Any organization must maintain compliance with mandatory certification requirements in learning and professional development. The key is figuring out how to integrate built-in intelligence and module education platforms.

Going a step further, in today’s competitive labor market to attract the right employees, the following are table stakes for entry: employee convenience within mandatory training; real-time certification reports and auto-assigning classes; and annual reporting tools to track new skills and certifications. Studies show that learning technologies will drive innovation and growth. And workforce managers know they need to easily customize time and labor management solutions with an all-in-one platform that offers add-on modules.

That’s where learning management systems, learning experience platforms, and talent experience platforms can each play a role — all working underneath a solid employee work management system. Moreover, talent experience platforms are increasingly growing in popularity out of all three. They can offer structure while allowing free-form learning, all while extending the capabilities of traditional learning platforms. Employees can learn how they can add value to your company while also building long-term relationships.

Once a new employee is settled in, an effective talent experience platform gives them a sense of meaning, growth, and teamwork. Employee engagement and performance are improved when this happens. Simultaneously, your business’s modules within its employee management system are crucial to fostering the entire human experience revolving around any of these three educational development systems.

History and Background: Learning Management Systems

Learning and development technology stacks have been built around learning management systems for several years. Not too long ago, companies were thinking about how technology could be used to manage training.

Two schools of thought existed. Many experts believed in face-to-face learning (trainers, coaches, and those who are passionate about people). And others believed in technology (those who love e-learning).

This is where learning management systems enter the story. Enrollments for classrooms were eventually captured and joining instructions issued. Additionally, this type of system became a hub for e-learning, and the sharable content object reference model (SCORM) became popular. Both e-learning and in-person learning were accepted as valid forms of education. What’s more: it was designed with management in mind. It gave companies and small businesses the tools to make sure the right people got the right training:

  • E-learning (or face-to-face learning) and internal training are the primary goals. Registration, validation workflows, and sign-up sheets for face-to-face training are all supported by these systems.
  • Content is curated by learning and development pros, so it’s highly structured. This helps companies track content consumption while organizing and managing employee learning needs.
  • It’s easy to track learning progress and report learning performance, even though there’s limited content.
  • Content is largely created and consumed by learning administrators. It’s usually a management-centric system that focuses on business rules, compliance, and other organizational items.

However, things changed over the years. Learning management systems have been pushed to the limit by the current technological landscape. Training is still important, but the learning part is so much more important.

The Learning Experience Platform

A baseline belief underscoring learning experience platforms is that learning at work should be unique to each individual. On-demand consumer services such as Netflix, Amazon, and others have freed people from the traditional constraints of television, media, and more. In this vein, corporate learners and workers want much more than just top-down training.

With a learning experience platform, users can discover content from a variety of sources. By deploying intelligent methods, these platforms suggest personalized content, recommend third-party articles, index documents, videos, and other digital assets. Learning happens all the time — and in almost infinite ways. Users receive a personalized learning experience and discover new learning opportunities:

  • Additionally, you’re not restricted to consuming prescribed content. To screen content from expansive and open-ended repositories, they come with powerful search and personalization features.
  • By integrating with external sources, open-architecture ecosystems and aggregators take learning beyond the company’s repository. Users can browse categories (much like streaming platforms) for better learning experiences. Learner-generated content is collected from several external service providers for a variety of options.

A learning experience platform is one way to complement learning and development goals with broader skills development that’s micro-targeted at specific domains/jobs. Learning ecosystems let learners add content and decide what to consume. Data-driven insights enhance learning interactions. As a result, you get a better understanding of how learning impacts performance on the job.

The Future: Talent Experience Platforms

The talent experience platform is the next chapter. It makes sure the learner experience matches your company or organization’s goals. Developing and learning new skills is a must for today’s companies as the world changes faster than ever and smart employee management software remains the key to communication in this economy:

  • Users have access to a consolidated platform that maximizes their learning experience and guides them on required skills based on their company’s needs. For example, if your company needs more of a certain job-role or skills-role filled, the platform will promote those skills to your current workforce, ensuring workers can switch roles where and when needed.
  • Similar to social media apps, a talent experience platform starts with a profile. Using nudges and activities, it can create an engaging work environment for specific roles, employee journeys, and essential tasks.
  • This platform can also be seamlessly integrated into the company’s workflow with videos, short messages, suggestions, chats, and mobile interfaces. Most can integrate with other communication software programs as well.
  • There’s no training required. Simple and intuitive user-interface experiences make end-users aware of use/features. Also, it gets smarter and more predictive over time by integrating artificial intelligence into its basic architecture. Using data from employee journeys, actionable insights are provided.
  • Some even have gamification built into them, with worker recommendations and more. Employees can connect with colleagues, share knowledge, communicate, and encourage each other.

A talent experience platform is focused, functional, and innovative. You can access user information without duplicating or replacing existing data from a directory. Many of these platforms are built in the cloud, with mobile apps and responsive interfaces being highly adaptable.

How important is learning and development transformation to your department or organization? Employee management system modules should be taken seriously in your overall strategy and goals — their use, flexibility, technological capabilities, convenience, and much more. Contact VCS Software for information and insights.

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