Gathering in real time employee time spent on WO

Hi,
Currently, we our Manufacturing folks fill out a daily timecard so their time can be charge to work orders. This means we have to wait until the next day to complete work orders. Does anyone have a solution to gather an employee's time in real time and charge it to the work order so the work order can be closed quickly after the work is completed?
We are on 11.5.10.
Catherine

Hi Catherie,
Oracle has Oracle Manufacturing Execution System (MES) that can address your requirement. With clock in/clock out feature, the actual time can be captured and charged to the work order in real time. The work order can be closed right after the work is completed.
Oracle MES can do much more than clock in/clock out. Here is the link to the Oracle MES datasheet. http://www.oracle.com/applications/manufacturing/manufacturing-execution-system-data-sheet.pdf
However, Oracle MES works with R12. If you plan to upgrade to R12, Oracle MES should be a perfect solution for you without complex and costly integrations with third party solutions.
Hope this help.
Regards,
Nitikorn

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    12.     What is the time status for Positive time recording and negative time recording?
    13.     What do you mean by Model wage types?
    14.     Who will assign symbolic accounts and who will define?
    15.     Where will the symbolic accounts related to FI? G/L Accounts.
    16.     What is the Integration between PA & Recruitment? What about PRELI.
    1.     What is an Organization structure contains.
    Enterprise structure
    Personal Structure
    Org. Assignment
    2.     What is the Enterprise structure consists of?
    3.     What is the personnel structure consists of?
    4.     What is the Org Assignment structure consists of?
    5.     What is a reporting structure?
    6.     What is a relationship and how many types are there?
    7.     Can one person will be assigned to different positions or one single position can be assigned to different persons.
    8.     How do you integrate between OM and PA?
    9.     Where will you assign if the position would be defaulted with Emp Grp and Sub grp?
    10.     What is the highest hierarchy in the Structural Graphics?
    11.     What are the plan versions used for?
    12.     Where will you do the Cost center assignment?
    13.     Position inherits the task of which object
    14.     What is the relationship between a job and position in OM.
    15.     How do you define Task?
    16.     What do you mean by Work Center?
    12 How to know the user authorizations
    T.code SUIM can help u to knw the authorizations of the users.
    13 Position inherits the task of which object
    13. Position inherits the task of the Job for which the position is created.
    14 How do you transfer data from PA to PD?
    14. RHINTE00 is the report used to transfer data from PA to PD.
    *PLOGI QUALI is the switch it will integrate the PA and PD
    15 RHINT30 Used for what?
    15. RHINTE30 is used to update IT0001 in PA (batch input) of the specified Personnel numbers. The Org. Asgmnt created for these numbers in PD is transferred to IT0001.
    16 Feature PACTV performs
    16. PACTV this feature tells about an applicant what is his/her current status wheather hiring, rejected. *Parameter settings for applicant activity types
    17 What is the use of Feature NUMKER?
    17. Feature NUMKR is to assign Personnel number range to a Company code or Personnel area. T.code PA04 is for tht feature. It holds the interval range, the interval status (latest number assigned). *It is used for the internal number assignmebt
    18 What is the use of control record
    18. Payroll Control record a) defines payroll past for retroactive accounting recognition, b) locks the master data & time data during the payroll process (payroll past & present), c) defines earliest possible retroactive date, d) no. of times the payroll has been run for tht payroll area.
    19 Are you able to perform more than one action in the same day?
    19. Yes u can perform two actions on the same day except the Hiring action and the Separation action.
    Yes but it should not affect the employment status
    20 Whether System will allow the Hire and Terminate actions on the same day?
    21 While performing the hire action, Customer don't want to go further with out entering
    System will not accept the hire and terminate on the same day
    22 the data into the Infotype i.e few Infotype data's are mandatory .how to proceed?
