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[General] C_OCM_2503 Musterprüfungsfragen - C_OCM_2503Zertifizierung & C_OCM_2503Testf

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【General】 C_OCM_2503 Musterprüfungsfragen - C_OCM_2503Zertifizierung & C_OCM_2503Testf

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SAP Certified Associate - Organizational Change Management C_OCM_2503 Prüfungsfragen mit Lösungen (Q62-Q67):62. Frage
Why is it important to map the new SAP roles and responsibilities to the business users impacted by a cloud implementation?
  • A. It is the foundation for developing personas and defining stakeholder-specific communication activities.
  • B. It contributes to reducing costs for both training activities and the IT infrastructure to be provided.
  • C. It allows the change manager to collect important information for developing the new operating model.
  • D. It ensures that users are granted access only to the data, transactions, and system functionalities essential for their job roles.
Antwort: D
Begründung:
Mapping SAP roles and responsibilities to business users, typically done in the Realize phase, is a critical technical and security step in SAP cloud implementations. Option C is correct because it ensures users receive role-based access (e.g., via SAP's authorization profiles) limited to what their job requires-such as a sales rep accessing only sales transactions, not financial reporting. This prevents unauthorized access, enhances security, and aligns with SAP's best practices for system governance, reducing risks like data breaches or operational errors. For example, in S/4HANA Cloud, roles like "SAP_BR_SALES_REP" are mapped to specific users to control functionality access, a process tied to security and compliance.
Option A is incorrect because role mapping is a technical task for system access, not a foundation for personas (fictional stakeholder profiles) or communication, which rely on broader stakeholder analysis.
Option B is incorrect-developing the operating model (organizational structure/processes) is a higher-level task informed by process design, not user role mapping, which is more granular. Option D is incorrect; while role mapping might indirectly optimize training scope or infrastructure use, cost reduction isn't its primary purpose-security and efficiency are. SAP OCM integrates this mapping with enablement but prioritizes its role in access control.
"Mapping SAP roles to business users ensures access is restricted to essential data and transactions, aligning with security standards and supporting efficient system use" (SAP Activate, Enablement and Security Integration).

63. Frage
An SAP cloud project is supported by an external change management advisor and an internal change manager in a delivery role. How would you assign the responsibilities? Note: There are 3 correct answers to this question.
  • A. The external change manager develops the overall plans and concepts for change management in the project.
  • B. The internal change manager executes change management tasks, such as change communication activities.
  • C. The internal change manager ensures that an ongoing change management know-how transfer is established.
  • D. The external change manager provides the change management approach and delivers "best practice" tools and templates.
  • E. The external change manager takes over the holistic responsibility for the change management support of the project.
Antwort: B,C,D
Begründung:
In SAP projects, external advisors bring expertise, while internal managers operationalize it. Option A is correct because the internal change manager, embedded in the organization, ensures knowledge transfer for sustainability. Option C is correct as the internal manager executes tasks (e.g., communication) due to their proximity to stakeholders. Option E is correct because the external advisor provides strategic approaches and tools (e.g., templates from SAP Activate), leveraging their expertise. Option B is incorrect-developing plans is collaborative, not solely external. Option D is incorrect; holistic responsibility is shared, not fully outsourced. This division balances external best practices with internal execution.
"External advisors provide best-practice approaches and tools, while internal change managers execute activities and ensure knowledge transfer for long-term capability" (SAP Activate Methodology, Change Management Roles and Responsibilities).

64. Frage
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. Communicate the changes related to new releases to the impacted user groups
  • B. Provide learning and enablement offerings for the impacted user groups
  • C. Adapt the workplace environment of 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
Antwort: A,B,D
Begründung:
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).

65. Frage
How would you describe the different dimensions of SAP's organizational change management framework?
Note: There are 3 correct answers to this question.
  • A. Change leadership involves activities to enable all management levels to handle the cloud implementation and deal with resistance.
  • B. Change strategy covers activities to set up change management properly.
  • C. Change realization includes activities to realize the business benefits associated with the cloud implementation.
  • D. Change effectiveness contains activities that can be applied to evaluate the impact of change management interventions.
  • E. Change communication encompasses activities to provide relevant project information to the different stakeholder groups at the right time.
Antwort: A,B,C
Begründung:
SAP's OCM framework has key dimensions. Option A is correct-change strategy sets the foundation (e.g., planning, scoping). Option B is correct as realization focuses on delivering benefits (e.g., adoption). Option D is correct because leadership equips managers to manage change and resistance. Option C is incomplete- effectiveness evaluates impact but isn't fully defined here. Option E is a tactic, not a dimension; communication supports other dimensions.
Extract from SAP OCM Concepts: SAP OCM includes strategy, realization, and leadership as core dimensions (SAP OCM Framework).

66. Frage
During a change network kick-off meeting, a change agent openly reports that he has beennominated by his manager against his will. How should the change manager react in this situation?
  • A. Try to convince the change agent to take over the role anyway
  • B. Request the change agent to leave the kick-off meeting
  • C. Ask the change agent to find a substitute within his unit
  • D. Clarify the issue with him bilaterally after the change network meeting
Antwort: D
Begründung:
A reluctant change agent at a kick-off meeting poses a challenge, and the change manager must respond constructively. Option B is correct because a bilateral discussion post-meeting-e.g., asking "What's your concern?"-allows the change manager to understand the reluctance (e.g., workload, disinterest) privately, avoiding public confrontation and tailoring a solution (e.g., support, reassignment). This respects the agent's feelings while maintaining network morale.
Option A is incorrect-asking for a substitute shifts responsibility to the agent, potentially alienating him and disrupting the meeting. Option C is incorrect; convincing him on the spot risks resistance or resentment, undermining his effectiveness. Option D is incorrect-ejecting him is harsh, damages trust, and weakens the network's start. SAP OCM favors discreet, empathetic handling of such issues.
"Address a reluctant change agent's concerns bilaterally after the meeting to resolve issues constructively and preserve network cohesion" (SAP Activate, Change Network Management).

67. Frage
......
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