C_OCM_2503 Exam Dumps : SAP Certified Associate - Organizational Change Management

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).

SAP’s OCM framework integrates with SAP Activate to align people efforts with project stages. Option A is correct because activities are phase-specific—e.g., stakeholder analysis starts in Prepare, training in Realize—ensuring timing matches project needs, like assessing readiness before design. Option C is correct as some activities span phases—e.g., communication begins in Prepare (awareness) and continues through Run (adoption updates), adapting to evolving contexts like new releases.

Option B is incorrect—OCM dimensions (e.g., strategy, leadership) are overarching, not phase-bound; they apply across the lifecycle. Option D is incorrect—Activate phases (Discover, Prepare, etc.) structure the project, not the OCM framework’s dimensions. SAP OCM syncs with Activate’s rhythm.

“The OCM framework connects to SAP Activate by assigning activity starts to specific phases and allowing some activities to span multiple phases for continuous impact” (SAP OCM Framework, Activate Integration).

Change enablement in SAP cloud implementations focuses on user adoption. Option B is correct because it encompasses all activities—training, workshops, support—that help people (end-users, key users) learn and adopt new SAP systems (e.g., S/4HANA Cloud) and processes (e.g., best practices) in their daily work. This broad definition aligns with SAP OCM’s goal of ensuring sustained use post-go-live, addressing both technical skills and behavioral change. For example, enablement might include e-learning on system navigation or process simulations to ease the transition.

Option A is incorrect—supporting leadership to handle resistance is a subset of change leadership, not enablement, which targets users. Option C is incorrect; deliverables (e.g., plans, reports) support OCM broadly, not just enablement, which is action-oriented. Option D is incorrect—upskilling leaders is leadership development, not user-focused enablement. SAP OCM defines enablement as user-centric preparation.

“Change enablement refers to activities that enable people to learn and adopt new SAP systems and processes, ensuring effective integration into their work” (SAP OCM Framework, Enablement Definition).