Interestingly enough, the badges which were given for early turn-in of the assignments were somewhat successful in dealing with traditional student procrastination. Another analysis of published studies on gamification also noted that people were more motivated to learn when there were game elements involved. 3. Fun While it is hard to quantify people’s enjoyment, it can and does have demonstrable results. Folding virus proteins is not what most people would consider doing in their spare time. But when turned into a game, it can yield extraordinary effect: using Foldit the enthusiastic gamers were able to solve a problem that has puzzled biochemists for 15 years. It took the players just three weeks. The analysis of studies that we’ve mentioned above, also notes that all of the papers reported increased engagement and enjoyment. Risks Gamification is not a one-size-fits-all approach, which is the root of most of the risks present in its implementation. 1. Requires buy-in by learners In some cases, introducing game elements only made their results worse. Professor Ethan Mollick from Wharton conducted a study on “Slam-Dunk” - a basketball-themed sales game that rewarded players for cold calling, closing deals, getting leads, and other sales activities. The research showed that while it was beneficial for many participants, some were turned off by it and even suffered a hit to their KPIs. The difference was in consent - players who actively embraced the game succeeded, while those who didn’t want to play got negative feelings towards their job and company. “Without consent — people’s sense of willingness and involvement in the game — a company is left trying to create “mandatory fun,” as Mollick put it. 2. Might give wrong motivation This risk is twofold: firstly, what you thought to be encouraging to the learners might actually have the opposite effect. Secondly, the motivation to learn might be replaced by the desire to simply earn more badges or get a higher position on the leaderboard, which will hamper knowledge retention. In the previously mentioned study by the Aalto University researchers, the “early bird” badges caused students to move from turning in assignments right before the deadline to frantically completing them as soon as possible, even before the topics were introduced in class. The badge for completing an assignment without errors on the first try also wasn’t the best motivator for careful study because “once the first mistake is made, the badge is lost and no longer offers an incentive to avoid resubmissions”. In each of these examples, the authors note that a more careful approach to the badge condition is needed to stimulate the desired behavior. Other researchers point out that points and badges can be a shallow attempt at giving learners extrinsic motivation. The focus shifts from the learning outcome towards earning the rewards and knowledge retention suffers as a result. 3. More information is needed Compared to some other fields, there was relatively little research done on gamification. Prof. Jonna Koivisto stated that she analyzed about 800 studies on this topic, but only 300 of them were based on empirical information. As such, “we can’t very confidently say much of anything about what works and what doesn’t”. How Does Gamification Work This approach is based on human psychology and works in three ways. 1. Goal-setting A badge, a level, a position on a leaderboard - these are visible and attainable goals. As a result, the learners set their expectations higher (this gives a stronger motivation to achieve them) and increased performance. Moreover, reaching your goals is satisfying, which pushes people towards new achievements. As a side effect, there is completionism - in the study by the Aalto University researchers, many students worked towards 100% grade, even though 90% was enough. As the authors point out, getting the maximum result could be gamification in itself - each percent is a point. 2. Social interaction and competition Humans inherently want acceptance by others of our kind and recognition of their worth. Social aspects of the gamified environment, like a leaderboard, or an open profile that proudly displays the user’s achievements, directly appeal to both of these motivators which have a proven effect on the effectiveness of learning. Competition is a bit more tricky in this regard. Some people are naturally drawn to it, so they strive to get to the top of the leaderboard. Others are okay with just getting on the least of the best learners. Still others are discouraged by it. As stated previously, this matter greatly depends on the context. 3. Usefulness and Ease of use. When a user finds that a system is enhancing their performance (“perceived usefulness”) and is obstacle-free (“ease of use”), it increases the value of that system. A well-gamified educational program fits both of these criteria and causes learners to spend more time in it. Popular Gamification Methods There are many game-design elements that can be used in an e-learning environment. We will list the five most widespread ones. Note that the users shouldn’t lose their hard-earned rewards - this can be very demotivating. Points When a learner completes an assignment, they receive a certain number of points as a reward. They present an understandable benchmark to gauge a user’s progress. Points in Mondly - a language-learning application. Leaderboard A leaderboard appeals to our need for status and social acceptance. It can also be very motivating for the naturally competitive learners. This feature should only be used for positive reinforcement - “loserboards” are very demotivating. Leaderboard in Duolingo - a language learning app. Source Achievement Badges To reward a specific behavior, like continuous study or careful preparation, a user might be awarded a badge to commemorate their achievement. Badges in NaNoWriMo - a platform for aspiring writers Levels In a role-playing game, a character can gain experience and increase their level. The same approach can be applied to a user in eLearning software. For example, a hundred points are enough to reach level 2. The levels can be used to scale the challenge difficulty to fit the learner, as well as serve as a demonstration of the user’s skills and persistence. Levels in Duolingo - the crowns denote the level of a specific skill. Source Story Adding a narrative increases a user’s motivation. This can be something as simple as launching a rocket to the moon, with each step bringing the learner a bit closer to success, or an elaborate story with conflict, setting and 3-dimensional characters. GamiCAD - gamified tutorial for AutoCAD users. Source Gamification in Practice There are many companies that successfully use gamification to improve the outcomes for internal and external users alike. Ticken Ticken is an innovative touch-typing course developed by Belitsoft for a Dutch serial entrepreneur Martin Beijer. It utilizes a unique training method and a simple, yet effective gamification system to get ahead of the competitors. As a result, a learner needs only 15 hours to raise their typing speed to 140 characters per minute, and 98% of the users pass the final exam on the first try. Since its launch in 2010, more than 100.000 people bought the course and the average user rating is still at 8,6/10. The gamification suite in Ticken includes a progress bar so the users can see their progress in the exercise, a leaderboard, and seven learning games to improve knowledge retention. For more information on Ticken see this case study. Duolingo Duolingo is one of the most popular language-learning apps in the world with over 200 million users and dozens of available languages. Gamification is one of its core advantages and a major factor in its success, as stated by Zan Gilani, its product manager. The relevant features include but not limited to: Points that also double as in-app currency. They can be spent on purchasing cosmetic items for the mascot or special bonus lessons. Achievements that reward learning streaks, social interaction, lesson completion, etc. Leaderboards separated by language, location, friends group, etc. Levels to display the user’s skills in specific areas of their chosen language. Mascot that provides support, motivation, and meme potential. For a more detailed analysis of the Duolingo see this article. Achievements in Duolingo Deloitte Leadership Academy Deloitte, one of the four largest accounting and auditing firms in the world, has found out that leadership can literally make or break companies: good leadership adds 15% to valuation in the eyes of the investment consultants, while bad one reduces this number by 20%. So it is no wonder that Deloitte themselves have an advanced leadership training program. It was a powerhouse already, with courses from institutions like Harvard, Stanford, and Melbourne Business School. But gamification has made it even more attractive: in five years since its inception in 2008 it had over 20.000 users with a 37% increase in returns to the site after the game elements were added. The gamification methods used in Deloitte Leadership Academy include Badges.  Adaptive leaderboards. There is a separate leaderboard for each general “level” of user, so that they can compete in their own weight class. Moreover, the results are reset each week, so everyone has a chance to get to the top and no one would miss out if they have to take a break (a vacation or a sick leave, for example). Personalization. The user’s profile can be modified and connected to their Twitter and LinkedIn profiles to improve engagement. Deloitte Leadership Academy. Source How to Gamify Well Professors Armstrong and Landers, who have hands-on gamification experience, suggest starting with a tried and true ADDIE: Assess the needs Design Develop Implement Evaluate. The first step should be finding the pain points that gamification needs to address. When the problems are identified and the goals are set, you will have a direction that your program needs to take. It may also drive you to other methods of improving your eLearning process. Deloitte experts recommend adapting your strategy to the player types you have in your company. Depending on your corporate culture, you may attract different personalities that have different motivations: some enjoy exploring content, others like competition, still others want to achieve 100% in everything. A Harvard Business Review contributor and an HR company partner Jeanne C. Meister advises to set up a plan for tracking the effectiveness of your gamification. Set up KPIs (engagement level, completion rate, etc.), the benchmarks and the means to analyze whether the program is achieving the desired results.

A few years ago, the LXP market was estimated to be about $300 million and has been increasing by over 50% annually. By 2026, the LXP market is expected to reach almost $2.2 billion. Thanks to big data analysis, artificial intelligence and an adjustable interface, LXP adapts to each customer’s preferences and needs. LXP could be compared with Netflix in e-learning because of its user-oriented approach and intelligent content recommendation. Dmitry Baraishuk Belitsoft’s CTO on Forbes.com How Custom LXP Resolves Typical Learning Challenges The Forbes expert with 17+ years in eLearning, Belitsoft’s CTO, shows how the LXP helps businesses discover skills gaps across the company, address them by providing properly recommended content, analyze learning outcomes, and improve learning efficiency. Challenge 1. What to teach? The primary goal of continuous learning is addressing skills gaps by upskilling employees. However, business and HR leaders often lack full visibility of what set of skills the employees master and don't measure what skill levels they have. Without this data, they aren't able to timely reveal skills gaps and make data-backed decisions about what to teach for addressing them. LXP-based Solution: Reveal skills gaps to decide what to teach We've created a skills management software framework that offers high customization and swift implementation, ensuring you get the best fit for your needs. Teaching should start from discovering skills gaps, which is the difference between current skills and target skills. For that, the company creates a skills matrix where they describe which abilities and knowledge should correlate with every skill level. Having the skills matrix, the company can set up target levels for each position to benchmark the expected competencies for their teams. An example of applying the skills matrix for skills assessment. The manager or educator sets up a Target Level of