U2D Aprenia - How an LXP increases attractiveness as an employer

The world of work has changed dramatically in recent years and competition for skilled workers is fiercer than ever. Employees are no longer just looking for a job, but for employers who offer them development opportunities and an inspiring learning environment. The findings of generational research also play a decisive role here. Benefits such as a fruit basket in the common room, a subsidised ticket for public transport, a share of the costs for meals in the canteen and free coffee have long since become a basic requirement in today's working world.

Trends such as New Work and digitalisation are increasing the demands on employers. In this context, the use of Learning Experience Platforms (LXP) is increasing. A LXP is a digital platform that offers employees personal learning experiences and can thus significantly increase the attractiveness of the company as an employer. This blog article will help to show how the LXP can help to increase the attractiveness of a company for potential talents and strengthen the retention of current employees.

Provide personalised learning experiences

One of the most important ways in which an LXP can increase attractiveness as an employer is by providing personalised learning experiences. Of course, it is still important to maintain top-down learning structures in the company when it comes to a group or company-specific learning experience. An LXP is not intended as a replacement for an LMS, but as its optimal complement. Every employee has unique strengths, weaknesses and learning preferences. These should be individually encouraged and supported.

An LXP makes it possible to document precisely this knowledge within the company structures, to interact with others and to pass it on. Through the use of AI-supported algorithms, the platform can analyse the behaviour and learning progress of users in order to then suggest targeted content that may be of interest, benefit or necessity to them. Compulsory units that have to be completed universally represent only a small pool of possibilities. The actual purpose of an LXP in an advanced phase of use should be the independent exchange of knowledge between employees and team members.

This can make employees feel valued through these personalised learning experiences and encourage them to progress in their careers. Potential candidates could thus see the company as a place that supports and encourages them in their career.

Flexible and self-directed learning opportunities 

The LXP offers employees the opportunity to control their own learning time and pace. Traditional learning methods with strict schedules and fixed course content are not completely a thing of the past, but they should not comprise the entire e-learning landscape of the company or group. Thanks to the flexibility of LXPs, employees can adapt their learning experience to their individual circumstances and job responsibilities.

LXP providers such as U2D rely on close cooperation with the responsible persons and the opinions of the employees in order to ensure that the respective use cases of the companies are fulfilled in the most precise manner during the implementation phase. It also shows that the system has the necessary flexibility because it can be individually tailored. It is particularly attractive for people who value a work-life balance and prefer independent learning. This is due to the fact that LXPs are location- and time-independent and therefore also suitable in relation to the home office trend. Companies that offer LXPs signal that they respect and support the individual needs of their employees. This can help attract professionals who are looking for a modern and flexible work environment.

An LXP can promote a living learning culture in the company by giving employees regular learning impulses and facilitating the exchange of knowledge and best practices. An important impulse in the field of e-learning is gamification. This should promote interactivity and, in the best case, support the consumption of knowledge on the platform.

Among other things, U2D Aprenia offers a leaderboard that shows who has achieved how many points by completing sparks, journeys and tests - who doesn't love it when they stand on the podium in the office ranking? Aprenia also includes a feed area where users can easily and quickly exchange information within the company. Such a culture of learning and exchange contributes to the continuous development of employees, their sharing of knowledge within the company and their active involvement in "company life" - be it business or social.

Potential applicants may see this as an indication that the company places a high value on promoting the knowledge of its employees.

Digital corporate learning platforms provide access to a wide range of learning content that is always up-to-date and relevant. Traditional training and seminars often have the problem of not keeping up with technological developments. By using LXPs, companies can ensure that their employees have access to the latest knowledge, trends and best practices. In the best case scenario of an LXP, it is no longer necessary for the company to actively intervene in the content creation of the platform - at least not in the area of user-generated content. Users should be able to access the already existing - internal or external - content and gradually pass on their own knowledge.

Such a source of information can be very attractive for employees as it enables them to stay informed and to continuously develop. Organisations using LXPs can position themselves as pioneers in their field and attract experts who are looking for a constantly growing and innovative work environment where they can improve their skills.

An LXP can also help employees to better assess their skills and abilities and target their weaknesses. By monitoring learning progress and performance, LXPs can keep personal development plans on track and identify visible career opportunities within the organisation. Potential candidates see this as a sign that the company is willing to invest in the development of its employees and offer them long-term opportunities.

A clear and structured career development perspective is a key factor in the selection of talented employers and can not only help in attracting talent, but also promote employee retention. By giving employees access to quality learning resources and personal development, they feel more supported and valued. This can increase employee satisfaction and motivation and contribute to their long-term loyalty to the company.