Skore
Delivering the Best of LMS and LXP

Today, e-learning systems can be broadly classified into the customary Learning Management Systems(LMS) and the more modern Learning Experience Platforms(LXP). Although both systems have their own sets of advantages, garnering the “best of both worlds” is no easy task. While the former embraces a more directional pedagogy that enables self-paced, individualized learning based on pre-determined content, the latter allows for practical, and facilitator-led, social learning. Harnessing the benefits of the two mediums has been a complicated affair for enterprises. They end up adopting both LMS and LXP and using 2-3 solutions in the process. To this end, Skore provides a single, omni-channel, device-agnostic platform that helps companies leverage both LMS- and LXP-led learning. In an interview with CIOApplications, Luis Novo, CEO and founder of Skore, sheds more light on the value proposition that their solution brings to the table.

What kind of challenges or predicaments do you mitigate for your clients when it comes to providing your service that essentially unifies LMS and LXP?

First one if the trouble of building a good recommendation strategy: The core of our solution is a recommendation engine that selects the right experience and the right content to each learner based on a myriad of variables such as current proficiency, level of priority for that knowledge, etc. We also have the most sophisticated user data model, which companies can enrich with any variable they can extract from their CRM, ERP, Performance Management Software, etc. When a big, 50,000 strong sales team runs on our platform, they measure their business performance in 400 different variables to understand how each salesperson executes their job and compares them to one another. They use the data from our system to recommend the content needed to fix the variables the employees are lacking. To achieve personalization of this level, someone needs to run a complex excel sheet and feed it to a system that won’t take it naturally. We make the data feeding process completely transparent so that employees get the recommendation as soon as the data enters the system. As a result, we can reduce the amount of time someone spends learning and, at the same time, increase the knowledge they acquire.

The second place where we shine is on content delivery. Skore supports a vast variety of options for interaction. Users can find us on the web, iOS, Android and chat platforms (like Slack, Teams, etc). But we also provide them with a multi-experience platform, so our admins can pick from courses, pathways, Netflix-style feeds and Duolingo-like adaptive learning interfaces and tailor each program to its content.

Is there a particular sector/industry that you aim to deliver the solution?

The most common industries to whom we cater to are financial, retail, agro-business, construction, and food services. These industries have audience complexity, i.e., their audience is either large, distributed or very heterogeneous (in terms of savviness or technology access). However, once they get performance-driven and use our platform, then we really shine. For example, we shined when a company’s sales team implemented Skore and saw a 4x adoption rate in the first month due to our unbeatable distribution capability.

Can you tell our readers about the support options that you provide?

We provide full enterprise support in the form of 24x7 cloud-based service. We help our customers set-up entire knowledge stacks that are deployed and operated by our team. We also provide methodological support to our customers for content creation. We give them tools and methodologies to create content like videos and articles. However, we don’t create content for them. We believe content is an important muscle that needs to be developed by the companies themselves.

What steers Skore ahead of its peers in this competitive HR Tech market space?

We have a hi-tech team comprising of personnel with Silicon Valley experience and people who are also outsiders to HR Tech. A massive portion of the HR Tech market is based on the LMS’ ‘I say, and you do’ approach that doesn’t work very much for employees most of the time. Then there are LXPs that provide you with a bunch of content, but expect people to figure out the paths on your own, which is again not very feasible for learners. Any potential client that wants to try our solution can do so in parallel with what they already use. Most won’t even wait until pilot is over to start switching. We are the perfect way to improve effectiveness and reduce cost at the same time.

What change have you witnessed in the HR Tech industry since the onset of the COVID-19 pandemic?

In recent times, companies are becoming aware of how important it is to train with a remote team and utilize their time on stuff that matters. Even people who didn’t care about e-learning have gained eagerness for it. Customers today are actively seeking out e-learning solutions, and as a result, our product has gained a significant boost in the market.

How do you envision the next 12-18 months for Skore?

One cannot grow talent by hiring as it is a zero-sum game. Companies tend to steal talent from each other. The only way forward is by increasing the ability to teach and create knowledge within enterprises. The world today has become complicated enough that companies need to build that muscle. The majority of our infrastructure is open. So our customers can back up their data and have access to all knowledge they want for free.

For CIOs, our value proposition is that they don’t need to deploy different pools for different types of training experience, be it compliance training or executive training. We make all the experiences possible in one platform. As long as the CIOs know how to deploy Skore, they will have all the access to our knowledge infrastructure. In six months, we are releasing a platform version where we can be deployed on-prem or in our customer’s cloud. As a result, CIOs can run a learning course from inside their company’s IT infrastructure and control it from their office.