mastering the Big Data Analysis skill for a position of a Data Scientist. The corresponding requirements are previously determined for each level To discover a skill gap, the current skills of each employee have to be assessed. It can be realized in different ways: by AI-powered assessment tool that is getting popular in Talent Management; there is a certified examination made up by the company or a content provider; otherwise, employees themselves or their mentors do the self-assessment. For example, a Data Scientist with the current level 3 in Big Data Analysis can open the position of Data Scientist and see the Target Level and the series of skills that are obligatory for the position. Here you can see the current skillset of a Data Scientist. The competency in Big Data Analysis is self-assessed, the current Skill Level is 3 . The target level for a Data Scientist position requires level 5 in Big Data Analysis, which reveals a skill gap for the employee with skill level 3 Thanks to the skills matrix, the skills gaps can be measured and analyzed not only on an individual level, but also on a company level. All the information about current skills of employees across the company is gathered in a single analytical dashboard. Thus, managers or educators can see which skills gaps the company faces. An analytical dashboard showing that the current level of the Data Analysis skill of employees across the company is 3.38, which is far below the Target Level 5 and testifies the existing skills gap The goal of learning through the LXP is to close this gap by upskilling employees. Challenge 2. How to teach? Traditionally, L&D managers or educators offer one-size-fits-all content with a strict, predefined learning path for all employees. Such an approach may not take into account learner's interests, current skills level, and individual learning goals. Besides, the businesses have to manually update their learning library, spending extra resources on it regularly. Otherwise, the content quickly gets out-of-date and dull, leading to low engagement and poor learning outcomes. LXP-based Solution: Create a learning path with individually recommended content To properly address the revealed skills gaps, it's time to create a learning path with the properly recommended content. Once an employee enters their own profile page, they can see a learning plan assigned to them by the company to develop the target skillset. An example of a learner profile in the LXP, illustrating Your Plan that has been assigned to master the necessary skills and Your Assignments. The profile may also contain learner's achievements, current skills, recommended content, and other learning details Instead of passing the entire learning process from a zero level, the LXP suggests the employee finding the appropriate content based on their current skill level. An interface shows that an employee has chosen a skill to master. Based on self-assessment, which gives Skill Level 4, the LXP suggests finding appropriate content by clicking the Find Content button Once a learner selects and enters a course, they see a detailed learning path and start learning. When going through the course, the current progress is automatically calculated and shown to a user After completing a learning path for mastering a certain skill, an employee returns to the skill assessment. Depending on an LXP, there might be different assessment methods. The most popular and demanded one is a test or exam with certification as a reward. Challenge 3. How to measure results? To track the learning process and outcomes, HR and L&D managers or educators regularly create tests or arrange interviews. The process is based on manual work, which consumes a lot of time and implies the risk of biased assessment. On top of that, without real-time automated analytics, business leaders don't see how many employees are learning, how fast skill gaps are reducing, who are the top performers in their company, and many other useful metrics. As a result, top managers cannot make timely and data-backed decisions about further learning activities. LXP-based Solution: Automate the tracking of learning progress and outcomes to make data-backed decisions By tracking the learning progress and outcomes, L&D managers and educators can use it to identify top and low-performing learners objectively. Having such data can be used to see who has best mastered new competencies and can be promoted, and who needs assistance or follow-up. An example of a report where all employees are assessed separately for each hard skill, and where a manager can see top performers and those who need control Company managers and educators can also analyze if a skill gap is getting less across the company by getting skill rating analytics. An example of a dashboard with learning results for 3 months, showing that the Data Analysis skill across the company has improved by 8%, with the current average of 3.67 In addition, the company management can get insights about the learning process from multiple other aspects. For example, how many employees are active learners, how many courses are used for learning, which content is most popular, and many other useful metrics. An example of an analytics dashboard with insights about the learning process overall Challenge 4. How to improve results? Most learning programs are considered successfully completed after finishing the course, without further analysis of whether the learning process has been useful and engaging, and whether employees feel satisfied with the experience. As a result, employees don't feel motivated to start training new skills, the skill gap across the company grows, and investment in training doesn't bring expected outcomes to business. LXP-based Solution: Keep high learners' engagement to accelerate the adoption of new knowledge What would you do in case the learning performance tracking shows poor results, or you want to improve the learning outcomes even more? Think, how engaging is the learning content that your company offers? Learners' engagement is critical for the success of learning. That's why LXPs include not only courses assigned by the company, but also learning based on employee's personal interests. That's one of the differences between LXP and LMS. The LXP can both import the internal learning content from the company's LMS and integrate external content providers, such as YouTube, TED videos, Google podcasts, and others via xAPI. (xAPI retrieves records from external sources and aggregates them in a learning record store – LRS. xAPI is compliant and widely used by the top LMSs, such as Moodle, Blackboard, Docebo, Learndash, etc.). Mixing internal and external content makes an LXP a perfect solution to the issue of the up-to-date content shortage that is typical of an LMS. Microsoft General Manager of Enterprise Corporate Learning, Alessandro Giacobbe, confirms the profitability of integrating LMS and LXP, stating that there is no point in replacing LMS as it’s critical for compliance and professional development; instead, their aim is to provide employees with the broad learning catalog by uniting LXP and LMS. To illustrate, it can be a Sharepoint-based LMS and Microsoft Viva, which also seamlessly interact with Microsoft 365 and Teams, turning into a holistic learning solution. Anyway, whether you use a standalone LXP or its combination with LMS, here are a couple of features that increase employees' engagement when applied in the LXP. AI-based content recommendations Based on data about an employee, their learning performance, interests, and learning paths, the engine powered by Artificial Intelligence finds patterns and makes predictions about learner's interest and recommends the relevant content Content recommendations based on learner's personal choice To find out what content to recommend you, the LXP asks a learner to define their interests, current level, content preferences, and learning goals Interactive Chat-based Learning An example of an interactive chat-based learning model when a learner interacts with a chatbot as a virtual tutor in the form of a dialogue Social learning An example of LXP where employees choose mentors to communicate, exchange knowledge and content. There is also a possibility to turn on a feed like in social media with public comments, talking with peers, etc. Students recommend external materials for each topic. After being approved by an Admin, new materials are added to the course. It makes the LXP a self-growing and replenished system Set of Criteria for Identifying Top LXPs We've chosen a single set of criteria to be objective and concise in choosing top Learning Experience Platforms on the market: LXPs' rating on the most trusted customer reviews platforms—g2.com, capterra.com, and softwarereviews.com;  Support of key LXP features that form the basis of a highly effective learning experience and make LXPs stand out of the competition: Personalized learning path and content recommendations is when every learner gets a highly relevant content and learning program that is based on their knowledge, goals, and interests; In-built Artificial Intelligence as a supreme level of personalization. It allows predicting learners' interest and content relevance, automate progress tracking, and forecast learning outcomes; Microlearning, which means dividing learning content in short and highly precise chunks. As a result, a learner advances in the study even if they are limited in time (learn during lunch breaks, while commuting, etc.); Gamification is using game-based elements in learning (awards, unlocking new levels, leaderboard). It has proven to increase motivation, engagement, and lead to better learning outcomes; Social learning is about interacting with others while learning. It allows learners to get advice from experts, share achievements with peers, discuss content, generate ideas, and much more; Simple content creation and management. Admins can integrate content from an LMS or other external sources in seconds thanks to the support of all common eLearning standards (SCORM, xAPI, CMI5, AICC); Automated knowledge assessments on diverse stages of the learning process: for initial skills assessment, for regular checkups, and for examining and certifying learners upon course completion; Real-time analytics and reporting allows getting insights about the skills gaps in your company, the efficiency of training, the best and the worst performing learners—all of which allows making data-backed decisions in employee management; Rich integration capabilities for binding the LXP with other company software (CRM, HRM, ERP, etc). For example, by integrating the LXP with your HR portal, you can use learning outcomes for building a more effective business strategy, because you can see top performers and promote them; Mobile version is critical to favor learning anywhere and anytime on any device without sacrificing the quality of user experience. Top 10 Ready-to-Use LXPs Overview LinkedIn Learning LXP Microsoft-owned LinkedIn Learning is a cross between a MOOC platform and an LXP. It appeared in California in 1995 as Lynda.com. For individuals, a monthly subscription equals $29.99, or there is an annual subscription for $19.99 per month. As for companies, $379,88 is the cost for 1 user per year, which equals almost $380,000 yearly for 1000 users [2022]. Though, enterprises are suggested to connect with them directly and discuss the cost individually. Free trials are offered. LinkedIn Learning. Source LinkedIn Learning has the following core features: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ✅ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ One of the advantages this Learning Experience Platform has over its competitors is its access to the users’ LinkedIn profiles. The platform uses this to improve content curation. For example, you can get recommendations based on your job function, industry, or skills you've mentioned. LinkedIn Learning has great UI and UX on both desktop and mobile devices. However, its customization options are extremely limited, while some users find content recommendations not as robust as in other systems. Besides, numerous users feel worried that LinkedIn Learning certificates aren't officially recognized in their industries. ✅“I am an expert in online education and have been in the EdTech industry for 11 years. I like the format of presented mini-courses in the directory. The UI and UX are pretty good, and the learning process does not cause negative emotions. Spending as little as 30-45 minutes a day on education, you can get impressive results pretty quickly,” Oleksandr T., a CTO in a