1.2 Supply (what vendors offer today)

1) LMS / LXP “content hubs”

What vendors sell: platforms for hosting courses, videos, PDFs; assignment rules; certifications; leaderboards; sometimes skills taxonomies and recommendations.
How it feels on the buyer side: great at governance and distribution, weaker at in-flow, task-level practice and event-level evidence. Many stacks remain content-first, so “route control” (what happens after each micro-action) and behavioral analytics are secondary. See how analysts frame the category as “corporate learning technologies” focused on training/compliance/upskilling—useful context to explain why most offerings still orbit content repositories. Gartner

Visual: “Stack diagram” with a big Content Warehouse box and a smaller Route/Data box to its side.

2) Content libraries & MOOCs

What vendors sell: massive catalogs (technical, soft skills), off-the-shelf playlists, and MOOC-style courses.
Buyer reality: libraries are valuable for breadth—but completion is the Achilles’ heel and transfer to work is inconsistent. Fresh research continues to show low MOOC completion (typical single-digit to low-teens); libraries win on availability, not on applied proficiency. Open Praxis ResearchGate

Visual: bar chart “Enrollments vs. Completions” with a small completion bar (7–12% benchmark) and a note “varies by design & cohort”.

3) Quiz engines & certification tests

What vendors sell: item banks, proctoring, badges.
Buyer reality: good for recall and compliance; weak at contextual judgment (e.g., choosing between two plausible actions in a live scenario). Tests rarely capture how a decision was made (sequence, hesitation, re-reads), so the signal for capability is shallow.

Visual: pipeline “Recall →?→ Action”; the “?” calls out the gap between correct answers and competent performance.

4) Point simulations / VR modules

What vendors sell: highly engaging, scenario-based experiences.
Buyer reality: great in isolation, but typically bespoke and expensive to update; telemetry is often module-local, making it hard to aggregate into a unified, verifiable skills profile across many domains.

Visual: grid of 6 simulations with different UIs; arrows show data stuck inside each module (no shared “competency lake”).

5) Cohort-based courses and bootcamps

What vendors sell: synchronous cohorts, mentors, projects, grading.
Buyer reality: strong outcomes with high human touch, but limited scale for ongoing onboarding; depends on instructor quality; data capture varies. Cohorts can complement a platform, yet they’re not a route engine for day-to-day learning.

Visual: cost/time bubble chart comparing cohort programs vs. self-paced micro-routes.

6) “AI-generated learning” add-ons

What vendors sell: AI to generate course outlines, quiz items, summaries; chatbots.
Buyer reality: AI speeds content creation, but leaders want outcomes: in 2024 reports, executives emphasize skills, measurable performance, and in-flow learning—not just more content. Meanwhile, 75% of knowledge workers already use AI at work, which raises the bar: training must build AI-aptitude (safe, productive use) and prove ROI, not just produce materials faster. learning.linkedin.com image.marketing.deloitte.de Майкрософт Source

Visual: split panel—left “AI creates more content,” right “Org needs skills & measurable performance.”

7) What’s structurally missing (why buyers still feel the gap)

In-flow micro-practice: short, context-bound steps aligned to the workday (micro/nano learning & repetition), which L&D leaders increasingly demand. learning.linkedin.com
Route-first design: after each micro-action, the next step should adapt and remain forward-moving (not just “next lesson”).
Event-level telemetry → verifiable outcomes: clicks, choices, drags, notes → competency vector → certificate with QR/verify (trusted by HR).
Cross-domain scalability: one engine, many domains, without rebuilding every simulation from scratch.
AI-aptitude as a horizontal skill: orgs must teach people how to work with AI effectively and safely—at hiring speed. Майкрософт

Visual: one big diagram: Event → Route → Data → Certificate, with small icons for EPC/HSE/PM/Sales showing the same engine underneath.

Sources (handy for your internal brief)

LinkedIn Workplace Learning Report 2024 — shift to micro/nano-learning and learning in the flow of work; business outcomes from strong learning cultures. learning.linkedin.com
Microsoft + LinkedIn 2024 Work Trend Index — 75% of knowledge workers use AI at work; leaders want ROI beyond experimentation. Майкрософт Source+1
MOOC completion research (2024–2025) — persistent low completion bands; design/format matter. Open Praxis ResearchGate
Deloitte 2024 Global Human Capital Trends — boundaryless work; move from jobs to capabilities; skills imperative. image.marketing.deloitte.de Deloitte Italia
Gartner: Corporate Learning Technologies — category context (why stacks skew content-first). Gartner