Modern corporate training faces many challenges. Delivering uninterrupted training to remote teams, ensuring employees have the skills they need, and personalizing learning are just a few. The solution? Learning Experience Platforms (LXP). Unlike Learning Management Systems (LMS), which focus on content delivery, LXPs personalize learning, making it more aligned with employee career development and, importantly, business goals. If you’re in the process of selecting a specific LXP, take time to carefully consider its features. We’ve outlined the most important ones below.
How Can the Right LXP Solution Help Your Organization?
An effective LXP doesn’t just train employees. It:
- Ensures employees have the right skills;
- Keeps them engaged;
- Provides a structured, ongoing learning process.
With the right system in place, you can also develop a culture of accessible and sustainable lifelong learning. It’s crucial because the priority today is skills-based hiring and working. Previous work experience still matters, but not as much as it used to. Instead, today’s organization must be able to provide continuous professional development to its employees.
How effective and cost efficient this development can be depends on the functionality of LXP. We believe this platform should have the following features.
10 Key LXP Features You Should Know About
When choosing LXP, don’t focus on the number of features. Focus on how this or that feature will benefit your business.
Here’s a look at 10 must-have features for modern LXPs.
- Skills and Role Assessments
Proper LXP handling should start with an understanding of where your employees are in their career development. The LXP platform relies on skills and role assessments to evaluate a person’s strengths, gaps, and growth potential. It’s not about typical tests, but about intelligent, AI-based assessments that adapt to each user’s performance and industry needs.
An effective LXP correlates an employee’s skills with their role requirements and career goals, ensuring that LXP training programs are targeted and effective. With such a baseline, your company can offer specific upskilling opportunities instead of general training. General training only wastes time and resources, so think big.
- Content Management (Creation, Curation, Delivery)
The effectiveness of corporate training depends on the quality of the content it contains. As a rule, the top LXP platforms provide robust content management tools to seamlessly create, curate, and distribute learning materials, including:
- interactive videos
- articles
- podcasts
- Instructor-led courses.
Note: Your LXP should support a variety of content formats.
Tip: Don’t forget user-generated content. People love to create content about their own experiences or about themselves. The UGC option will engage them even more.
- Personalized Learning Journeys
One-size-fits-all training is a thing of the past. Employees now expect personalized learning journeys. What does that mean? Learning should be tailored to their career paths, skills and interests. LXP is well suited to meet these user demands. This platform creates customized roadmaps for each learner, guiding them through courses, skill-building exercises, and assessments based on their unique needs. Artificial intelligence and machine learning play a critical role in enhancing these journeys. These technologies make it possible to analyze engagement levels and recommend real-time adjustments. Let’s face it: Personalized learning journeys are something we can no longer do without in our high-tech society.
- Assessment and Feedback
A good LXP integrates frequent, meaningful assessments that go beyond simple tests. These assessments should be interactive and adaptive, and allow for analysis of learning outcomes based on the specifics of the topic or position. Features that help employees stay engaged
- Real-time feedback;
- Scenario-based tasks;
- Peer review.
What’s important for you as a business owner is that you gain valuable insight into your employees’ skill gaps and the effectiveness of each employee’s training.
- AI-Based Recommendations
Let’s start with the hard numbers: 72% of hiring managers expect AI to replace humans in the near future, which means organizations need to make sure their employees have the skills they need. What does this mean? The tech-driven future is already here. Businesses need to
- Adapt to change and new challenges
- Fill skills gaps faster and more efficiently than ever before.
LXP’s AI solutions make this process seamless and efficient. Why? Because your employees get not one-size-fits-all training recommendations, but specific ones tailored to the interests, needs, and other specifics of each learner.
- Skill Mapping and Inventory
The top LXP platforms have skill mapping and inventory features. And these are the right steps to start with:
- Find out what skills your people have;
- Understand what skills they need to do their jobs;
- Align training programs with real business needs.
Plus, this feature will keep you informed in real time about employee skill acquisition.
All in all, automating corporate training with LXP and focusing on a skills-first approach seems to be a profitable business idea to be implemented in 2025.
- Analysis and Reporting
LXP should provide tools for in-depth analysis and reporting. Why do you need it? You may want to stay on track with employee progress, course completion rates, and trends in skill needs and acquisition. Right? AI-powered insights can help you identify patterns or gaps in employee learning behavior and more.
With the right analytics, organizations can:
- Tailor training programs accordingly;
- Measure the ROI of their LXP investments; and
- Ensure that their learning initiatives contribute to overall business success.
- Rewards and Recognition
People are more motivated when their efforts are recognized. That’s why your LXP should include rewards and recognition elements that highlight learners’ achievements. Digital badges, certificates, and even cash rewards can encourage learners to stay engaged with their training programs and the company.
But remember, recognition is about more than a paycheck. Rewarding and recognizing learning can be part of your meaningful recognition program and the beginning of a culture of appreciation. How does it help? Recognizing progress boosts morale and ensures employees see tangible value in their learning journey. In a rapidly changing job market, companies that invest in encouraging continuous learning will enjoy a more engaged and future-ready workforce.
- Social Learning
Learning is not just about consuming content. It’s about collaborating and sharing knowledge. Social learning features enable learning discussions, idea sharing, or group learning. LXP solutions should include features such as forums and group projects. All of this fosters a culture of teamwork and continuous improvement.
There’s another reason to add this feature to your LXP. When there is a way to discuss a topic or controversial issue, knowledge does not remain isolated. It spreads throughout the organization, making people smarter and more cohesive.
Mobile Learning
Gone are the days when learning was restricted to the classroom or a desktop computer. Today, there is an urgent need to learn on the go – from smartphones, even while lying on the couch. That’s why learning is becoming more accessible. And that’s why your LXP should be available to employees on their smartphones so they can learn without interruption. LXP’s mobile accessibility ensures that learning fits into employees’ daily lives. Remember: Empowering people to learn anytime, anywhere increases engagement and fosters a culture of continuous learning.
Conclusion
LXP solutions are no longer optional – they are essential for companies that want to stay competitive in a never-ending learning world. The right platform provides employees with personalized, engaging, and data-driven learning experiences. Whether it’s AI-powered recommendations or mobile learning, every feature matters. In 2025 and beyond, automating enterprise learning with LXP is not just a smart move, but a profitable business strategy that prepares companies for the future of work.