    23 What is the functionality of time constraints?
    23. Time constraints are assigned to the Infotypes in order to avoid collision between two Infotype records.
    TC 0 - Max. of one It record of same type, for same object & for same period of time
    TC 1 - IT records available at all times. No time gaps allowed. No overlapping records
    TC 2 - Only one record at any one time. Time gaps may exist.
    TC 3 - Multiple records may exist at one time.
    Time Constraints will reduce the duplication of data
    example if the time constraint is one it is mandatory
    tcc 2 unique and mandatory
    tcc3 gaps and allowed
    24 Customer doesn't want to give display authorization for few fields in the infotypes. How to resolve this issue.
    Some fields in an Infotype screen can be Hidden by Screen Modification through the table T588M
    25 To implement SAP Payroll what are the mandatory modules for HR
    25. The mandatory modules are PA & Time.
    25. OM, PA, Recruitment, & Time Management
    26 What is the difference between Master data and transactional data.
    26. Master Data is the data that remains unchanged for a long period of time.
    Ex. Employees Personal details etc.
    Transactional data is the data pertaining to day to day transactions with keeps changing
    Ex. Time data,
    27 Employee able to hold two personnel numbers
    27.Employee can hold two personnel nos.Such a case arises in CONCURRENT EMPLOYMENT.
    Yes one number will be reference personnel number
    28 How to access HRP1000 table
    28. HRP1000 can be accessed through Transaction Code :SE16.
    29 What are the different types of holidays?
    29. Holidays can be classified into Mainly Fixed, & Movable
    30 How to find a bug in a report
    31 What is personnel calendar?
    31. Personnel Calender is in which it tells information of employee's about his Location, Position, department, Shift, absence & attendence, Payroll.
    32 What are the types of break schedules?
    32. Break Schedules are Paid & Unpaid, & Dynamic Breaks.
    fixed breaks
    variable break
    etc
    33 Customer required a variant for monthly WS generation with Thursday half day
    33. Regarding Halfday on thrusday You need to create a variant and assign it to your Selection rule.
    34 Holiday and Friday & Saturday's are weekly off.
    34. Question I could not understand you mean weekly Off on Fridays & Saturdays then you need to mention it in your Period Work Schedule.
    35 Define day types
    35. Day Types is an indicator that a certain calender day is payment relavent that is paid or not.
    36 To generate a work schedule what are the parameters required.
    36. Holidays, Holiday Calender, Factory Calender, PS Grouping, Break Schedules, Daily Work Schedules, Period Work Schedules, & Work Schedule Rule & SCHKZ feature
    37 What is the use of a counting rule?
    37. Counting Rule is used to determine the payroll days & Hrs for the Attendence & Absence & to count the exact time.
    they count the payroll days and hours
    38 Define base & accrual entitlements?
    39 How to generate Absence Quotas?
    40 What is the relationship between a job and position ii OM
    40. Relation between a Job & a position is that a Position automatically inherits the characteristics & task assigned to that job
    41 What are the Characteristics of a wage type?
    42 What is the advantage of a schema?
    43 What is the use of QUOMO44 What is the procedure to develop a new report?
    45 What is the use of structural authorizations?
    46 Differentiate between cluster table and internal table
    47 Module pool programming
    48 How to transport a variant for a report to production System
    49 What are the activities needs to be completed before transferring the applicantdata to Personnel administration
    49. Following are the activities that are need to be performed before transferring the applicant data to PA
    --> Initial Entry of Basic Data
    --> Prepare for Hiring
    50 What do you know about the R/3 architecture?
    50.R/3 architecture is a three tier Architecture where
    51 Define personnel Area & Personnel Subarea
    51.Personnel Area: Personnel Area represents Sub division of a company code.
    Company Code :Four character code to identify the company
    For ex. Let ABCD be a compny code.
    This company has its branches in Mumbai, Chennai, Delhi , wherein Mumbai, chennai, delhi forms the Personnel Areas for ABCD. Personnel Area is also identified by a four character code.
    Personnel Sub Area: Sub-division of Personnel Areas.Identified with a Four character code.
