C_OCM_2503 Exam Dumps - SAP Certified Associate Questions and Answers

Change assessment interviews in SAP OCM (Prepare phase) require informed respondents. Option C is correct because partners with an overview of the project—its goals (e.g., cost reduction) and impacts (e.g., process shifts)—can provide strategic insights, often leaders or key users briefed early. Option D is correct as company knowledge (e.g., past change successes/failures) enables contextual answers, grounding feedback in organizational reality—e.g., “We struggled with training last time.”

Option A is incorrect—employee-level staff may represent users but often lack the broad perspective needed; key users suffice. Option B is incorrect; OCM experience is helpful but not required—interviewees provide data, not advice. SAP OCM seeks knowledgeable, experienced voices.

“Suitable interview partners have project overview and company experience to offer informed insights for the change assessment” (SAP OCM Framework, Interview Partner Selection).

A change plan in SAP’s Organizational Change Management framework is a structured tool that outlines the scope, activities, and timeline for managing the people side of a project, such as an SAP cloud implementation. Option A is correct because coordinating and monitoring progress is a core function of the change plan—it ensures that all change management activities (e.g., communication, training, stakeholder engagement) are executed in sync with the project timeline. Option D is also correct because identifying and securing resources (e.g., change agents, trainers, or tools) is critical for effective execution, and the change plan serves this purpose by mapping out resource needs. Option B is incorrect because ranking activities by importance is not a primary function of the change plan; prioritization may occur, but it’s not the focus. Option C is also incorrect—while the change plan aligns with the project plan, its primary value is not to update the overall project plan but to support the change management effort specifically.

Extract from SAP OCM Concepts: The change plan aligns with SAP Activate’s emphasis on structured preparation and execution, ensuring resources and activities are managed effectively (SAP Activate Methodology, Change Management Workstream).

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).

SAP defines OCM broadly and systematically. Option C is correct because it describes OCM as comprehensive (holistic), cyclic (iterative), and structured (methodical), transitioning from current to future states with business benefits—aligning with SAP Activate’s goals. Option A is incorrect—“selective” and “intuitive” contradict OCM’s structured nature. Option B narrows it to “agile setup,” which isn’t SAP-specific. Option D is incorrect due to “selective” and “singular,” missing the cyclic aspect. C reflects SAP’s OCM essence.

“Organizational Change Management is a comprehensive, cyclic, and structured approach to transition individuals, groups, and organizations from a current to a future state, delivering intended business benefits” (SAP OCM Framework, Definition).