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[Hardware] 2026 C-OCM-2503 Exam Quiz - Realistic SAP Certified Associate - Organizational C

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【Hardware】 2026 C-OCM-2503 Exam Quiz - Realistic SAP Certified Associate - Organizational C

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SAP C-OCM-2503 Exam Syllabus Topics:
TopicDetails
Topic 1
  • Change Realization: This section of the exam measures the skills of a Transformation Consultant and includes the practical execution of change initiatives. It covers how change plans are implemented in real-world scenarios, ensuring that the intended benefits are realized and reinforced throughout the organization.
Topic 2
  • Organizational Change Management Methodology: This section of the exam measures the skills of a Change Manager and covers the foundational principles and structured approach used in managing organizational change effectively. It highlights the importance of aligning change efforts with business goals while providing a framework for guiding transformation initiatives.
Topic 3
  • Change Leadership: This section of the exam measures the skills of a Transformation Consultant and emphasizes the leadership skills required to champion change. It involves fostering commitment among stakeholders, guiding teams through transformation, and maintaining momentum throughout the change journey.
Topic 4
  • Change Effectiveness: This section of the exam measures the skills of a Transformation Consultant and evaluates how well the change has been adopted and integrated into the organization. It involves tracking metrics, gathering feedback, and assessing outcomes to continuously improve the change approach.
Topic 5
  • Change Enablement: This section of the exam measures the skills of a Change Manager and deals with the tools, training, and support systems that empower employees to adopt and sustain the change. It ensures that people are equipped with the right capabilities to thrive in the new environment.
Topic 6
  • Organizational Change Management Set-up: This section of the exam measures the skills of a Transformation Consultant and addresses the initial planning and structuring of change management activities. It focuses on preparing the organization, setting up governance structures, and identifying roles and responsibilities to drive change successfully.

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SAP Certified Associate - Organizational Change Management Sample Questions (Q36-Q41):NEW QUESTION # 36
What should a change manager keep in mind when designing the process for capturing lessons learned? Note:
There are 3 correct answers to this question.
  • A. A workshop setting is the best way to capture lessons learned
  • B. Clear rules of engagement, such as "avoid finger-pointing," facilitate the process
  • C. The focus on topics that didn't go well saves time during the workshop
  • D. The results of the lessons learned activity should be treated confidentially
  • E. A predefined structure and scope of topics help to cover all relevant aspects
Answer: B,E
Explanation:
Capturing lessons learned in SAP OCM (typically Run phase) improves future projects, and the process design is key. Option B is correct because a predefined structure (e.g., categories like planning, execution, adoption) and scope (e.g., OCM-specific issues) ensure all aspects-successes and failures-are covered systematically. Without this, discussions might miss critical insights, like overlooked stakeholder engagement flaws. Option E is correct as clear rules (e.g., "no blame") create a safe environment, encouraging honest input-e.g., a team member might hesitate to admit a communication delay if fearing criticism, stunting learning.
Option A is incorrect-confidentiality may limit sharing valuable lessons with the organization, contradicting SAP's goal of building capability; transparency (with discretion) is preferred. Option C is incorrect; focusing only on negatives ignores successes (e.g., effective training), skewing the process and wasting potential insights, not saving time. Option D is incorrect-a workshop isn't always best; surveys or interviews might suit smaller teams or remote setups. SAP OCM advocates flexibility and constructive design.
"Design lessons learned with a structured scope and clear rules like 'avoid finger-pointing' to ensure comprehensive and open feedback" (SAP Activate, Lessons Learned Process).

NEW QUESTION # 37
What is the main goal of a business readiness test in an SAP cloud project?
  • A. Collect ideas for change communication activities to support the go-live
  • B. Detect people-related issues and challenges for an upcoming go-live
  • C. Identify business managers that must be motivated to support the go-live
  • D. Evaluate if the incentive systems are suitable to support the upcoming go-live
Answer: B
Explanation:
A business readiness test (or assessment) in SAP OCM, typically in the Deploy phase, evaluates preparedness for go-live. Option A is correct because its main goal is detecting people-related issues-e.g., low training uptake or resistance in a unit-that could disrupt the transition, allowing mitigation before launch. For instance, a survey showing poor process understanding triggers extra enablement.
Option B is incorrect-identifying managers needing motivation is a stakeholder analysis task (Prepare), not readiness testing's focus. Option C is incorrect; collecting communication ideas is a planning activity, not the test's purpose, which is assessment. Option D is incorrect-incentive systems are HR-related and outside OCM's readiness scope. SAP OCM uses this test to ensure a smooth go-live.
"The business readiness test aims to detect people-related issues and challenges prior to go-live, enabling timely corrective actions" (SAP Activate, Business Readiness Assessment).