    52 Give some examples for Employee subgroup
    52.Example for Employee Subgroup
    >Salaried Employees
    >Hourly Paid Employees
    >Trainee
    52. Example of Employee Sub Groups are Salaried, Pensioner, Retainer....etc
    53 what is retroactive accounting
    53.Retroactive Accounting :
    Retroactive accounting is triggered during the payroll run for the current period if the certain master and time data affecting the payroll past has been changed in the meantime. Only changes to master and time data are relevant for retroactive accounting, since previous payroll results must be corrected.
    54 When you perform a Off-cycle payroll
    54. Off cycle is performed when you give any advance to your employee like Bonus,
    55 What is the significance of DME
    56 How to create a work schedule for a part time employee
    56. Whether the employee is Part timer or Full Timer the same way components will taken into consideration for creation of Work Schedule.
    57 How to transfer employee salary from HR to FI
    57. You mean transfer of employee from HR dept to FI dept then you need to move the position. Select the position and click on F5 and again click on F5 it will ask you to which department the position to be moved and select the appropriate dept and save it.
    58 If you want to rerun the payroll for a specific employee what is the procedure
    59 Define processing class, evaluation class & Cumulation classes
    60 How you calculate the overtime
    61 how to calculate transport allowance for employees who has worked as per workschedule & who took few leaves ( employer don't want to pay transport allowancewhere the employee was absent)
    62 Difference between positive and negative time
    62.Positive Time is Calculating Actual Working Times. Negative Time is calculation of Deviations in the actual working time.
    63 Mention the processing types in Time evaluation
    64 Give brief information about time wage types & balance reflects into cluster tables
    65 Where you will find error messages
    65. T.Code is SM21
    1 In IMG, activities for which SAP cannot deliver default settings?
    2 At what level the regulation of employees are defined in SAP?
    3 To integrate the PA and OM we use a switch, specify?
    4 In which feature T-Code's are maintained?
    5  What is the use of a feature? A feature can be used to determine the default values & the screen sequence when HR Master Data is maintained in the Infotypes.
    6 The employee subgroup grouping for CAP allows you to assign different
    employees to different
    7 Employee subgroup grouping for PCR is done to
    8  In which feature, default wage type is defined for Basic Pay Infotype
    9 The wage type that starts with'/' is known as
    10  Permissible check for wage type is performed for each
    11 In SAP one can control the initiation of actions when maintaining an  infotype by
    12 How to know the user authorizations
    13  Position inherits the task of which object
    14 How do you transfer data from PA to PD?
    15 RHINT30 Used for what?
    16 Feature PACTV performs
    17  What is the use of Feature NUMKER?
    18 What is the use of control record
    19 Are you able to perform more than one action in the same day?
    20 Whether System will allow the Hire and Terminate actions on the same day?
    21  While performing the hire action, Customer don't want to go further with out entering
    22 the data into the Infotype i.e  few Infotype data's are mandatory .how to proceed?
    23  What is the functionality of time constraints?
    24 Customer doesn't want to give display authorization for few fields in the infotypes.
    How to resolve this issue.
