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SAP C_OCM_2503 Prüfungsplan:

Thema
Einzelheiten

Thema 1

Change Enablement: This section of the exam measures the skills of Training and Development Managers and focuses on equipping employees with the necessary knowledge and skills to adapt to new systems and processes. It includes user training programs, coaching strategies, and support mechanisms to ensure smooth adoption of SAP solutions.

Thema 2

Change Effectiveness: This section of the exam measures the skills of Performance and Change Analysts and evaluates how well the change management strategy has been executed. It includes assessing key performance indicators, gathering feedback, and making data-driven improvements to enhance the long-term effectiveness of organizational transformation efforts.

Thema 3

Organizational Change Management Set-up: This section of the exam measures the skills of Change Management Consultants and covers the foundational aspects of setting up an organizational change management framework. It includes defining change management principles, aligning them with business objectives, and ensuring that all stakeholders are prepared for transformation initiatives within SAP environments.

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SAP Certified Associate - Organizational Change Management C_OCM_2503 Prüfungsfragen mit Lösungen (Q51-Q56):

51. Frage
What should be considered when developing personas? Note: There are 2 correct answers to this question.

A. Using a real person as an inspiration for the persona to make the persona as realistic as possible
B. Involving representatives of the target group into the development of personas
C. Finding the right level of detail, avoiding a too granular or too generic description of personas
D. Aligning the persona descriptions with the employee representatives of the respective target groups

Antwort: B,C

Begründung:
Personas in SAP OCM personalize communication, and their development requires balance and input. Option A is correct because the right detail level-e.g., "Finance User, 35, cautious, needs process clarity"-avoids being too specific (e.g., daily tasks) or too vague (e.g., "employee"), ensuring usability without losing focus.
Option B is correct as involving target group reps (e.g., a key user) ensures accuracy-e.g., they might note
"we need system tips," shaping a persona's needs realistically.
Option C is incorrect-employee reps (e.g., works council) focus on rights, not persona details; alignment isn' t needed. Option D is incorrect; using a real person risks bias or privacy issues-personas are composites, not copies. SAP OCM stresses relevance and collaboration in persona creation.
"Develop personas with balanced detail and target group input to ensure they reflect stakeholder needs accurately" (SAP OCM Framework, Persona Creation Guidelines).

52. Frage
Which advice fosters a successful delivery of change effectiveness activities?

A. Define a suitable mix of user adoption metrics.
B. Only collect "lessons learned" if you expect significant insights.
C. Communicate change effectiveness data openly into the organization.
D. Measure the Return on Investment of change management.

Antwort: A

Begründung:
Change effectiveness in SAP OCM assesses impact through metrics. Option B is correct because a mix of metrics (e.g., adoption rates, satisfaction) ensures comprehensive evaluation. Option A is incorrect-open communication may help but isn't specific to effectiveness delivery. Option C is incorrect; lessons learned should be routine, not conditional. Option D is impractical-ROI for OCM is hard to quantify precisely.
Extract from SAP OCM Concepts: SAP Activate recommends diverse metrics for effectiveness (SAP OCM Framework, Effectiveness).

53. Frage
In the SAP Activate Prepare phase, the cloud project is set up and officially launched. Which change management activities are usually started in this phase? Note: There are 3 correct answers to this question.

A. Develop an initial change plan for the cloud project
B. Facilitate the role mapping process
C. Develop and align the change network strategy
D. Identify the key stakeholders and conduct a stakeholder analysis
E. Conduct a detailed change impact analysis