Company with up to 50 employees. ❌“The course recommendations do not always feel relevant to my profession. There are too many courses available and it can be overwhelming! There is also not enough test of your comprehension of a course at the end. Some have questions while others do not,” Kerry A., a Civil Engineer in a Company with up to 1000 employees. Capterra Rating: 4 out of 5 G2 Rating: 4.4 out of 5 SoftwareReviews Rating: NA Coorpacademy LXP Coorpacademy started in 2013 as a European startup. It is reportedly used by CEOs, MDs, entrepreneurs, HR Directors, CDO’s and Corporate training Managers. The LXP has a free trial and SaaS pricing. The subscription cost isn´t revealed on the official website and can be found in 3rd-party sources only. For SMBs, the price equals 8€ monthly per user. For enterprises, 15€ per user every month, which could reach whopping €180,000 for 1000 licenses yearly, though the company promises decrease in price as the number of users increases [2022]. Coorpacademy. Source Coorpacademy has all the main functions a Learning Experience Platform needs: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ❌ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ This system has one of the best data visualization systems in the LXP field. It also features a unique game-based learning system allowing users to challenge one another. ✅“Interactive and innovative learning tool. Easy to use and re-start after break. Keeps you motivated to raise your learning level,” Bittu V., a Head of Business Analytics in Food and Beverages Industry, the company up to 10,000 employees ❌”Gamification has cons. The points and how they are earned. A more precise indicator is necessary to make sure the rankings are coherent to the information learned,” Andrew C., a Trade Market Coordinator in the company with 10,000+ employees. Capterra Rating: 4.7 out of 5 G2 Rating: NA SoftwareReviews Rating: 6.9 out of 10 Degreed LXP Degreed was launched in the US, California, back in 2012. Up to date, it has won over 25 industry awards. Degreed is an upskilling platform with SaaS pricing plans and no free trial. The official website discloses its subscription costs upon request, though let’s rely on Venturebeat data. For enterprises, Degree offers annual contracts aligned to an organization's size, ranging from $10 to $12 per user, which equals at least $120,000 yearly per 1000 users [2022].  Degreed also targets individual users. To receive certification in a specific skill, individuals pay $129 or $399 for an unlimited membership. Degreed Learning Experience Platform has the following core functions: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ❌ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ All-in-all, Degreed has a wide array of powerful features. However, some of them require extra fees, others still have to be improved, as some users believe. ✅“Content aggregation very strong. Ability to create learning paths from both external and internal content and assign to users/groups. Ease of creating and following learning groups. Easy to tag and create daily learning feeds. So easy to share and add content from any web source to existing internally create learning paths.,” Aaron B., People Vevelopment Representative in Organization with up to 10,000 employees. ❌”The lack of a fully developed native app and the reporting are lacking. I would like the same experience on my mobile device as I have on my laptop. Would love greater analytics e.g. to see how my team are progressing,” Todd S., a VP of Leadership & Organization Development in Real Estate. Capterra Rating: 4.4 out of 5 G2 Rating: 4.3 out of 5 SoftwareReviews Rating: 7.4 out of 10 Percipio LXP Percipio Learning Experience Platform is developed by Skillsoft - a company specializing in eLearning since 1998 and well-known for its Skillport LMS development. The Percipio App offers over 80,000 tools in 29 languages. Also, it is the broadest and deepest library of courses, books, and videos. The LXP offers a free trial for users. The official Percipio website has no available data about the LXP pricing, however, there is data in the 3rd-party source that a basic content collection can cost as low as $5/user for 1000 users, while for enterprise collections it can go up to $90/user for 1000 users, translating into $90,000 yearly for an enterprise. Percipio. Source The features of Percipio include: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ❌ Microlearning ✅ Gamification ✅ Social learning ❌ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ Moreover, this Learning Experience Platform has a Google Chrome extension that allows you to search for content on the platform just by highlighting certain words or phrases as you surf the web. Still, the system isn’t perfect—for example, it suggests a lot of low-quality and outdated content. ✅“The Percipio interface is easy to use for both searching for courses as well as uploading new courseware. I also like the ability to house both our own company-developed content as well as content we curate from the SkillSoft library (or elsewhere) in one place,” Deborah S, HR Manager in L&D, Information Services Company with 10,000+ employees ❌“Issue with 3rd party content – right now if you have 3rd party content yourself and want to take it in Percipio, you must connect via a link. Removing outdated content and/or updating isn’t really there. I saw a lot of bad and outdated content,” Craig Weiss, a CEO and Lead Analyst for The Craig Weiss Group. Capterra Rating: 4.4 out of 5 G2 Rating: 4.1 out of 5 SoftwareReviews Rating: 7.8 out of 10 Learn Amp LXP Learn Amp is a UK-based company founded in 2017.Learn Amp is a combination of LXP and LMS for business. Its pricing info is closed on Learn Amp website, but can be discovered in other eLearning sources. The subscription cost starts at $4 per user monthly, which equals $48,000 for 1000 users for 1 year [2022]. Minimal license is sold for 100 users, billed annually, and there is a free trial. Learn Amp. Source Learn Amp has every essential feature that you might need: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ✅ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ Learn Amp is a well-balanced system with an amazing set of features. However, it seems to have gaps in content management, reporting and analytics, and might be difficult to start working with, according to some users. ✅“Having access to a large curated library allowed learners to find what they need, when they need it. There are some great social features such as the ability to rate and comment on content as well as the ability to share content with others,” Stephen P., a CEO at a Market Research Company with up to 200 employees. ❌”It would be helpful if the platform recognised Powerpoint as a file upload [...] Lacks some basics such as browser detection and SCORM logs/reports, and admin UI is clunky, especially when reviewing new/pending content, lack of search filters/tags is a pain,” Amanda R., a Head of L&D in the Entertainment company with up to 200 employees. Capterra Rating: 4.9 out of 5 G2 Rating: 4.8 out of 5 SoftwareReviews Rating: 9.4 out of 10 Thrive LXP Thrive is a UK-based company that launched its LXP in 2019. Thrive is the LXP that, according to the company statement, can seamlessly replace a traditional LMS. They don't have a free version or a free trial. To use the platform, there are SaaS-based subscription plans. Users need to subscribe for at least 3 years. The subscription cost depends on the number of users, for example, for 500-1000 users you'll pay $36,500 annually [2022]. Thrive Source Thrive Learning Experience Platform has the following core features: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ✅ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ True to the LXP concept, Thrive has a great UI and UX and a powerful set of additional features such as video conferencing. However, the gaps in content management set it back, some users say. ✅“The whole user experience is fantastic—it's easy, it's reminiscent of our favourite social media channels, it's simple and super intuitive—No instruction guides required!”, Angela T., a Director of L&D at Real Estate Company with up to 500 employees. ❌“The only negative I think is the versioning of content being uploaded, so you can't version a new SCORM package. We couldn't edit the content to our brand,” Andy H., a Digital Learning Specialist, Financial Services with up to 500 employees. Capterra Rating: 4.7 out of 5 G2 Rating: 4.7 out of 5 SoftwareReviews Rating: 8.7 out of 10 Infuse LXP Infuse Learning Experience Platform was developed by Absorb in 2019, following the famous Absorb LMS. The platform has a free trial and SaaS pricing depending on the features. Hosted pricing from Absorb starts at $1,350 per month for 500 users, which results in $29,000 per year for up to 1000 users [2022]. However, this pricing has been lately applied rather to Absorb LMS with LXP cost available upon request only. Absorb Infuse. Source Infuse comprises the following major functions: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ❌ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ Infuse’s UI is good, although inconsistent in some places. It also has certain in-built gamification elements and its skills/certification management is solid as well. However, it could have easier content management and support, as some users claim. ✅“Admin side is intuitive and offers easy templates for a variety of customizations, while the user side offers multiple layouts that they can control and different options to check in on their training progress and certificates. It's so easy now to push out training and reminder messages to mass groups or individuals,” Pamela B, HR at Healthcare Organization with up to 1000 employees. ❌“No versioning, so when you update a course, you have to re-enroll all users. Enrollment delays with our new learners are also frustrating for the learners and our teams. The delayed support response times when submitting a ticket have been very long, resulting in extended down times. Not being able to call the support team direct for a quick inquiry or assistance is very frustrating,” Sunny B., a Marketing and Advertising Manager in a company with up to 1,000 employees. Capterra Rating: 4.4 out of 5  G2 Rating: NA SoftwareReviews Rating: NA Edcast LXP Edcast is a US-based eLearning company that has been founded in 2013. EdCast LXP is a SaaS solution. Its subscription data is available upon request only. According to AWS sources, the EdCast enterprise plan costs $2 per user monthly, which translates into $24,000 yearly for 1000 users. Note that the enterprise plan supposedly has the minimal threshold of 2000 user licenses [2022]. No free trial is available. Edcast on a mobile device. Source Edcast Learning Experience Platform features include: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ✅ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ In addition, the company has a marketplace where the users can buy quality learning content and connect from experienced corporate trainers. Edcast is liked for its rich functionality and powerful AI for talent management. However, the administration side as well as mobile UX still has to be improved, some users say. ✅“Features like progress tracker, pathway, timely notifications, AI enabled suggestions among others helped in staying engaged with the course in the long run. All this put together with the powerful integrations from various platforms have made Edcast an Ideal LXP platform which is sure to lead the way in this industry,” Vira S., a Digital Marketer in Software Development Company with up to 50 employees. ❌“The Android app sometimes fails to log in, it requires some bug fixing [...] there are many blank and empty pages and buttons which don't lead to any content.” Abhay J., a Senior Manager in the Enterprise with over 1000 employees. Capterra Rating: 5 out of 5 G2 Rating: 4.6 out of 5 SoftwareReviews Rating: 8.5 out of 10 Valamis LXP This Finnish company has been on the market since 2003, although its LXP offering is much younger, its development started in 2010. Valamis LXP is available like a SaaS or perpetual license. Best for large enterprises for £15,000 per instance, according to the UK governmental source (official info upon individual request). Paying for instance means that a company gets a copy of the product and can use it for all their employees, whether it be 100 or 1000 users. A free trial is offered. Valamis. Source Valamis has all the core features of a Learning Experience Platform and a bit more: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ✅ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ As the platform has only been on the market for a short time, there are still few comments. Customers praise Valamis for its flexibility and scalability, although they consider it to be quite pricey and lacking some functionality. ✅“One of the best learning platforms and best IT-project what I have lead as a customer. Softwares best parts are xApi interface and it's scaleability for different usecases and ammount of users,” Ville T., Manager at Educational Organization with up to 1000 employees.  ❌“Pricey. No built-in shopping cart. Course Library managed by the third party,”Akshata Fernando, a Digital Marketing Professional Capterra Rating: 4.5 out of 5 G2 Rating: NA SoftwareReviews Rating: NA Instilled LXP The Instilled LXP has been released in 2019. After its launch, this system was named as a Top 20 Learning Experience Platform by Training Industry 2 years in a row. Instilled LXP has a free trial and SaaS pricing depending on the number of users. The pricing information is closed and should be requested individually. Instilled. Source These functions are at the core of Instilled LXP: Personalized learning path and content recommendations ✅ In-built Artificial Intelligence ❌ Microlearning ✅ Gamification ✅ Social learning ✅ Simple content creation and management (SCORM, xAPI, CMI5, AICC) ✅ Automated knowledge assessments ✅ Real-time analytics and reporting ✅ Rich integration capabilities ✅ Mobile design ✅ Instilled is praised for its powerful authoring tools (especially video editing), robust analytics, major eLearning standards integration, and seamless UI and UX. Unfortunately, the lackluster data visualization and lack of content partners are its bottlenecks. ✅“Very good video editing tool. UI is crisp, UX is solid. Ability to subscribe to your favorite videos and/or playlists. Can upload your own content – many LXPs do not offer this, I know shocking. Anyway, accepts SCORM too. Solid Admin UX,” Craig Weiss, a CEO and lead analyst for The Craig Weiss Group ❌“Data visualization is there but needs more options, better visualization … what is there, works, but if there was just a touch more of ability to only have video as content. No content partners upon launch,” Craig Weiss, a CEO and lead analyst for The Craig Weiss Group Capterra Rating: NA G2 Rating: NA SoftwareReviews Rating: NA Custom LXP vs Ready-Made LXP Top LXPs on the market are great examples of intuitive and engaging learning platforms with great functionality. However, the peculiarity of any ready-made solutions is that they target a wide range of use cases instead of focusing on what your company or industry needs. So your employees, clients, or students might need to adapt to a platform. Belitsoft’s eLearning team has researched the common issues of top 10 LXPs on the market, so that you could see how critical they might be for your case and what you can do to avoid similar issues. Below you'll find about 40 verified customer reviews from the most trusted services such as trustraduis.com, capterra.com, elearningindustry.com, and g2.com. They reveal what top Learning Experience Platforms on the market may lack from customers' viewpoint. The research is aimed to help you see common bottlenecks in ready-to-use platforms and make an informed decision whether these issues are non-critical for your business or you'd better opt for a custom solution. The reviewed LXPs are Degreed, Edcast, Learn Amp, LinkedIn Learning, Percipio, Thrive, Coorpacademy, Valamis, Absorb Infuse, and Instilled. Top 6 Disadvantages of the Best Ready-Made LXPs & Ways to Resolve Them 1. Security issues Security is the core priority for enterprises. Secure software keeps all your employees' data and learning materials safe and private. Some ready-made solutions may create the risk of your data going public due to some internal technical issues. One of the reviews from the government administration reported such an issue while using Degreed. Brian N., a Retirement Benefits Specialist, the Government Administration with up to 1000 employees: “Occasionally the Integrations section bugs out and it requires you to make your information public. Given security, there is no easy answer to that but wish there was a way to interconnect but keep others sites private.” How Custom LXP Resolves the Issue Developing a custom LXP is your go-to solution for having full control and security. In this case, you own it and can implement any changes to boost its security level.  For example, your development team can  ensure GDPR compliance,  create strong backup system,  restrict user privileges to prevent risky files downloading and sharing,  encrypt data for safety,  keep up with security updates, enable 2-factor authentication, and  apply other security measures based on your industry and company demands.  As a result, you can control the security of your software without letting a 3rd party into your company data. 2. High subscription fees Upskilling and reskilling employees implies their continuous learning, which in its turn, requires purchasing a subscription plan. All the top LXPs on the market have a SaaS pricing model. It means that you pay a monthly or yearly subscription fee that usually grows with every new feature or employee.  For example, Coorpacademy that is reportedly used by CEOs, entrepreneurs, HR Directors, and CDOs charges SMBs 8€ per user monthly. For enterprises, the cost is 15€ per user monthly, which translates into €180,000 for 1000 user licenses per year [2022]. In LinkedIn Learning, an annual subscription equals $19.99 per month [2022]. As a result, the expenses for educating 1000 employees reach the staggering $240,000 per year.  Andreea C., a B2B strategist in a company with up to 1000 employees, notes that the price of LinkedIn Learning LXP is quite high:  “As all with regards to Linkedin, the prices are very high. They are VIP prices that would best go down.” Avani J., a Marketing analyst in a small company with up to 50 employees, agrees that: “LinkedIn Learning is an expensive platform - there are alternative applications that let you subscribe to particular courses that you want to opt for - saving you the hefty price of paying for the entire library.” How Custom LXP Resolves the Issue To save in a long term due to avoiding subscription fees, companies, especially enterprises with 1000+ employees, sooner or later come to the idea of developing their custom learning platform. With a custom system, you don’t pay subscription or license fees.  In addition, when your initial investment pays off, a custom LXP will become a highly demanded product that you can resell. The high demand on LXPs confirms the global analyst Josh Bersin that refers to LXP as “the learning delivery platform of the future”. He states that investments in LXPs are growing exponentially. By 2026, the LXP market is supposed to reach almost $2,2 Billion.  3. Gaps in content management No possibility to conveniently upload 3rd-party content Andy H., a Digital Learning Specialist, Financial Services with up to 500 employees, wish that the LXP would love to upload new content to Thrive LXP easily:  “The only negative I think is the versioning of content being uploaded, so you can’t version a new SCORM package.” Craig Weiss, a CEO and Lead Analyst for The Craig Weiss Group, met with the problem of content updating in Percipio LXP:  “Issue with 3rd party content – right now if you have 3rd party content yourself and want to take it in Percipio, you must connect via a link. Culling i.e. removing outdated content and/or updating isn’t really there. I saw a lot of bad and outdated content.” No downloading and offline learning option Carmen Rodriguez, an Enterprise Retail Sales Manager, the Bank of America with 1000+ employees, the user of Degreed LXP: “Degreed does not allow me to download articles or learn topics shared by my co-workers. This would be an incredible feature since you could have the learning outside the platform, without the need to be connected to it.” Richard (Ric) Hazel, a Senior Project/Process Analyst, FedEx Customer Technologies, 10,001+ employees, the user of Percipio LXP: “The biggest issue I have is that you have to be online to read the books. It would be nice if there was a download option where you could read the book in an e-reader app like Kindle or Nook. Having an option to highlight sections of the book as you are reading it would be very helpful.” Few content formats are supported Kristin, a Sales Operations Analyst, a company with up 1000 employees, the user of Percipio LXP: “Sometimes, there's only access to audiobook versions. At least let me access a transcript.” Amanda R., a Head of L&D, the entertainment company with up to 200 employees, the user of Learn Amp LXP: “Doesn't recognise Powerpoint...” Darcy M., a Director at L&D, the Construction Company with up to 1000 employees, also names some issues while using Thrive LXP: “Currently not able to add images to quizzes or use quizzes as real-time edited knowledge checks or surveys. Not able to add images to articles, questions, or comments.” Craig Weiss, a CEO and lead analyst for The Craig Weiss Group, would prefer to have more useful content in Instilled LXP:  “Data visualization is there but needs more options, better visualization … what is there, works, but if there was just a touch more of ability to only have video as content. Yes, you can have the match of a PDF, PPT, etc. to the video, but in the playlist, it is video content only… ” How Custom LXP Resolves the Issue Building a proprietary LXP can resolve all the abovementioned issues that impede your employers to learn and grow. The software development team can ensure the following content management functionality in your LXP: Easy uploading of a 3-rd party content due to SCORM, xAPI compatibility; Content downloading and offline learning thanks to the offline mode support; Support of multiple content formats including video, audio, text, pictures, etc. to stimulate users’ retention and better outcomes. 4. Lacking admin functionality When an admin doesn’t have full visibility of the system or lacks functionality, it might lead to poor learning outcomes overall.  Among the major drawbacks of ready-to-use platforms for admins, usually L&D officers, there are the absence of customization for industry needs, scarce reporting that impedes evaluating the ROI of learning, no leaderboards, or the limited possibility to manage content. Sasha Brito, a Marketing Director at GAL, Real Estate Enterprise with up to 5000 employees, finds employees’ progress monitoring through Degreed LXP rather troublesome:  “One of the main challenges that have arisen during the use of Degreed is that I must constantly review the learning behavior of each of my employees. Degreed does not have a notification system that alerts me when an employee is active on the platform and is learning, this platform does not offer me that notification system. It is a bit annoying having to watch out that our employees are fulfilling their duties in the apprenticeship that has been placed on them.” Suraj M., an LMS Specialist, the Enterprise with 1000+ employees, confirms that admin functionality in Degreed LXP could be optimized: “As an admin, some abilities are desired. Insights dashboards on the admin fronts could have more customization options. Option to clear Notifications would be helpful. Expiring content, a simple LMS under the hood would be great.” Rachel M, an L&D Officer, a Mid-Market company with up to 1000 employees, would prefer some customization capacity as an admin of Edcast LXP: “I would love for them to allow us to built custom dashboards as per our industry needs.” Jack P., a Senior Learning Consultant, Financial Services with up to 1000 employees, wishes Thrive LXP worked as he’s hoped:  “The quiz function doesn't provide us with the feedback/stats that we were hoping for. Some of the admin features are very light in comparison a traditional LMS. An example of this, is the reliance on external API links to view the data rather than having reports that can be customisable in Thrive can limit the admin experience and does require IT resource to help set this up and external software to review the data.” Vicki B., a People Manager, the Food & Beverages services with up to 200 employees, considers the lack of some features in Thrive LXP to be weird:  “Some of the functionality can be odd - eg why can't we get live information on points, some people really want to know where they are on the leader board. Having to go through each user is laborious and I would really loathe this job with more than 150 employees! Would be great to have