    25  To implement SAP Payroll what are the mandatory modules for HR
    26 What is the difference between Master data and transactional data.
    27  Employee able to hold two personnel numbers?
    28  How to access HRP1000 table
    29 What are the different types of holidays?
    30  How to find a bug in a report
    31 What is personnel calendar?
    32 What are the types of break schedules?
    33 Customer required a variant for monthly WS generation with Thursday half day
    34  Holiday and Friday & Saturday's are weekly off.
    35  Define day types
    36 To generate a work schedule what are the parameters required.
    37 What is the use of a counting rule?
    38 Define base & accrual entitlements?
    39  How to generate Absence Quotas?
    40 What is the relationship between a job and position ii OM
    41 What are the Characteristics of a wage type?
    42 What is the advantage of a schema?
    43  What is the use of QUOMO
    44  What is the procedure to develop a new report?
    45 What is the use of structural authorizations?
    46  Differentiate between cluster table and internal table
    47  Module pool programming
    48 How to transport a variant for a report to production System
    49  What are the activities needs to be completed before transferring the applicant
    data to  Personnel administration
    50 What do you know about the R/3 architecture?
    51 Define personnel Area & Personnel Subarea
    52 Give some examples for Employee subgroup
    53  what is retroactive accounting
    54 When you perform a Off-cycle payroll
    55  What is the significance of DME
    56 How to create a work schedule for a part time employee
    57 How to transfer employee salary from HR to FI
    58 If you want to rerun the payroll for a specific employee what is the procedure
    59  Define processing class, evaluation class & Cumulation classes
    60 How you calculate the overtime
    61  how to calculate transport allowance for employees who has worked as per work
    schedule & who took few leaves ( employer don't want to pay transport allowance
    where the employee was absent)
    62  Difference between positive and negative time
    63 Mention the processing types in Time evaluation
    64 Give brief information about time wage types & balance reflects into cluster tables
    65 Where you will find error messages
    66  what are the infotypes  data involved in Time evaluation
    67 Time events & Time pairs are stored in which tables
    68  How to valuate the time wage types
    69  Derive the wage type with 50% & 25%
    70  How to change the employee basic pay from wage type MM20 to 5231
    71  What is the use of counting classes?
    72  What is the use of Day Rules?
    73 W hat are the partial period factors
    74  In which tables Payroll constant will be stored & through which T-Code you are
    able to view the records.
    75  Write the formula for partial period factor for /802
    76 What is the use of factoring in Payroll.
    77  Are you able to run a payroll for ex-employee?
    78 What do you know about Averages in payroll?
    79 Through which T-Code you are able to create a remuneration statement
    80  Explain bank transfers & Check processing
    81  What are the time recording methods.
    82  How to implement a decentralized scenario into an organization
    83  How to get the master data from SAP to SAP & Non-sap
    84 Qualification catalog consists of which objects
    85  What is the key feature for IT0003 which is maintained by system automatically?
    86  How to hold two different bank accounts foe an individual employee to distribute salary
    87 What are the key aspects defined for dynamic actions
    88 Employee subgroups are used in Time to control what
    89 What is the purpose of assigning a Daily Work Schedule class
    90  How is a day type determined in a day type rule.
    91 What is the use of a Quota multiplier in a Counting rule.
    92  What are the methods by which Quota can be accrued.
    93 When do you use a reduction rule for an absence quota.
    94 Elements of enterprise structure are
    95  What type of information payroll accounting area provides the payroll driver
    96   Infotypes are logical groups of
    97 Work Schedule is generated from
    98 Which infotypes act as a payroll administration for the individual employee
    99 What are the applicant activities?
    100  Explain ASAP methodology
    101 What are the logical databases belongs to HR module.
    102 What are the modules for wage type characteristics (indirect valuation)
    New set of question taken from internet..