Antwort: A,C,D

Begründung:
The SAP Activate Prepare phase is the foundational stage where the project is initiated, and change management begins laying the groundwork for success. Option A is correct because developing an initial change plan establishes the roadmap for OCM activities, outlining scope, timelines, and key interventions aligned with the project plan. This plan is high-level at this stage, focusing on setting direction rather than granular details, which come later. Option B is correct as identifying key stakeholders and conducting a stakeholder analysis is a critical early step to understand who will be impacted, their influence, and their attitudes (e.g., supporters or opponents). This analysis informs subsequent engagement strategies. Option D is correct because developing and aligning the change network strategy involves planning how change agents will support the project, ensuring early buy-in from influential individuals across the organization.
Option C is incorrect because a detailed change impact analysis (CIA) typically occurs in the Explore phase, where process gaps are identified during fit-to-standard workshops. In Prepare, only a high-level CIA might begin, but the question specifies "detailed," which doesn't align here. Option E is incorrect as role mapping (assigning SAP roles to users) is a technical and enablement activity that happens later, often in the Realize phase, not Prepare. The Prepare phase focuses on readiness and planning, not execution-level tasks like role mapping. In SAP OCM, these activities ensure a proactive start, aligning people-related efforts with the project's kickoff.
"In the Prepare phase, change management initiates activities such as developing an initial change plan, conducting stakeholder analysis, and defining the change network strategy to establish a solid foundation for the project" (SAP Activate Methodology, Change Management Workstream, Prepare Phase).

54. Frage
What should a change manager make clear to avoid being held responsible for handling all people-related issues within the cloud project? Note: There are 3 correct answers to this question.

A. Change management is a long-distance endeavor, requiring a continuous joint effort throughout the project
B. Change management is a checkbox approach, requiring all stakeholders to strictly follow predefined procedures
C. Change management is a team sport, requiring the commitment and engagement of the entire project team
D. Change management is a project management task, requiring the project lead to apply tools and templates provided by the change manager
E. Change management is a core leadership task, requiring the active involvement and support of the business

Antwort: A,C,E

Begründung:
The change manager in SAP OCM must set boundaries to avoid being the sole "people fixer." Option A is correct-describing OCM as a "long-distance endeavor" with joint effort clarifies it's an ongoing, collective process (e.g., spanning Prepare to Run), not a solo fix-it role. For instance, adoption issues in Run require sustained teamwork, not just the change manager's intervention. Option B is correct because calling it a "team sport" emphasizes that the project team-PM, IT, business-shares responsibility (e.g., PM schedules, IT supports, OCM guides), preventing the change manager from being overburdened. Option D is correct as framing OCM as a "core leadership task" highlights that business leaders must drive buy-in (e.g., a VP addressing resistance), not just delegate to the change manager.
Option C is incorrect-OCM isn't a project management task; it's a distinct discipline collaborating with PM, not subsumed under it. Option E is incorrect; a "checkbox approach" misrepresents OCM's dynamic, adaptive nature-strict procedures don't fit SAP's agile methodology. SAP OCM stresses shared ownership to manage expectations.
"Clarify that change management is a continuous, team-based effort requiring leadership support, not a solitary or rigid task, to define its scope accurately" (SAP OCM Framework, Change Manager Role Clarification).

55. Frage
What are typical tasks of a change manager in cloud projects? Note: There are 3 correct answers to this question.

A. Acting as key speakers in information sessions for the business
B. Supporting the execution of change management activities
C. Advising all leaders how to break resistance within their team
D. Providing expertise for handling people-related challenges
E. Orchestrating the change management activities

Antwort: B,D,E

Begründung:
The change manager in SAP cloud projects drives OCM execution. Option A is correct because orchestrating activities (e.g., coordinating communication, training) ensures a cohesive effort, like a conductor aligning an orchestra-e.g., timing stakeholder workshops with project milestones. Option C is correct as providing expertise on people challenges (e.g., resistance, skill gaps) guides the project team, offering solutions like tailored enablement. Option D is correct because supporting execution (e.g., facilitating workshops, reviewing plans) ensures activities succeed, often hands-on with the team.
Option B is incorrect-"advising all leaders" overstates the role; change managers coach key leaders, but breaking resistance is a shared leadership task. Option E is incorrect; while they might speak, key speakers are often sponsors or leaders for authority-change managers focus on planning, not presenting. SAP OCM defines the change manager as a strategic coordinator and expert.
"Change managers orchestrate OCM activities, provide people-focused expertise, and support execution to ensure project success" (SAP Activate, Change Manager Role).

56. Frage
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