a 'read and understood' option in learning pathways to have evidence that users have completed their assigned training.” Matt, a CEO, the Human Resources services with up to 10 employees, would love to get reports from Thrive LXP:  “There are some things that are missing from the nice to have list, such as detailed and easy to use reporting features.” Frank Z., a representative of an Enterprise with 1000+ employees, feels rather dissatisfied that user management in Edcast LXP is not well-thought:  “Administrators can't proxy in as users to see their experience in the system. It does not allow Admins to complete content for users.” Susan M., a Representative of the Automotive Company with 10,001+ employees, also notices some problems as an admin:  “As managers, we can’t measure or track the progress of our specific team. It’s hard to navigate through to know where you are in the courses.” Hitesh M., a digital marketer at IIM Udaipur, a Mid-Market company with up to 1000 employees, suggests more interaction between admins and users within Edcast LXP:  “I have one suggestion to add more points of interactions [of admin] with the user and make it easy to access the report of these interactions to understand and improve engagement.” Samantha H., an Office Manager, the Travel & Tourism company with up to 200 employees, the user of Learn Amp LXP:  “As mentioned from an administrator point of view, the set up does require some time and thought. More video tutorials would have been helpful so that I didn't need to call up, although I do always get a swift response.” Savannah, a teacher, also had this issue with Learn Amp LXP:  “When we just started working together, there were specific requirements regarding the management reports, some of them required additional development.” How Custom LXP Resolves the Issue Building a proprietary LXP deprives you of any decisions that third parties might make, such as changes in the interface or navigation and limited admin functionality. Your software development team can add all the functionality that ready-made platforms may lack enabling: Transferring data among your LXP, HR, LMS, and other in-house software with the help of API integrations; Customization for industry and company needs; Setting up automated notifications for admins about users’ activities; Applying a leaderboard for maintaining users’ interest;  Detailed and customizable reporting for getting timely insights about the learning progress and outcomes; Automating training and on-boarding process through creating a series of tutorials and manuals for users and LXP admins. 5. Buggy user experience An engaging eLearning experience requires an LXP to be well-designed, user-friendly, and simple to use. However, there are multiple offers on the LXP market with a series of issues that make a user experience troublesome. Poor navigation, filtering, and content search Pamela B., a Business Analyst and Project Manager, Management Consulting Company with up to 10 employees, the user of Thrive LXP:  “Inability to section our customer content, lot of messing about tagging and setting up custom fields to ensure customer sees learning content, this should get easier soon. Sections not being able to subsection to make pathway left hand side menu be slicker and easier for the learner.” Laura S., a Web Designer, Higher Education Enterprise with 1000+ employees, the user of LinkedIn Learning: “The amount of content is poorly organized and is overwhelming. It would be helpful to have an option to filter and to be able to wort by difficulty or video length so that you could easily find something to fit your experience level and time constraints.” Matt LeMaire, a Vice President, Peel Mutual Insurance, up to 50 employees, the user of LinkedIn Learning: “If you have created a Learning Path, the editing of courses and order/placement can be problematic as rather than being able to easily shuffle courses between sections of a learning path, you would have to delete and start over. I should be able to move course x from section c to section a without issue.” Ashley D, an Account Manager, an Enterprise with 1000+ employees, gives an extended answer on what content management functionality in Degreed LXP is lacking: “What I dislike is how I have to go back to the course's main page to mark each item as complete. I wish it would hide my finished section and then prompt me to move on to the next section. Since I have to be redirected back to the list, I can miss items. It also doesn't have a pop-up for when I'm 100% complete so I never know that. I also don't get an email confirmation when I complete something. That means I have to go back and check. There should also be something where I can group my classes by Completed, In progress. Unfortunately currently no way.” Olha K, a marketing manager, Small Business with up to 50 employees, the user of Edcast LXP: “... there are many blank and empty pages and buttons which don't lead to any content.” Irrelevant learning materials and follow-up tasks Kerry A, Civil Engineer, a company with 1000+ employees, had problems with the relevance of the courses in LinkedIn Learning:  “The course recommendations do not always feel relevant to my profession.” Emmanuel B., a Governance web manager, Electrical/Electronic Manufacturing, 10,001+ employees:  “Some quizzes questions are not relevant: sometimes the answer is different to what is said in the video, sometimes the question requires an EXACT word for the answer: this is completely useless!! To succeed you need to review the video to stop and catch the exact sentence and to write it as an answer: Big loss of time for nothing.” Jeyaseelan M., ITSO, Farming, 10,001+ employees: “Some links are not clear that the users need to click in order to move on to the next level. Not possible to review correct answers after the testing is over - no means of reference - even to quote reference in this exercise.” How Custom LXP Resolves the Issue Building a custom LXP powered by Artificial Intelligence will resolve the mentioned issues. AI-based LXP gives you key functionality that favors business, such as:  personalized learning paths,  accurate content recommendation,  automated skills assessment,  workforce performance progress tracking,  workforce performance forecasting, and many more. 6. Technical issues Among the disadvantages of ready-made LXPs named by customers, there are also some technical issues. For example, Zoom doesn’t work normally, there is poor audio quality, timing out and logging out a user after a few minutes of standby, and some others depending on a platform. Missree V., an Assistant Manager - Offer Marketing, Electrical/Electronic Manufacturing, 10,001+ employees, the user of Coorpacademy LXP: “Sometimes, the interface is super slow and it is irrespective of the network connection.” Josh H., Co-Founder & CEO of a small business with up to 50 employees, reports rather poor audio quality in LinkedIn Learning: “The audio quality for the videos goes in and out when I'm listening while driving. It gets pretty poor quality oftentimes.” Rick, Tech Writer in the Hospital & Health Care company with over 1000 employees, didn’t manage to import certificates into his personal account from LinkedIn Learning:  “There is an issue with the certificate import from one account to another. Sometimes, due to the availability of a premium account through organizational mail, people tend to complete the expensive courses using it and avail certificate but cannot add it to their personal account without any hassle. This issue is irritating. There should be a way to validate the authenticity of the user and then help them import the certificate.” Abhay J, Senior Manager, the Enterprise with over 1000 employees, the user of Edcast LXP:  “The android app sometimes fails to log in, it requires some bug fixing.” Kristie, a Designer, found that Zoom meeting in LinkedIn Learning might work not properly:  “Several times, I have used LinkedIn to learn about a specific job like Product Management and when I tried to use the Zoom meeting, I never got let into the meeting. It might be a technical issue but I have missed out on a lot of meetings on LinkedIn because the Zoom meetings were not coordinated properly.” Steven, a Senior Business Development, an Enterprise with 1000+ employees admits having issues when working with Percipio LXP:  “It times out if you leave the window open without advancing. Sometimes I will have to start over and log back in if I don't take any actions for a few minutes.” Janelle M., an L&D Manager/Instructional Designer at Ten Group with up to 1000 employees, found Learn Amp LXP difficult to set up: “While launching, we had some problems with some of our learners not being able to log in and use the system.” Felipe R, School Advisory Council, up to 50 employees, also had some bugs while using Edcast LXP: “[I’d like] the correction of some bugs such as the pages do not load automatically, being necessary to make an update with some frequency.” How Custom LXP Resolves the Issue When you build a custom LXP, you partner with a software development company that will take responsibility of building the software with clean, usable code. The developers will apply software testing and Quality Assurance best practices to deliver a robust platform with efficient and thorough code that prevent any of the abovementioned bugs. Three strong reasons to opt for a custom LXP: 1. Full control and security Developing a custom LXP, you own it, and you are free to decide what functionality, design, and branding it will have. You can tailor the LXP to your company, industry, employees, and learning goals. Also, you ensure the security level you want and can control this aspect without letting a 3rd-party into your personal space. 2. Saving in the long run due to avoiding subscription fees. All the top LXPs on the market have a SaaS pricing model. It means that you pay a monthly or yearly subscription fee that usually grows with every new feature or employee. With a custom system, you don't pay subscription or license fees. When your initial investment pays off, a custom LXP will become an asset. 3. Adding new functionality like AI or API integrations. By implementing Artificial Intelligence into your LXP, you get key tools that favor business, such as personalized learning paths, accurate content recommendation, automated skills assessment, workforce performance forecasting, and many more. As for API integrations, they allow you to transfer data among your LXP, HR, LMS, and other software that you currently have in use. 4. Getting your own LXP as a product and reselling it. The LXP is “the learning delivery platform of the future”, claims the global analyst Josh Bersin. And investments in LXPs are growing exponentially. By 2026, the LXP market is supposed to reach almost $2,2 Billion. How Belitsoft Can Help Custom LXP development. This is your option in case ready-made LXPs don't fit your needs, our eLearning team will build you a custom LXP from scratch, like we already did for the US training company. LXP customization. Opt for this option if you're using an open-source system ready-made or custom LXP already, but want to change a logo and a color scheme or add new features and modules. LXP consulting. If you need an expert opinion, address to our team, led by a CTO who is an eLearning Forbes Council with 17+ years of expertise. We'll examine your needs in depth and recommend the best solution for your individual case. GET A FREE QUOTE Help your employees demonstrate higher levels of productivity by upskilling and reskilling them in an engaging manner. Attract more clients and students by delivering easily digestible and relevant content. Use an LXP that will directly impact your business success. Our eLearning experts welcome you to discuss your ideas.

