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Becoming a High-Impact Learning Organization by Leveraging xAPI

By: Paul Bradley on October 17, 2017

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The purpose of training is to teach new hires how to safely and efficiently take on their jobs. Ideally, once they have perfected these skills, they would advance toward becoming a dependable, capable asset to the business.

However, many businesses still haven’t evolved beyond videos watched on day one, never to be viewed by the employee again. Keeping employees genuinely engaged in the business and motivated to actively improve requires a few steps forward in a technology-driven age. That’s where xAPI comes in.

What Is xAPI?

xAPI is short for Experience API (application programming interface). xAPI is learning software that provides cohesive data about the e-learning experience across software systems. xAPI can be accessed by computer, but also mobile devices like tablets and smartphones.

In this instance, as an employee undergoing training completes various course components, their answers and results are tracked. Afterward, xAPI continues delivering by monitoring performance on the job, so the actual results of learning with xAPI are comprehensible.

What’s the real benefit? Developing training programs with xAPI transforms an average work environment into a high-impact learning organization.


More than ever, companies are realizing that they should invest more in training. The key areas in which high-impact learning organizations seem to excel are profit, tech adaptability, and employee morale.

Profits may rise because employees are consistently learning and are aware of their performance. The takeaway is that maintaining focus on improvement and education edges out a lot of the competition, since HILO employees are always up to date.

Also, HILOs actually save money when they deviate from traditional set-it-and-forget-it training programs. This intersects with tech adaptability, where accommodating advancements in e-learning can be more seamlessly incorporated.

Smaller investments in time and funds are needed for further upgrades, as the tech and necessary components are already familiar to management and existing employees.

HILOs are shown to be lightyears ahead of other businesses in terms of organization. This means fewer employees who feel “lost”. Instead, employees perceive themselves as having an actual place within the organizational structure of the business. Through consistent learning, they can also see how they can improve and move forward using the training tools made available to them.

It must be said that making the switch from old styles of training is an investment. However, it’s one that pays off quickly with happier, more capable employees, more complete knowledge of where everyone on board stands, and greater overall productivity.

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