Oracle customers who are managing continuous innovation often face a key decision: do you opt for Oracle Guided Learning (OGL) or Journeys?
Both tools are designed to deliver optimal user enablement, but they actually solve fundamentally different problems. Using the wrong tool can create gaps in adoption and leave many users struggling during quarterly updates.
So, what is the main distinction between OGL and Journeys? Knowing the differences can help you build a structured enablement cadence, ensuring that your organization can better scale training, track engagement, and deliver consistent experiences – even as new features and enhancements arrive.
OGL and Journeys – Two Different Purposes
The primary difference? OGL shows users how to do work correctly, while Journeys orchestrates what work needs to be done (and in what sequence).
Oracle Guided Learning
OGL functions as a cross-application digital adoption platform. It creates in-app guidance overlays (such as walkthroughs, tooltips, and validations) that appear based on role, page, or process.
OLG spans a variety of Oracle SaaS pillars, and that flexibility makes it ideal for enterprise-wide enablement and Oracle quarterly update training.
Journeys
Journeys live within Oracle Cloud HCM as an experience layer for employee lifecycle events. They are typically contextual journeys that guide employees through steps for a specific process, similar to the “wizards” that many ERP solutions provided in the past to guide users through processes.
For instance, if an employee selects to book absence, they’ll see a series of journey options (Annual Leave, Sick Leave, Volunteering Leave, etc.). The selected journey then steps them through the process with guidance tailored to their selection.
But note: Many organizations have already purchased Oracle Journeys licenses as part of their HCM Cloud subscription. While having the tool available doesn’t mean it’s the right fit for every training scenario, it does make Journeys a natural choice for employee-facing HCM processes.
Each of these tools has a specific focus. For instance, OGL can’t orchestrate cross-team workflows without due dates. Journeys can’t provide field-level guidance for complex transactions outside the HCM context.
Decision Framework: When to Use Each Tool
So, what are the typical scenarios when you should use each tool?
Use OGL When You Need To:
- Deliver proactive in-app guidance across multiple Oracle modules
- Create step-by-step walkthroughs for complex transactions
- Manage quarterly updates with time-bound banners and alerts
- Track adoption analytics and understand who accessed new features (and when)
- Configure targeted content by specific role or user behavior
- Build a governed library of guides supporting change programs
Use Journeys When You Need To:
- Orchestrate employee lifecycle events (onboarding, role changes)
- Assign multi-step checklists with tasks inside and outside the system
- Create experiences triggered by HCM data (job, location, employment type)
- Coordinate enterprise events like performance cycles or open enrollment
- Guide employees through HCM self-service processes with a contextual, wizard-like experience
When Should You Use Both Together?
There are times when you may wish to use both OGL and Journeys in combination. Journeys assigns what users need to complete; OGL provides how-to guidance within each transaction. During onboarding, Journeys delivers the checklist while OGL provides in-app tours for each individual task – which can help improve adoption and reduce support requests.
Many OnboardERP clients use Oracle Journeys uniquely for new starter onboarding requirements. This allows them to leverage the contextual guidance needed to help new employees navigate the ERP processes during their first few weeks.
Quarterly Update Enablement: A 60-90 Day Cadence for Continuous Innovation
Oracle uses a continuous innovation model that can deliver quarterly updates with new enhancements and functionality. This can be incredibly helpful for organizations, but without a structured plan, these changes can quickly overwhelm users.
Most Oracle quarterly updates are minor enough that formal training isn’t cost-effective or a good use of end-users’ time. Most will manage these updates through lightweight communication and updated job aids. A 60-90 day cadence is built for significant feature releases or major process changes.
Here’s a cadence you can use to manage significant updates effectively:
60-90 Days Before
At this stage, review release readiness documents and conduct an impact analysis. This is the time to identify which new features affect your processes and start planning necessary content updates.
30-45 Days Before
At 30-45 days before, you should build or update OGL guides and Journeys as needed. This is the time to create training content for any changed features. You should also set calendar reminders and organize test environment refreshes.
2-3 Weeks Before
Within two to three weeks, activate OGL announcements and quick-reference guides. You can also start training sessions for power users and make sure that teams understand expected changes.
1 Week Before
The week before, activate in-app notifications via OGL. It’s key to make sure you deliver high-priority change communications through multiple channels (email, in-app) to make sure all users are aware.
During and After
Use OGL for real-time guidance and ensure you track engagement using analytics. To collect actionable data, run reports on guide completion and use those insights to improve the next cycle.
This approach can help you manage the entire process and help turn quarterly updates into manageable change windows where users learn new capabilities in context.
Trust OnboardERP for Your Oracle Implementation Training
When you need expert guidance on using OGL or Journeys, you need a partner who has the expertise necessary.
OnboardERP provides neutral guidance to your entire organization, helping Oracle customers select the right tool for each scenario during the implementation phase. Our RapidScope® methodology creates a comprehensive training strategy, highlighting user group specific training materials to be developed in the run-up to go-live.
We focus on building sustainable training programs during the ERP implementation phase – developing materials and equipping your teams to manage ongoing needs independently. Many of our clients continue using our tailored training materials for future onboarding and refresher sessions.
We support clients during their implementation phase, when the training investment delivers maximum value and sets your organization up for long-term success.
Want to learn more about building effective Oracle training during implementation? Contact OnboardERP for expert guidance on Oracle Guided Learning vs Journeys implementation.
FAQ
Can we use OGL and Journeys together?
Yes! You’ll find that most Oracle customers use both. You’ll need to define which tool handles which scenario: Journeys orchestrates what work needs doing, while OGL guides users through how to execute correctly. For instance, you might use Journeys for new employee onboarding checklists while using OGL to provide detailed transaction guidance within specific HCM processes.
Who maintains content after go-live?
Your internal training team will manage ongoing updates using the training materials and frameworks built during implementation. OnboardERP helps you build this capacity during the implementation phase, offering governance templates and training your team to own content long-term. Alternatively, if you don’t have the internal capacity to cater for this, we can support on an ongoing basis.
How do quarterly updates and new features affect existing training?
Most Oracle quarterly updates are minor and don’t require formal retraining. Organizations typically handle these through lightweight updates to quick cards, job aids, and OGL notifications about new features.
What if features change mid-cycle during implementation?
During your implementation, you can use OGL change alerts and lightweight delta training for features that change between your training development and go-live. This just-in-time action helps users understand all updates and changes without waiting for formal training services. After go-live, your internal team manages similar changes using the frameworks and materials developed during implementation.