Based on 15+ years of expertise in eLearning software development, we will analyze your business needs in-depth and recommend the system that will resolve all the challenges your company faces, whether it is LMS development, LXP development or even skills management software implementation. Get a free quote! What is LXP? LXP stands for Learning Experience Platform. As software for professional learning, LXP is a solution to the problem of the up-to-date content shortage typical for an LMS. There are a lot of high-quality learning libraries with content that is automatically updating. It's more cost-efficient just to integrate your e-learning platform with this ready-to-use content than to deal with old content that you need to import manually into your LMS. With LXP functionality both options are possible: you can import some courses manually, as well as integrate with courses providers via API. LXP provides high engagement. Compared with a strict predefined learning path in LMS, LXP's learners build their own path that gives them more control and more productivity, both in acquiring new skills and in upgrading their qualifications. Artificial Intelligence behind LXP accelerates the adoption of new knowledge. AI-driven algorithms recommend to the learner personally structured content that is exactly what the learner needs exactly at this time. Neither more nor less. Some experts compare LXP with Netflix in eLearning due to its consumer-oriented methodology and intelligent content recommendation. Here is how its interface usually looks like (example of Linkedin LXP). linkedin.com LMS vs LXP: Key Differences LMS development LXP development Learner’s course is predefined and scheduled. Learners choose content based on recommendations and their own interests. Learners follow predefined curricula. The learning path is laid out before them and they just need to complete each milestone to get to the finish. Learning paths are self-directed and built when learners pick what they want to learn about. Focus on corporate learning for onboarding, compliance training, and licensing. Perfect fit for mandatory training when learners must complete specific, predetermined steps. Focus on user experience and continuous professional development with company purpose to grow highly performing professionals. Administrator-centric system when an admin (HR, leadership member, trainer) creates and delivers formal training to workforces. Learner-centric system when learners choose content based on their interests. Based on an internal company course catalog. Based on materials from internal knowledge base, external resources, and user-generated content. The line between those two classes of software is blurry and will depend on the functionality of a given system. For example, many LMS’, including Docebo and D2L, have addons that let the system perform as an LXP. Any educational software that supports the LTI standard can stream third-party learning content. On the other hand, features like learning paths and social integration are pretty much industry standard for an LMS. So companies may have an LXP, an LMS, or both depending on their goals and employees’ training approach. Use the LXP and LMS in tandem to: launch and track LMS-created course in LXP; augment your LMS-based training with a vast content library that LXP provides; allow admins to easily manage all corporate learning processes; get all analytical data from different platforms in one place. Have an LMS and cannot decide if you need to switch to LXP or just add more functionality to upgrade your LMS to get all innovative features? Contact our eLearning expert to get professional advice based on your situation. How LXP resolves business challenges Learning Experience Platforms appeared as a response to new business challenges that stakeholders faced and couldn’t resolve without an innovative approach. Among the major business challenges that companies face now there are: the need for continuous upskilling and reskilling of the workforce; preventing talent shortage; organizing internal mobility; timely building of employees’ in-demand and future-proof skills; leadership retiring and preparation of the next generation; avoiding employees’ burnout and increasing engagement. To address the mentioned business challenges, the learning content within the LXP must be highly relevant and just-in-time, which is achieved through highly personalized recommendations.  Personalized recommendations allow learners to choose the learning path that will mostly favor their skill-building and keep up their engagement rates. Let’s turn to Josh Bersin, the expert researcher in the topics of corporate HR, talent management, and technology. He suggests that LXPs recommend content based on the following approaches: 1. Skills-based recommendations. An LXP associates a job position with a certain skill set. So creating a profile in an LXP requires mentioning your actual skills.  When employees decide to upskill or reskill they choose the desired position. The LXP detects the skills they are supposed to possess.  Then the system matches these skills with the available content. The content for learning will be recommended based on the gap between the actual skills and the skills required for the desired job position. degreed.com 2. AI-based recommendations. An AI engine collects data about learners, their performance, behavior, and learning paths. Imagine you give an AI engine 1000 learners’ profiles. AI labels all the data from the profiles (skills, expertise) and the requested content (course categories, difficulty level).  Then the engine finds patterns that allow making automatic predictions about the interest of learners and the content relevance. Essentially, the underlying task of Artificial Intelligence is to predict the engagement of learners, given contextual information about the learners and courses. valamis.com 3. Usage data-based recommendations. The LXP aggregates massive amounts of the data of other learners with similar profile information to use as a basis for your content recommendations.  Such an approach has its bottleneck. If some course is widely recommended, it outcompetes other content that could be more relevant and valuable. And the LXP developers are working to resolve the issue. Some LXPs also let learners segment into communities. Thanks to this, the platform can recommend the most relevant and popular content within the community.  linkedin.com 4. Recommendations based on learner’s personal choice. To find out what content to recommend you can directly ask the learner. This experience is similar to the first launch of Spotify when you need to choose your preferences.  In the case of LXPs, thanks to defining your interests and goals, the system gets relevant information about your learning preferences.  Except for the content recommendation directly, this approach can be used for the best learning process adjustment. So the system may ask you about your level of expertise and your preferable way of learning (e.g., through articles, podcasts, or videos). learn.filtered.com Have you thought about deploying one of these innovative content recommendation approaches into your corporate training? Discuss all the options with our eLearning expert. Key LXP features The first step to deploying an LXP in your company is to understand what your employees expect from the program. Based on this information, you can decide what LXP functionality would be the best fit.  However, there are the key LXP features every solid platform must have. Highly intuitive individualized interface The interfaces of LXPs are much like Netflix and Google have. They reveal past interactions, learning paths, preferences, and recommendations. The user interface is responsive, individualized, and ubiquitous in delivery. It provides highly immersive learning experiences to users of the platform. edcast.com Social learning This includes inbuilt functionality for communication and knowledge exchange (e.g. community-recommended or user-generated content); Many learning experience platforms have rating systems, public comments, and sharing options like in social media networks. Moreover, learners can showcase their expertise in the topic to their peers. thrivelearning.com Microlearning LXPs include brief learning pieces that answer topic questions precisely (e.g. “How to create a diagram in Google Doc”).  Such bite-sized learning allows employees to learn within the working environment, easily switching to the LXP on the desktop or a mobile device.  The microlearning method supports different types of learning, including blended learning, group-based learning, problem-based learning, ILT.  linkedin.com Gamification in LXP Gamification is using game-design elements in a non-game environment. For example, a system of points, levels, and badges awarded for diligent study and high test grades is gamification. Gamification is used much more often, as it requires less investment to implement. Yet it has proven its effectiveness. Here’s what it brings: Better learning outcomes. Studies show that gamified software is more effective at teaching than its non-gamified counterparts. Improved motivation. Game elements make people willingly spend more time studying, thus increasing the overall effectiveness of learning. Fun. People who participate in gamified learning as part of their work report increased enjoyment and loyalty towards their company. For more information on gamification, its benefits, and risks see our article. And for examples of this approach in corporate training, read another one. Don’t confuse gamification with game-based learning. Game-based learning, on the other hand, is using play to teach skills or transfer knowledge. Solving equations quickly to make your racecar run faster than the opponents is an example of game-based learning. servicetick.com Extensive integration capabilities Being a learning gateway, an LXP is usually just a part of a corporate L&D and HR system. It integrates with many other types of business software, including CRM, HRM, ERP, LRS, etc. It permits the platform to collect the data it needs to curate content more effectively and to get valuable data for improving employee management. For example, an LXP integrates with an LRS to deliver trends and patterns through data analytics. The purpose is to help in personalizing learning even further. In-Built Artificial Intelligence A key feature of the LXP is the Artificial Intelligence engine for content recommendation and personalization of a learning path. The platform automatically recommends relevant learning materials based on a learner’s job position, experience level, previously completed courses, and other relevant information.  The use of AI includes the recommendation of lessons from third parties and “non-learning” systems such as YouTube. Artificial Intelligence also performs a prediction function.  Thanks to the integration with HR, LRS, CRM platforms, AI collects data and identifies trends and patterns in the on-demand skills and jobs So based on these data, business stakeholders can make informed training and learning decisions. Advanced analytics with xAPI (SCORM, cmi5, LTI) One of the primary goals of an LXP as a basis of a corporate learning culture is to connect learning with on-the-job performance. To perform it successfully, LXPs have adopted advanced standards, such as experience API (xAPI), cmi5, LTI, or SCORM (as the one of the previous generation but still highly in use). For example, it allows tracking how learners succeed in the course, what certificates they get, what skills they master, which courses are the most relevant and effective, etc. All this information helps business stakeholders understand how the learning process influences the work that people perform and whether your training is truly effective. Seamless access to multiple devices  It’s critical to give learners the ability to access content anytime and anywhere so that they could start a desktop course and be able to complete it later on a mobile device.  For that, your content must be available on any device, including desktop, native mobile, and progressive web apps.  edcast.com How Belitsoft Can Help Being in the eLearning market for more than 15 years and having delivered several LXPs, we know what we are talking about. Here’s how we can help you: Custom LXP development. If none of the boxed solutions fit your needs we can make you a new one from scratch. LXP customization. If you need to make a few tweaks to an existing open-source system (whether it is changing a logo and a color scheme or adding new features and modules) we can do that. LXP consulting. We can discuss your needs in depth and recommend the system that would be the most beneficial for your company. Content development. Should also need to create lessons and quizzes or repackage the existing ones in a different format, we can do it for you. GET A FREE QUOTE Frequently Asked Questions

