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[General] Free PDF 2026 C-OCM-2503: Accurate Exam SAP Certified Associate - Organizational

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【General】 Free PDF 2026 C-OCM-2503: Accurate Exam SAP Certified Associate - Organizational

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SAP Certified Associate - Organizational Change Management Sample Questions (Q70-Q75):NEW QUESTION # 70
What are some typical symptoms of low user adoption after the go-live of an SAP cloud solution? Note:
There are 2 correct answers to this question.
  • A. Users avoid consuming additional, value-adding functionalities
  • B. Users strictly follow the new organizational policies and procedures
  • C. Users stick to old processes and apply workarounds wherever possible
  • D. Users constantly change the way they interact with the system in their daily work
Answer: A,C
Explanation:
Low user adoption in the SAP Activate Run phase signals resistance or discomfort. Option A is correct because sticking to old processes (e.g., using Excel instead of SAP) and workarounds (e.g., manual overrides) indicate users aren't embracing the new system, undermining benefits like efficiency. Option C is correct as avoiding value-adding functionalities (e.g., analytics tools in S/4HANA) shows partial adoption, missing the solution's full potential-often due to lack of training or trust.
Option B is incorrect-strict adherence to new policies suggests high adoption, not low. Option D is incorrect; constant changes in interaction might reflect experimentation or confusion, not necessarily low adoption. SAP OCM monitors these symptoms to trigger interventions.
"Low adoption symptoms include reliance on old processes, workarounds, and avoidance of new functionalities, indicating incomplete system acceptance" (SAP Activate, User Adoption Monitoring).

NEW QUESTION # 71
What are typical change management practices to foster innovation adoption during the run phase of a cloud solution? Note: There are 3 correct answers to this question.
  • A. Adapt the workplace environment of the impacted user groups
  • B. Communicate the changes related to new releases to the impacted user groups
  • C. Provide learning and enablement offerings for the impacted user groups
  • D. Assess the change impacts of new releases for the impacted user groups
  • E. Motivate the change agents to support the impacted user groups
Answer: B,C,D
Explanation:
In the SAP Activate Run phase, change management sustains adoption as cloud solutions (e.g., S/4HANA Cloud) evolve with regular releases. Option A is correct because assessing change impacts of new releases (e.
g., new features' effects on processes) ensures proactive planning for user adaptation, a continuous task in cloud environments. Option D is correct as providing learning and enablement offerings (e.g., webinars, tutorials) equips users to adopt innovations, addressing skill gaps post-go-live. Option E is correct because communicating release changes (e.g., via newsletters) keeps users informed, reducing resistance and encouraging uptake.
Option B is incorrect-motivating change agents is ongoing but not specific to innovation adoption; their role is broader. Option C is incorrect; adapting the workplace environment (e.g., physical setups) is rare in cloud contexts, which focus on system/process changes. SAP OCM emphasizes impact assessment, enablement, and communication for ongoing adoption.
"In the Run phase, foster innovation adoption by assessing release impacts, providing enablement offerings, and communicating changes to impacted users" (SAP Activate, Run Phase OCM Practices).

NEW QUESTION # 72
Why is it beneficial to collect both quantitative and qualitative data in a change assessment?
  • A. Quantitative data provides explanations for the ratings, and qualitative data provides contextual information.
  • B. Quantitative data is easy to interpret, and qualitative data is easy to aggregate.
  • C. Quantitative data allows for compelling visualization, and qualitative data allows you to gain unexpected insights.
  • D. Quantitative data makes it easy to contrast different business units, and qualitative data makes it easy to ensure anonymity.
Answer: C
Explanation:
In SAP OCM, a change assessment benefits from both data types. Option D is correct because quantitative data (e.g., survey scores) can be visualized (charts, graphs) for impact, while qualitative data (e.g., interviews) reveals nuanced insights (e.g., resistance reasons). Option A is incorrect-anonymity isn't a primary qualitative benefit. Option B is flawed; qualitative data is harder to aggregate. Option C reverses roles- qualitative explains, quantitative rates. SAP OCM uses this dual approach for a fuller picture.
"Quantitative data supports visualization, while qualitative data uncovers deeper insights in change assessments" (SAP Activate, Change Assessment Guidelines).

NEW QUESTION # 73
What are typical topics covered by a change story for a cloud implementation? Note: There are 3 correct answers to this question.
  • A. Risks and issues
  • B. Key facts and figures
  • C. Benefits and investments
  • D. Non-targets
  • E. Training and enablement offerings
Answer: B,C,E
Explanation:
A change story in SAP OCM communicates the project's purpose and impact. Option A is correct because benefits (e.g., efficiency gains) and investments (e.g., costs) justify the change. Option C is correct as facts and figures (e.g., timeline, scope) provide clarity. Option E is correct because training and enablement are key to adoption, often highlighted in the story. Option B is incorrect-"non-targets" (what's not changing) may be mentioned but isn't typical. Option D is incorrect; risks and issues are managed separately, not in the change story.
Extract from SAP OCM Concepts: The change story includes benefits, facts, and enablement to drive buy- in (SAP OCM Framework, Communication).

NEW QUESTION # 74
What are typical aspects that can keep the change agents motivated to engage in the change network of a cloud project? Note: There are 3 correct answers to this question.
  • A. Possibility to foster their own visibility within the organization
  • B. Prospect of a skill development regarding project management
  • C. Chance to look behind the scenes of a business transformation
  • D. Occasion to exchange with peers from different units
  • E. Opportunity to influence the design of the new business processes
Answer: A,C,D
Explanation:
Change agents in SAP OCM are key employees who support adoption within their units, and motivation is critical to their effectiveness in a cloud project's change network. Option A is correct because fostering visibility-e.g., being recognized by leadership during a townhall-boosts their professional profile, making their role rewarding. Imagine an agent praised for rallying their team; this public acknowledgment drives engagement. Option B is correct as peer exchange across units (e.g., in network meetings) offers collaboration and learning-e.g., a sales agent sharing tips with a finance agent-building a sense of community and value.
Option E is correct because looking behind the scenes of a transformation (e.g., understanding why cloud standardization was chosen) satisfies curiosity and gives agents a privileged perspective, enhancing their investment in the project.
Option C is incorrect-designing business processes is typically a task for process owners or consultants during fit-to-standard workshops (Explore phase), not change agents, who focus on communication and support, not process creation. Option D is also incorrect; while skill development (e.g., project management) might occur incidentally, it's not a primary motivator or structured outcome for agents, who are selected for influence, not training. SAP OCM emphasizes intrinsic and social motivators like visibility, connection, and insight to sustain agent enthusiasm, aligning with their role as grassroots advocates.
"Motivate change agents with opportunities for visibility, peer exchange, and insight into the transformation to maintain their active engagement in the change network" (SAP Activate Methodology, Change Network Motivation Strategies).

NEW QUESTION # 75
......
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