    1. SAP Overview
    1. Explain the structure of the client/server framework.
    2. Project Implementation Tools 1. What is the IMG?
    2. What is a project IMG?
    3. Basics of Human Resources 1. What are the most important processes supported in Human Resources (HR)?
    2. What are the most important structures in HR?
    3. What is meant by Employee Self-Service?
    4. What ways are there to select an Infotype?
    5. How do you hire a new employee?
    6. Which steps make up the payroll process?
    7. Why is there a cross-application time sheet? What are the possible target components?
    8. What is the purpose of time evaluation?
    9. Which reporting tools do you know of?
    10. How is the recruitment component integrated with the other HR components?
    11. What is an applicant action?
    12. What is the difference between qualifications and requirements?
    13. What is the difference between career planning and succession planning? What is a development plan?
    14. Describe the day-to-day activities in Training and Event Management.
    15. What is the appraisal system component used for?
    16. What are the main functions of Compensation Management?
    17. What personnel cost planning methods are there in SAP HR?
    18. Which Infotypes do you need to implement Travel Management?
    4. Organizational Management
    1. What are plan versions used for?
    2. What are the basic object types?
    3. What is the difference between a job and a position?
    4. What is the difference between an organizational unit and a work center?
    5. Where can you maintain relationships between objects?
    6. What are the main areas of the Organization and Staffing user interfaces?
    7. What is Expert Mode used for?
    8. Can you create cost centers in Expert Mode?
    9. Can you assign people to jobs in Expert Mode?
    10. Can you use the organizational structure to create a matrix organization?
    11. In general structure maintenance, is it possible to represent the legal entity of organizational units?
    12. What is the Object Infotype (1000) used for?
    13. What is the Relationships Infotype (1001) used for?
    14. Which status can Infotypes in the Organizational Management component have?
    15. What is an evaluation path?
    16. What is Managers Desktop used for?
    17. Is it possible to set up new evaluation paths in Customizing?
    18. Which situations require new evaluation paths?
    19. How do you set up integration between Personnel Administration and Organizational Management?
    5. Master Data 1. Which elements make up the enterprise structure?
    2. Which elements make up the personnel structure?
    3. Which elements make up the organizational structure?
    4. Which criteria play a role in establishing these structures?
    5. Which control features are controlled using the personnel subarea?
    6. Which control features are controlled using the employee subgroup?
    7. What is a payroll area?
    8. What is an Infotype?
    9. Which criteria determine payroll areas?
    10. What is the organizational key used for?
    11. In which Infotype are administrators defined?
    12. Why are administrators defined?
    13. What can features be used for?
    14. What is the connection between Planned Working Time (Infotype 7) and Basic Pay (Infotype 8)?
    15. Which ways are there to define default values for the pay scale area and pay scale type?
    16. What is the employee subgroup grouping for collective agreement provisions used for?
    17. Where are pay scale groups and pay scale levels defined?
    18. How are wage types created in the SAP R/3 system?
    19. Can all wage types be entered into all Infotypes?
    20. What does the input permissibility of a wage type depend upon?
    21. What is the personnel subarea grouping for primary wage types used for?
    22. What is the employee subgroup grouping for primary wage types used for?
    23. What ways are there to valuate wage types? Where are wage type valuations defined?
    24. How can you evaluate wage types indirectly?
    25. How can you define default wage types for the Basic Pay Infotype?
    26. What ways are there to perform pay scale reassignments?
    27. What ways are there to perform standard pay increases?
    28. What is the difference between the simple and extended pay increases?
    29. Can several personnel actions be performed on the same day?
    30. What is the Additional Actions Infotype used for?
    31. If an employee leaves the enterprise, are all Infotypes delimited?
    32. Which control options do you have for Customizing when configuring Infotypes?
    33. Can a screen in HR data consist of several Infotypes?
    34. Which ways are there to modify screens in Customizing?
    35. What is an Infotype menu and what is its purpose?
    36. What is an info group? What is a personnel action?
    37. How can a personnel action change the status feature of an employee in Infotype 0000?
    38. How are personnel actions and dynamic actions linked?
    6. Authorizations 1. What is a role and what is it made up of?
    2. How are the authorizations in a role maintained?
    3. Are authorization objects or profiles assigned to users?
    4. Which authorization object can you use to control an employee?s access to his or her own personal data?