As per Gartner, developing critical skills and competencies is the top priority for HR leaders. Why? Consider the manufacturing industry. By 2028, it stands to lose over $454 billion in GDP due to improperly skilled staff. Having the right talent is crucial for all businesses. Fully realizing this potential is the promise of the leading-edge eLearning trends of 2023. ELearning Trends 2023: What Is in the L&D Focus? Continuous Learning to Prevent Employee Turnover As a response to high employee turnover rates, companies are ramping up their investments in continuous learning to both retain their existing talent and attract new professionals. Encouraging a culture of ongoing education where employees feel recognized, appreciated, and inspired leads to enhanced performance and more cohesive teams. Crafting programs with the employees' future in mind shows commitment to their growth. Personalization in Learning LinkedIn Learning According to the think tank, Towards Maturity, 55% of learners prefer customized content and teaching methods. This indicates that learning systems should adapt to individual needs, rather than the reverse. Personalization hinges on three key factors: pace, approach, and content. Learners should have the freedom to progress at their own speed. If they find the content easy, they can move through it more quickly or even skip it. Using an approach that suits each learner's preference is vital. For example, if one person enjoys game-based learning and another prefers videos, each should be able to learn in the way they like best. Focus should be on what learners need to understand, not how. Even two newcomers might have different interests and areas of challenge, necessitating custom content. Learning Experience Platforms (LXP) exemplify this personalized strategy. Similar to how Netflix recommends shows tailored to a user's preferences, an LXP suggests courses most relevant to a specific individual. For instance, LinkedIn Learning offers classes influenced by a user's profile information, trending industry topics, software usage, desired skills, and even location (with geofencing enabled). LXP is an excellent tool for continuous learning. It allows users the freedom to deviate from a set curriculum. Alongside just-in-time learning aids, users can chart their own development path. Upskilling and Reskilling Pinpointing appropriate training content is key to upskilling and reskilling. This extends beyond just functional, domain, or technical competencies. Micro-skills and specialized knowledge are becoming increasingly important. Given the high demand for multi-talented individuals with specific knowledge, training content must be tailored to ensure learners can apply it to their roles. Skill mapping benefits not only the individual but also the organization by revealing avenues for profit and growth. Using skill mapping as a foundation for education enables a more individualized and continuous curation of training material, as opposed to a rigid and sporadic approach. Automated Targeted Assessment Targeted assessments are gaining traction as a tool to identify effective learning strategies and content. Organizations find this trend beneficial, as it aids in crafting personalized learning solutions for their employees. By collecting data on learners' knowledge, skills, and comprehension, trainers and content creators can better assess outcomes and develop relevant content. This not only eliminates misconceptions but also fosters a positive rapport between learners and Learning & Development teams. Social Learning Humans naturally learn well in groups. However, this doesn't mean online environments can't support social learning. It includes all educational activities that involve observing and imitating others. The first step in this approach is community building. When learners can turn to each other for help, it enhances knowledge and camaraderie. The second step is promoting healthy competition. The right incentives can motivate people to strive for excellence (see our article on gamification for examples). Finally, social elements contribute to a culture of continual self-improvement, benefiting both employees and the company’s bottom line. Only 10% of our learning occurs in formal settings. Recognizing this, many companies now support informal training. Soft Skills Training While job-specific training has always been crucial, there's a growing emphasis on soft skills in today's corporate landscape. With current technology capable of automating up to 50% of work activities, companies are now focusing on enhancing employees' soft skills, which machines can't replicate. Soft skills typically include: Leadership Problem-solving Communication Teamwork Adaptability Organization Time-management And more Leadership training, in particular, is garnering special attention. Effective leaders are vital to retain employees, especially as silent resignations are increasing. This has spurred organizations to invest more in leadership development. In 2023, we anticipate more companies prioritizing leadership training programs. These programs aim to equip leaders with skills to inspire their teams, manage conflicts, delegate tasks effectively, and make informed decisions. By fostering strong leaders, businesses can keep top talent and drive their success. Check out Belitsoft’s portfolio to see how we've designed custom software for leadership skills development. Improving Communication Skills through eLearning While it may seem counterintuitive, companies like Deloitte have shown that eLearning can indeed enhance communication skills. Businesses can measure soft skills to a certain degree, and the benefits are tangible. Indicators might include less time spent in meetings, reduced employee turnover, and increased customer and employee satisfaction, among others. Emphasizing Well-being Training Alongside soft skills, forward-thinking companies are introducing well-being training in 2023. Companies are rolling out courses that focus on mental, physical, and financial well-being to tackle issues like burnout, work-life balance, and financial health. These programs cover personal development topics such as productivity strategies, mindfulness, taking time off, and managing personal finances to reduce stress. This shift underscores the importance of work-life balance and helps mitigate burnout risks. User-Generated Content In the workplace, employees are more receptive to learning when their peers create the content. Referred to as user-generated content (UGC), this process involves employees actively creating learning material for themselves and their colleagues. The popularity of UGC is growing, as employees seek more interactive and personalized learning experiences. The benefit of UGC is that it fosters employee agreement and engagement, resulting in higher participation rates and more effective peer-to-peer training. Learners can contribute in various ways, such as through Q&A forums, short videos, case studies, and reviews. Showing the power of UGC and motivating employees with rewards are key to successfully recruiting people to contribute. With UGC, employees have first-hand information on both the problems they face and their corresponding solutions, so using this information is as close to teaching-by-doing as it gets in an online environment. Just-in-time aids are the main area where UGC thrives. When a person has successfully shown others a way to complete a specific task or an efficient workaround, everyone benefits. Personal stories. Not only are they fun and relatable, they are also engaging and useful. Users or the L&D team can create learning content from these anecdotes. Focus on Employees' Digital Skills As we move into 2023, one of the key eLearning trends is the need to enhance digital literacy among employees, especially as organizations continue to adapt to remote and hybrid work models. In order to keep pace with the relentless evolution of technology, organizations are prioritizing investment in digital literacy training for employees across all levels. It's no longer just a nice-to-have skill; it's a prerequisite for success in today's digital workplace. Priority of Data Security Training In the coming years, companies will have to make data safety instruction a priority. With the rise of cyberattacks like ransomware and malware, it is essential for employees to stay vigilant and be aware of potential threats. This responsibility goes beyond just the IT security team and extends to the entire staff. Companies will focus on cybersecurity training to teach people about the best practices and ensure that all staff members know how to prevent cyber risks. Creating awareness about the importance of data privacy and protecting critical assets such as people's identities will be a top preference for organizations in 2023 and beyond. By implementing these training programs, companies can prevent brand reputation loss, financial losses, and other detrimental outcomes. ELearning Trends 2023: Tech Tools to Achieve L&D Goals The Increased Use of AI There are several possibilities for Artificial Intelligence (AI) to improve the eLearning experience. Think of it as your own virtual teacher that assists in your training. The advantage of AI mentors is that they are available for learners via any device to provide help and the info required round-the-clock. It is easy to integrate a cloud-based LMS with AI-powered robot assistants like Temi for home learning. This robotic tutor can move autonomously, sense its environment, and keep track of your movements. Learners can use voice instead of typing their queries. Right now, we are talking not just about an artificial teacher who would talk to students throughout the training, but also can help to choose the most correct paths of learning. AI can facilitate the creation of highly customized training routes by analyzing the patterns and data it collects from the activities of every learner. The system will provide a more comprehensive course for those with a lack of basic knowledge and skip some modules for more advanced trainees. Availability and affordability, speed, effectiveness, and personalization are a small part of the benefits expected from the deployment of the AI into the studying process. AI's data analysis can make platforms more engaging for effective training. The Adoption of AR/VR Technologies The eLearning industry is witnessing a surge in the adoption of VR and AR technology, which is increasingly affordable and accessible.  With VR, learners can undergo simulations of real-world situations, resulting in a highly engaging and immersive learning experience. Meanwhile, AR enables a more flexible and contextual learning environment by superimposing digital content on the real world. Both VR and AR offer stimulating and captivating learning experiences and allow for personalized and interactive learning. Learners will experience an immersive journey with VR and AR eLearning courses by 2023. Mobile Learning The importance of m-learning has been growing for a while now. In the COVID-19 pandemic, the market is positively exploding: various sources project growth from USD 80 billion to USD 280 billion over the next seven years. It is easy to see why this happens. Initially, it provides versatility and covers nearly every learning approach, such as virtual instructor-led training (VILT), blended learning, online-only training, just-in-time learning help, and more. Second, it is beneficial for the learners, as they are already familiar with smartphones and feel comfortable working with them. The mobile learning domain encompasses all kinds of training done via a smartphone or a tablet. This includes dedicated m-learning apps. We have previously covered some prominent examples in our blog (e.g. Duolingo). Performance support tools (PST - learning aids designed to help employees whenever they need help) are currently the most popular niche for such applications. They help solve problems that the learners can encounter in their daily work and teach them at the same time. This kind of teaching is much more effective than simple repetition. That is why PSTs are a must-have for any company which cares about L&D. A mobile app that we have made for our customer’s LMS is an example of this trend. The original system was desktop-based, but the usage of smartphones has increased, so the customer has adapted. As a result, he got a flexible and reliable app that kept pretty much all the functions of his LMS but allowed them to be accessed on the go. See the relevant showcase for details. In order to enhance the mobile learning experience, it has become essential for learning apps to provide users with the option to download content and access it offline. This trend is gaining popularity as it allows learners to access course materials anytime, anywhere, with no internet connection. Microlearning Modern learners are short on free time and even shorter on attention spans. That’s why microlearning (delivering educational material in bite-sized chunks) is growing in popularity. Microlearning content can come in any format (text, video, pictures, etc.) and