The term “Learning Management System” (LMS) is probably known to all HR developers. But perhaps you also keep hearing about different types of LMS. Learn now how learning platforms can differ and find out which LMS is suitable for your company!
Definition: Learning Management System
How is a Learning Management System (LMS) actually defined? That’s what I wonder and research online. According to Wikipedia, an LMS is to be understood synonymously with a learning platform. The terms that come up here:
A complex content management system
for providing learning content
for organizing learning processes
A web-based learning environment
An interface between education providers and the learner
Right here I start to stutter: An LMS is therefore a “complex content management system”? In the corresponding article from the English Wikipedia, there is no mention of “complex.” I also find only agreement on the other points in other sources (e.g., at wb-web.de).
It seems there is no 100% clear definition for the classical/traditional “LMS,” as the descriptive aspects are quite general.
In my further research, I then come across various types of LMS that I would like to briefly introduce to you today: so to speak, subspecies or further developments of the traditional LMS introduced earlier.
This way, you can make a decision about which type of LMS suits your company well!
Which learning platform is suitable for my company? A look at different types of LMS can help.
3 Types of LMS
If we see the “Learning Management System” as a generic term for a learning platform, it helps to look at three types of LMS that have future potential and different focuses. You could also refer to all these types as further developments of the traditional LMS.
Type 1: Learning Content Management System (LCMS)
The first type is an LMS where the content (English: content) is in the foreground. The site wb-web.de expresses it this way:
If the focus of such a system is on the creation, archiving, reuse, and distribution of learning content, it is also referred to as a Learning Content Management System (LCMS).
An LCMS always contains some kind of authoring tool. This means: It’s not only about managing e-learning content anymore, but explicitly also about creation.
Ideal for: Organizing many different pieces of content.
Type 2: Learning Experience Platform (LXP)
Another common subspecies of LMS is the Learning Experience Platform. Here, the focus is on the personal experience (English: experience) of the user: Active participation is to be encouraged by offering the user individual content with the help of artificial intelligence (AI).
This means: An LXP is technologically designed in such a way that the platform analyzes user behavior. Based on this, the user receives suggestions for content that could be personally meaningful and interesting to them.
For this, many integrations with other tools and a very good AI are necessary, which is why LXPs are currently not as widespread as other types of LMS.
Ideal for: Selecting individual learning offerings for each user.
Type 3: Microlearning Platform
More widespread is the method of microlearning. The term “micro” (Greek: small) speaks for itself: On microlearning platforms, companies can offer their employees short and focused content. You can find examples of microlearning in this article.
A Microlearning Platform is a subform of the LMS because online learning is organized and takes place in both forms. In contrast to the Wikipedia definition (see the beginning of this article), a good Microlearning Platform is usually anything but complex – that would contradict the idea of truly offering the user focused and small content.
Ideal for: Training sessions with many small details on specific topics.
Important: In reality, they are often not easily distinguishable and are partly a matter of definition. An LMS provider can therefore use both microlearning elements as well as integrate an authoring tool.
Outlook: The Future of LMS
Not only through digitalization are the Learning Management Systems that companies use to offer corporate learning changing.
The end of the LMS as we know it is coming.
– says founder Josh Bersin, who is intensively involved in development in the HR field. He sees it as a clear trend that the typical functions of LMS no longer belong in a single separate system.
This means in conclusion: Companies should no longer use a traditional LMS just because “that’s how it’s done.” Often, the best solution is not the “spaceship” LMS that combines all functions. Instead, HR developers should consider: What focus does my company have – and which LMS fits with it?
