Cutting through digital learning jargon – it’s about time!

digital learning jargon

Acronyms like KPIs, ROI and CMS have almost become a secondary alphabet in the working world, but there are so many new terms and digital learning jargon popping up that it can be difficult to tell them apart sometimes. 

The online learning environment is no different, with terms such as LXP, TXP and LMS often confusing everyone from end users to L&D teams. To help, we’re cutting through all the noise to get right into what this digital learning jargon really means.

Let’s start with L&D…

What is L&D?

L&D means “learning and development”. It’s all about building a culture of continuous learning and growth, through programmes or pathways that enable organisations to constantly evolve and develop their teams.

Typically, when businesses role out an L&D function, they do so by appointing either an individual or a group of experts who will be responsible for understanding the organisations’ entire strategy and its future needs, so that they’re able to confidently identify learning priorities In this sense, L&D has both a wider business objective as well as an individual one, as the ultimate goal of an L&D function will always be to create learning opportunities where end users can perform at their best.

Is L&D the same as HR?

As HR means “human resources”, its function has a strategic focus on policy, compensation, regulation, management, wellbeing and performance. HR teams are also typically reactive when it comes to employee management, i.e., when there’s a problem, HR steps in to mediate.

L&D however, centres more around employee skills, knowledge, and competence, taking a much more proactive approach to increase employee satisfaction and retention.

As a result, L&D specialists help to create more flexible learning interventions to meet the diverse needs of the workforce, and this is commonly done by providing tools for employees to learn on the job and chart their career path.

What is an LMS?

LMS stands for “learning management system”, and it’s a type of platform that hosts, delivers, and tracks training materials.

An LMS works by recording the achievements and completion of learning content for each employee and can help identify any skills gaps to build a stronger, more collaborative workforce. They also allow L&D teams to create content by uploading files, videos, podcasts, webinars, PDFs, SCORM files, images, text files, or article links, and this content can then be grouped into courses, to be assigned to individuals, groups of learners, helping to keep all workplace learning in one platform.

What is an LXP?

Where an LMS has a traditional top-down learning approach, an LXP or “learning experience platform”, supports a bottom-up approach which puts the learners in charge of their own professional development based on a sophisticated artificial intelligence (AI) algorithm. 

LXPs help learners to find information which will help them plan and develop their longer-term career skills. In fact, an LXP almost acts as a personal learning portal, as learning opportunities and content from multiple source systems are identified, indexed, and tagged to each induvial user as the AI technology begins to learn which content they identify with best, and what’s relevant to their job role, skills, and interests.

What is a TXP?

TXP stands for “talent experience platform”. It’s a set of uniquely flexible tools which can include learning, engagement and performance elements all built within one platform to allow everyone across an organisation to do their best work.

What is e-Learning?

E-learning means “electronic learning”, and is essentially any type of learning, training, or education that takes place online. 

It’s also sometimes referred to as “blended learning”, “distance learning” or even as simple “online learning”, but it all means the same thing: training that happens digitally. 

What is adaptive learning?

Another common L&D strategy is “adaptive learning”, where personalised learning is provided to offer efficient, effective and customised learning paths to engage all learners. 

It’s a learning technique which can be heavily supported by a robust learning platform, as it uses a data-driven approach to adjust the content and pace of learning for each individual.

What does ITO mean?

In learning, ITO means “individual, team and organisation”, and is a strategy type rolled out by L&D teams designed to encourage learners to become the best version of themselves within their organisational roles.

It’s a strategy split into the following 3 areas:

  • Individual learning focus: where L&D deep dive into the personal development of each employee. These training courses are designed to get everyone to learn separately, allowing them to choose how, what, when and where they want to learn.
  • Team learning focus: where managers are essential in supporting and encouraging employees. This is the basic framework of leading by example; in other words, when a manager strongly engages in workplace learning and is visible in doing so, then the entire team or department will automatically follow suit.
  • Organisation learning focus: where the core values, current topics and internal projects of an organisation are prioritised. This focus works by highlighting exactly what’s important within an organisation, and pinpoints how all employees can contribute towards its success.

By executing these 3 focusses in balance, this allows L&D teams to approach learning through a new lens, uncovering different approaches to training which empower togetherness, community and a complete learning culture for an entire business.

We’re here to help your business achieve its learning, engagement and performance goals 

At BuildEmpire, we’re here to cut through all the digital learning jargon and design and build the perfect platform to fit all your learning needs, and will be there for ongoing hosting, maintenance and support to ensure you and your learners are always getting the most out of it. 

Reach out today to find out more.

Share this post