is relatively cheap to make. A quick answer that solves a pressing problem is exactly what microlearning is all about. Sometimes people are just looking for an answer to a specific question, like “How to install a WordPress plugin?” Or they might be too busy to sit through the whole hour-long lecture. Making bite-sized learning materials available to be accessed quickly when required is a fundamental component of the LXP strategy. We have delivered a microlearning app for one of our American customers. It had both mobile and web versions, with phones being a priority platform. The idea was to make a tool that would help qualified professionals get continuing education on the go. It started with courses in law and dentistry and is expected to expand further. See our showcase to learn more. A recent approach that emphasizes even shorter learning sessions is nano learning. Some nano learning sessions are as brief as 3-5 minutes. Despite their brevity, these sessions are easier to remember than longer lessons, particularly when learners lack the time to sit through hours of content and must repeatedly pause the course. Gamification Gamification involves the use of game elements outside of a game. For example, giving an app user a badge as a reward for studying 10 days in a row is gamification. Schools, Fortune 500 businesses, and even the military use gamification and game-based learning. Integrating it into an organization's employee training strategy can improve engagement and retention rates. Research shows that game-based learning is more enjoyable and engaging for 80% of US workers. Studies suggest gamification combined with reading can boost outcomes by 45.5-60.67%. This process can include fostering competitive spirit (“The average score for your job position is 67%. Can you beat that?”) or suggesting the most useful content (“PHP developers find chapter 9 the most interesting”). We have been making gamified software for quite a while now. Take, for example, Ticken - an online touch-typing course. Besides having an innovative teaching method, it uses points and leaderboards to further motivate learners to excel. And when they need to relax after a lesson, there are learning games that are both amusing and effective for knowledge retention. See the Ticken case study in our portfolio to learn more. Game-based Learning What do you need more as a training manager? Creating functional content and delivering it on a basic learning platform? Or engaging your learners with their training and increasing their educational performance? Based on sound instructional design, the learning game approach increases engagement (stimulates interest) and boosts motivation to learn the topic. Students are more involved in game-based learning significantly longer than in non-game-based training. Effective serious games form a positive mood to encourage players to continue the play. Visual learners prefer to see rather than read. Augmented (AR), Virtual (VR) and Mixed Realities (MR) have offered immersive learning experiences for a long time. Let’s consider the usefulness of all of them from a corporate point of view. AGCO was one of the first large manufacturers to use AR Glass, a hands-free device, as part of their workers' training to get step-by-step instructions. The company has reduced the time needed for inspection, production, and initial education. Yes, VR has been associated with gaming, but according to a survey by Greenlight VR, the desire for study exceeds the desire for gaming content (63.9% to 61%). Several Fortune 500 companies, such as Boeing, UPS and Walmart, have introduced VR into worker education programs on a wide scale. And some have been happily impressed with the results. With the help of MR, trainees can interact with surroundings created by a mix of real and virtual worlds. They also can approach and manipulate things, leading to a more proper understanding of how things work. High price and substantial lead time to develop these technologies have been two factors that prevent the evaluation of immersive learning strategies. But with main authoring tool providers like Adobe and Trivantis getting into VR solutions, the price points will eventually drop. Our latest game-based learning project was Extraas - a powerful platform that teaches Math and Dutch to high school students. Serious games are at its core, so to use the customer’s budget more efficiently, we even developed a custom game engine. As a result, the platform has already gained thousands of users and raving reviews. Game-based eLearning Platform For Selling Math Training for Kids See the Extraas showcase in our portfolio to learn more. Converting Instructor-led Training to eLearning There is a reason the most effective companies include eLearning methods in their learning and development (L&D) programs. Several of them, actually. The fact of the matter is, eLearning is much cheaper than live training due to the lack of many expenses: teacher salaries and related costs (benefits, taxes, etc.), classrooms, and other factors. eLearning is much easier to scale than ILT - just have the extra people access the same materials. eLearning is superior to traditional training for using advanced instructional strategies. This is what we did for our customer when building TET - a custom driving theory course. The whole point of the project was to get away from the outdated and inflexible live and DVD-based classes. As a result, the students learned whenever and wherever they wanted, achieving better results. And our client got a successful and profitable business. Elearning Platform For Selling Driving Theory Online Course For more information on TET, check our case study. Interactive Video Learning According to a survey by Wyzowl, 69% of consumers prefer video over any other form of content to learn about new products and services. This trend has made video-based learning a tough competitor for static e-learning content. Today, learners prefer to watch demos, explainers, interviews, and how-to in video format as opposed to reading plain text instructions. Making a video interactive boosts its efficiency and reduces the issues it may have from a user being unable to interact with the information. Popular editing software and authoring tools can create interactivity: Branching. A “choose your own adventure”-style materials that allow users to set up their own learning path as they watch a video. For example, giving them a job-related problem and asking for a solution. The user will see the results of their decision. This is a great way to drive engagement, as well as providing the learner with the knowledge. Quizzes. It is possible to pause the video automatically at a predetermined point, pose queries, redirect the user based on their response to the question, and display their score in real time. You can also set pass/fail criteria, time limits, and more. Direct downloads. Allow users to access additional educational materials without leaving the video page. Embedded elements. Incorporating a variety of elements, such as links, maps, widgets, calendar invitations and images, can enhance the learning experience. Video conferencing tools are also increasingly being used by companies, with 78% of them using such tools in 2022 and growing in 2023. Data Analytics in eLearning Learner analytics are used to review student behavior and improve training. There are countless tools available for that, from Learning Management Systems with xAPI to intelligent tutoring systems with the eye-tracking feature. Remarkably, most information for learner analysis is so simple that top-end technologies are not even required. At such a basic level, even a modern LMS can solve most of your L&D woes, as long as it can track and recover the data you need. In most cases, the information you need is as simple as: Completion rates of courses. Who are the most proactive learners? What do your learners choose to learn and why? Where are students struggling? What are their strengths and weaknesses? Who is the best fit for a certain task? For example, JoomlaLMS allows tracking learners’ performance to identify ways to improve your eLearning course. With its reporting functionality, you can define gaps in students' knowledge and skills, determine the organization’s compliance level and overall learners' performance. From the eLearning point of view, “Big Data” is data collected from students’ activities and their performance, but the volume of this data is beyond the ability of traditional databases to capture, manage and process with low latency. So Big Data Analysis helps to structure and present the data in suitable formats. With Big Data analysis tools, you can track the performance of each student to make learning more personalized. Also, big data analysis can provide information on how the training affects your ROI. You will know when a student makes mistakes or simply doesn't receive knowledge properly. Then you can make the adjustments to correct common problems. Besides, it can help to choose the most suitable study route for each student. Research on the adaptive eLearning model, which relies on Big Data by using competency-based knowledge and social learner activities, shows that the analysis transforms the training paradigm and provides an effective learning rhythm. Chatbots in Learning Chatbots For Bringing New Staff Into an Organization The chatbot can guide an employee from job acceptance; getting them excited about joining and validating their decision, through the initial on-boarding process where they can learn about processes, team structures and brand values. Nothing beats the feeling a new employee gets when they receive a personal message from the company founder or their manager! Millennials (Generation Z) will make up 50pc of the global workforce by 2020.They like messaging platforms, so companies probably should use chatbots to engage these employees. Example of a Conversational interface (chatbot) - Chatterbite - for a Corporate eLearning. Source: http://www.chatterbite.com/internal-comms/r Chatbots For Skills Gap Analysis Employees should have the skills to do their job. Skills gap analysis is evaluating their skills to find out where they currently are and where they should be. The paperwork in doing a skills gap analysis in the traditional way is overwhelming. So they don’t happen as often as they should. As Sam Hennessy from Filtered (a UK eLearning publisher) noted, “Using a chatbot you could roll out the questions little by little. Then deliver feedback as insight based on the previous batch of questions. This will actually create a positive feedback loop. People will want to give excellent answers because they are now interested in the results”. Chatbots For Microlearning Bite-sized learning (microlearning) is text or video that teaches something in under 5 minutes, like “how to protect a spreadsheet”. Corporations have adopted microlearning and are delivering it through chat interfaces. Harvard Business Review has created something close to this using a Slack chatbot. Every weekday it picks a random article from a curated pool and sends a summary to you via chat. This is a great example of being proactive. Chatbots For Getting Feedback Once someone has taken a course, have the chatbot ask them some quiz questions. Do this over a few weeks. Doing the same thing over and over can help you learn. Then look to see if anyone keeps getting the question wrong. If they are, then the corporate learning department can step in and give those people a little extra help. You can also get feedback on how well the course was. Chatbots for Search Needs Imagine a machine that could access your company wikis or knowledge bases and serve up information in real time, in a context that’s helpful to the employee who needs it—much like the computer on Star Trek’s “Enterprise.” Chatbots can learn to personalize data for employees and filter irrelevant data. Rather than sifting through work data to complete daily tasks, workers can simply ask individual chatbots for the information they require. Chatbots will do the acts of Googling and searching. Chatbots are the ideal way to achieve any task using the internet, as they help to avoid unnecessary data. ‘Enterprises are increasingly turning to web applications to streamline their processes and make collaboration easier. Still, applications are siloed and unable to communicate with one another. A chatbot could one day render apps obsolete. Chatbots can conduct the same tasks as most applications in one integrated system and tailor the results to the user.’ Daniel Newman, CEO of USA-based Broadsuite Media Group