    5. What are the main advantages of the Profile Generator?
    6. Can roles and their authorization profiles be assigned to a user for a limited time period?
    7. How do you create structural profiles?
    7. Payroll 1. How does the system know when to trigger retroactive accounting for a particular employee?
    2. How is the earliest retroactive accounting date determined for an employee?
    3. What is the payroll control record used for?
    4. Is the exact date of the payroll period for an employee determined by the payroll area or the payroll control record?
    5. What activities are possible when the payroll control record is set to ?Released for Payroll??
    6. Is it possible to branch directly from the payroll log to master data and time data maintenance?
    7. What is Matchcode W used for?
    8. What effect does grouping employee subgroups have on personnel calculation rules?
    9. Can you evaluate payroll results using SAP Query/Ad Hoc Query?
    10. What steps are required to post payroll results to Accounting?
    11. Can a posting run be deleted?
    12. Where do you specify whether an employee is paid in cash or whether the money is transferred to a bank account?
    8. Time Data 1. What are the basic concepts for recording time data?
    2. What steps are required to set up work schedules?
    3. Can you define your own public holidays?
    4. How do you define which public holiday calendar is valid for an employee?
    5. Which characteristics does a public holiday class blank have?
    6. Is there an employee subgroup grouping for daily work schedules?
    7. What is a variant of a daily work schedule?
    8. Is there an employee subgroup grouping for time quotas?
    9. What ways are there to define breaks within a break schedule?
    10. Which characteristics does a daily work schedule with daily work schedule class 1 have?
    11. Which elements make up a period work schedule?
    12. Which characteristic does a day with day type 1 have?
    13. Which ways are there of representing part-time work in the SAP R/3 system?
    14. Which ways are there of representing substitutions in the SAP R/3 system?
    15. What is the difference between absences (Infotype 2001) and attendances (Infotype 2002)?
    16. What is an absence quota? Give examples.
    17. What is the difference between a validity interval and a deduction interval for time quotas?
    18. You need to deduct an absence from a quota. Which Customizing settings are required?
    19. Should a quota be assigned directly to an absence?
    20. What is the remuneration Infotype used for?
    21. What are counting rules used for?
    22. Can you set up default values to create absence quotas?
    23. Can you generate absence quotas?
    24. What is the schema TQTA used for?
    25. What ways are there of entering information for Controlling when recording time data in the Time Management Infotypes?
    9. Reporting in Human Resources Management
    1. Which reporting tools are available in Human Resources Management?
    2. Is the Business Information Warehouse part of the SAP R/3 system?
    3. What is HIS?
    4. Where do you find standard reports in HR?
    5. Can you also evaluate cross-client data with standard reports?
    6. Can customer-specific reports be incorporated in the Managers Desktop?
    7. What is a logical database used for?
    8. Which logical databases exist in HR?
    9. What is a user group, what is an infoset and how are the two related?
    10. What is a field group? Give examples from HR.
    11. What are selection and output fields?
    12. What can an Ad Hoc Query be used for?
    13. What are the steps for configuring an SAP Query?
    14. What are payroll Infotypes used for?
    Reward if helpful..
    Cheers
    JS

  • Is Direct Annotation on frames in real-time available in Premiere?

    I received this in my email, wondered if Adobe has something comparable:
    FASTER. EASIER. AND SLIGHTLY ADDICTING.
    Email is so old school. With Ci, your production team and clients can comment and annotate directly on frames in real-time. You can then export these notes into Final Cut Pro or Avid and relink your master files. Experience better communication, improve your workflow, and avoid the typical frustrations associated with gathering feedback.
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    Adobe used to have an excellent review feature called CS Review that did exactly what you ask for.  It was the best review system I've ever used.
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  • SAP HR - OIM real time reconcilatin

    Hi,
    Any one has experience around setting up SAP HR and OIM real time reconcilation on a real time basis.
    Thanks
    D

    Hi,
    First step will be knowing about the company from top to bottom in all levels and maping to SAP
    Sec Questionaries to the client about how he want to look his company data in sap and checking whether is that possible in standard sap or not and what to do to reach client expectation etc you have to check
    Thrid ASAP Methodelogy where gathering informaiton,preparing blueprint,configuration,testing.
    Basically most of the client go for OM,PA,TM,Payroll and other modules are optional like e-recruitment,ess mss,traval etc which shld have other module integration and third party software.
