Talent Experience

LMS vs. LXP vs. TXP – A Complete Guide to Help You Decide What You Need

The Utility of LMS, LXP, and TXP

For many years, the Learning Management System (LMS) has been the foundation of the Learning and Development (L&D) technology stack.

I remember that even as long ago as 2007 (when I first started in my role at QA Training) – companies were thinking about how technology can be used to “manage” their training strategy. Within L&D, it felt like there were two camps. Those who believed in face-to-face learning – the trainers, the coaches, and those passionate about “people.” Some believed in technology – those who loved e-learning tech and claimed that the future was digital.


The “LMS” brought these two worlds together. Training sessions were managed, with enrollments for the classroom captured, joining instructions issued. It also became the place where e-learning could live.

The world of L&D became more and more familiar with “SCORM” (Sharable Content Object Reference Model) and other such L&D tech jargon.

In essence, there was an acceptance that learning could take the form of both e-learning and in-person learning.

As the name suggests, the focus of the LMS was “Management” – the technology-empowered the company to ensure the proper training happened.

But the world has moved on.

The current technological landscape has pushed the boundaries of LMS. Yes, there is still the need to manage the required training, but learning is so much more than “training.”


The LXP (Learning Experience Platform) has arisen out of a baseline belief that learning at work is an experience unique for everyone. 

Just as consumers have freed themselves of the constraints of the television schedule, high street shops, and radio schedules with on-demand services like Netflix, Spotify, and Amazon, corporate learners expect more than a top-down training schedule managed by their bosses.

LXPs empowers users to discover content from a variety of sources. They have become popular in suggesting personalized content, recommending third-party articles, index documents, videos, and other digital assets by deploying intelligent methods.

The LXP embraces the fact that learning happens all the time in an almost infinite number of modalities. 

But there is a problem with this.  Improving the Learning Experience is excellent (and necessary), but how can companies ensure they push the formal learning?


The next chapter in the saga is the TXP (Talent Experience Platform).  The TXP ensures that this improved learner experience aligns with the organization’s goals and the world.

Companies today need their employees to develop and learn new skills.  The world is changing quicker than ever, with external factors like the pandemic and climate change altering the paradigm for the future of work.

The TXP refers to a new employee experience. The end-user is presented with a consolidated platform that maximizes the learning experience and guides the user on required skills related to the company’s unique situation.

For example, if your company needs more Data Scientists, the TXP will promote these skills and roles to the current workforce, ensuring that the Talent can change where required.

Functional Differences between LMS/LXP/TXP


  • The primary objective of LMS is to distribute e-learning (or face-to-face learning) and administer the company’s internal training. These systems were designed to support critical functions, including registrations, validation workflows, and sign-up sheets for face-to-face training.
  • With the content curated by L&D professionals, it is highly structured, aiding companies in organizing and managing employee learning needs while tracking and managing content consumption.
  • While LMSs offer limited content and user experience, they facilitate tracking progress and reporting learning performance.
  • Primarily driven by internal Learning Administrators, LMSs don’t allow users to create and consume their content. They are typically management-centric systems for learning focused on business rules, compliance, and other organizational courses.


  • LXPs go above and beyond limited role content to create personalized learning experiences and help users discover new learning opportunities.
  • With LXPs, users are in charge of their learning, not limited to consuming prescribed content. For instance, they house powerful search and personalization functions to screen content from expansive and open-ended repositories.
  • The open-architecture ecosystems and aggregators take learning beyond the company’s repository by integrating with external sources. This delivers better learning experiences and is set up with categorized content, much like streaming platforms, from which users can browse.
  • They are designed to supplement L&D with broader skill development, micro-targeted towards enhancing specific domain/job-related skills.
  • LXPs augment learning interactions by data-driven insightful feedback. This creates a holistic understanding of the impact between learning and on-job performance.
  • With an adaptive learning ecosystem, learners can add new content and decide what to consume and how.
  • Content on LXP can also be learner-generated by collating content from several external service providers for diverse content options. 


  • A TXP starts with a user profile similar to social media applications such as LinkedIn. EdCast’s TXP creates an engaging environment using nudges and activities relevant to specific roles, employee journeys, and essential work activities.
  • EdCast’s TXP is designed to be conversational. By leveraging videos, short messages, suggestions, chat, and mobile interfaces, the TXP can be seamlessly integrated into the workflow. Additionally, most TXPs, EdCast included, can be combined with existing communication software such as Slack, Microsoft Teams, etc.
  • Unlike ERP systems, TXPs requires no training. Intuitively designed, the UI is simple, making the end-users aware of the use/feature.
  • Unlike integrated Talent Management systems, TXPs are focused, functional, and innovative. EdCast’s TXP can input data from the existing ERP or active directory to access user information without duplicating or replacing existing data.
  • TXPs are built using the cloud, making them highly suited for the current digital landscape. The EdCast TXP is highly adaptable with responsive interfaces and a well-developed mobile application.
  • By integrating AI into its basic architecture, TXPs grow more intelligent and more predictive with time. EdCast TXP provides actionable insight by analyzing data gained over several hundred employee journeys allowing for tailored recommendations.
  • TXPs are designed to be fun and easy to use. EdCast TXP, for instance, has gamification integrated with the form of points, nudges, and recommendations. This allows employees to find other people, share knowledge, communicate, and encourage peers. This will go long in building work LMS vs. LXP vs. TXP.

Top-down vs. Bottom-up

The critical difference between LMS and LXP is that the LXP empowers employees/users to choose how and what content they want to consume. This fosters social and curation-based learning against the structured, organizational approach of an LMS where the company decides the content.

In an LMS, the learning material is assigned to specific employee demographics based on business requirements such as compliance maintenance, responsibilities, onboarding, etc. LMS offers robust tools to help develop skills relevant to the industry or role through structured courses. These formal learning courses are an integral part of corporate L&D.

In contrast, LXPs are designed for bite-sized content. This includes videos, podcasts, and animations. LXPs allow employees to contribute, share, or curate content. Additionally, an LXP will enable users to interact and build customized resources by offering learners their choice of content.

Training delivered through LXPs delivers immersive learning experiences and is more responsive, personalized, and contextual than traditional LMS. This feature of  LXPs has been vital for businesses to foster self-driven learning among employees.

A TXP takes care of your organizational learning needs in today’s digital landscape while offering room for employees to independently. Additionally, a TXP allows users to focus on their development and career planning by looking at various courses and selecting them based on relevance and requirement.

With business resilience increasingly critical, especially in the wake of the pandemic, assessing team-wide skills is imperative. EdCast TXP allows organizations to build self-assessment and team assessment tools into the system.

The Final Word

While LMS will continue to be a necessity among organizations, the road ahead will lead to TXPs growing popular by offering the best of LMS and LXP.

EdCast TXP extends and enhances the capabilities of traditional learning platforms by offering structure while enabling free-form learning. This helps employees understand the value addition they bring to the table while building long-term relationships with the company.

Creating an effective TXP instills a sense of meaning, growth, teamwork, and healthy alignment once an employee is settled within the organization. This goes a long way in enhancing the day-to-day employee experience to improve engagement and performance.

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