Selecting a Learning Experience Platform requires evaluating whether the solution supports content integration, skills intelligence, personalization, social learning, analytics, and ecosystem interoperability. Because LXPs sit at the intersection of content, talent management, and skills strategy, the selection process involves both L&D and HR stakeholders.
Content integration determines library breadth. LXPs should aggregate internal modules, instructor content, SME contributions, and external libraries. Support for SCORM, xAPI, video, and microlearning formats prevents technical restrictions.
Skills intelligence differentiates advanced solutions. Organizations should assess whether vendors provide skills taxonomies, skills inference, assessment tools, gap analysis, and workforce skill mapping capabilities. These capabilities enable strategic upskilling and mobility planning.
Personalization engines influence engagement. Buyers should evaluate recommendation accuracy, role-based targeting, and AI models that adapt to learner behavior.
Social learning capabilities enable collaboration. Discussion forums, user channels, knowledge sharing, playlists, and mentoring support cultural adoption.
Analytics provide insight into usage, engagement, skill progression, and content effectiveness. Data exports, dashboards, and API support allow analytics to integrate with workforce systems.
Interoperability with LMS, HRIS, talent marketplaces, and performance systems ensures learning data contributes to strategic talent workflows. Without integration, LXPs become isolated learning environments with limited organizational impact.
By evaluating LXPs against these criteria, L&D leaders can select platforms that support long-term skills strategy, employee growth, and business transformation.