NEW QUESTION # 38
The stakeholder analysis in a cloud project reveals that some individual stakeholders belong to the
"supporters" category. Which strategies should you use? Note: There are 2 correct answers to this question.
  • A. Ask them to exert pressure on the skeptics in their area of responsibility
  • B. Use their positive attitude to influence others in their area of responsibility
  • C. Assign them project roles to increase their influence on the success of the project
  • D. Involve them in project activities to facilitate design decisions
Answer: B,C
Explanation:
Supporters in SAP OCM stakeholder analysis (e.g., enthusiastic managers) are assets to leverage. Option C is correct because assigning project roles (e.g., change agent) amplifies their influence-e.g., a supportive lead driving adoption in their unit boosts success. Option D is correct as their positive attitude can sway others-e.
g., a supporter sharing benefits in a meeting shifts skeptics' views organically.
Option A is incorrect-pressuring skeptics risks backlash; influence should be subtle, not coercive. Option B is incorrect; design decisions (e.g., process flows) are for experts, not supporters' primary role, which is advocacy. SAP OCM maximizes supporters' enthusiasm strategically.
"Leverage supporters by assigning roles to enhance their impact and using their positivity to influence others effectively" (SAP Activate, Stakeholder Management Strategies).

NEW QUESTION # 39
Which enablement activities are usually performed during the Prepare phase of an SAP project? Note: There are 2 correct answers to this question.
  • A. The enablement strategy
  • B. The enablement content development
  • C. The learning needs analysis for the project team
  • D. The learning needs analysis for the business users
Answer: A,C
Explanation:
The Prepare phase in SAP Activate sets up enablement foundations. Option A is correct because the learning needs analysis (LNA) for the project team-e.g., assessing if consultants need S/4HANA skills-ensures implementers are ready before design, critical for early success. Option C is correct as the enablement strategy (e.g., "train key users first") defines the approach, aligning with project goals-e.g., planning phased training before go-live.
Option B is incorrect-content development (e.g., tutorials) occurs in Realize, once processes are defined.
Option D is incorrect; business user LNA follows in Explore/Realize, after impacts are clearer-Prepare focuses on the team. SAP OCM prioritizes early team readiness and strategy.
"In Prepare, perform the learning needs analysis for the project team and develop the enablement strategy to establish a strong enablement foundation" (SAP Activate, Prepare Phase Enablement).

NEW QUESTION # 40
What are possible people-related challenges that change management has to address during an SAP cloud implementation? Note: There are 2 correct answers to this question.
  • A. Users are resistant to learning the technical skills for adapting the new cloud solution to their individual needs.
  • B. Users demonstrate a "not-invented-here" attitude towards the new cloud standard and show a lack of buy-in.
  • C. Users feel underchallenged and bored by additional repetitive tasks they have to take over.
  • D. Users experience stress and frustration because they must unlearn previous habits.
Answer: B,D
Explanation:
SAP cloud implementations introduce significant people-related challenges that change management must mitigate. Option A is correct because the "not-invented-here" syndrome-where users reject external standards (e.g., SAP best practices) in favor of legacy processes-leads to resistance and lack of buy-in, a common barrier in cloud projects due to reduced customization. Option B is correct as users often face stress and frustration when unlearning old habits to adopt new workflows, especially with cloud solutions' standardized processes, which differ from familiar systems. This emotional response requires targeted enablement and support.
Option C is incorrect-users don't typically adapt the cloud solution technically (that's an IT role); their resistance is more about adoption, not technical customization skills. Option D is incorrect; cloud implementations aim to streamline tasks, not add repetitive ones, so boredom isn't a typical challenge- resistance stems from change, not monotony. SAP OCM focuses on overcomingattitudinal and behavioral hurdles to ensure adoption.
"People challenges include resistance from a 'not-invented-here' attitude and stress from unlearning old habits, requiring change management to foster acceptance and adaptation" (SAP OCM Framework, People- Related Challenges).

NEW QUESTION # 41
......
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