    Thanks

  • Hi Experts! Clarififcation regardng the phases of project in real time

    Hi ,
    Can any body please explain the phases of project and thier details like wht all will be done at each stage in the real time since i am very new to tht kind of phases ..
    Please donot kindly send me any links for reference rather plz describe it in detail..
    Regards,
    Eshwant....

    Hi,
    Implementation processes:
    Project preparation
    The project preparation phase, depicted below, focuses at two main activities, i.e. to make a setup for the TSO and to define a solution vision. These activities allow an organization to put in on the right track towards implementation.
    Design and initially staff the SAP TSO
    TSO chart exampleThe first major step of the project preparation phase is to design and initially staff an SAP technical support organization (TSO), which is the organization that is charged with addressing, designing, implementing and supporting the SAP solution. This can be programmers, project management, database administrators, test teams, etc. At this point, the focus should be at staffing the key positions of the TSO, e.g. the high-level project team and SAP professionals like the senior database administrator and the solution architect. Next to that, this is the time to make decisions about choosing for internal staff members or external consultants.
    The image at the right shows a typical TSO chart.
    Craft solution vision
    The second project preparation job is to define a so-called solution vision, i.e. a vision of the future-state of the SAP solution, where it is important to address both business and financial requirements (budgets). The main focus within the vision should be on the company’s core business and how the SAP solution will better enable that core business to be successful. Next to that, the shortcomings of the current systems should be described and short but clear requirements should be provided regarding availability (uptime), security, manageability and scalability of the SAP system.
    Sizing and blueprinting
    The next phase is often referred to as the sizing and blueprinting phase and forms the main chunk of the implementation process
    Perform cost of ownership analysis
    Figure 5: Solution stack delta analysisThis phase starts with performing a total cost of ownership analysis (TCO analysis) to determine how to get the best business solution at the lowest costs. This means to compare SAP solution stack options and alternatives and then determine what costs each part of the stack will bring and when these costs will be incurred. Parts of the stack are for example the hardware, operating system and database, which form the acquisition costs. Next to that, there should be taken a look at recurring costs like maintenance costs and downtime costs. Instead of performing a complete TCO analysis for various solution stack alternatives that would like to compare, it can be wise just to do a so-called delta analysis, where only the differences between solutions (stacks) are identified and analyzed. The image at the right depicts the essence of a delta analysis.
    Identify high availability and disaster recovery requirements
    The next step is identifying the high availability requirements and the more serious disaster recovery requirements. This is to plan what to do with later downtime of the SAP system, caused by e.g. hardware failures, application failures or power outages. It should be noted that it is very important to calculate the cost of downtime, so that an organization has a good idea of its actual availability requirements.
    Engage SAP solution stack vendors
    Figure 6: Simplified SAP solution stackA true sizing process is to engage the SAP solution stack vendors, which is the next step. This means selecting the best SAP hardware and software technology partners for all layers and components of the solution stack, based on a side-by-side sizing comparison. The most important factors that are of influence here are the estimated numbers of (concurrent) users and batch sizes. A wise thing to do is to involve SAP AG itself to let them create a sizing proposal stating the advised solution stack, before moving to SAP’s technology partners/SAP vendors, like HP, Sun Microsystems and IBM. A simplified solution stack is depicted at the right, showing the many layers for which software and hardware has to be acquired. Note the overlap with the OSI model.
    Staff TSO
    The TSO is the most important resource for an organization that is implementing SAP, so staffing the TSO is a vital job which can consume a lot of time. In a previous phase, the organization should already have staffed the most vital positions. At this point the organization should staff the bulk of the TSO, i.e. fill the positions that directly support the near-term objectives of the implementation, which are to develop and begin the installation/implementation of the SAP data center. Examples are: data center experts, network infrastructure experts, security specialists and database administration experts.
    There are many ways to find the right people within or outside the organization for all of the TSO positions and it depends on the organization how much time it wants to spend on staffing.
    Training
    One of the most vital stages of the implementation process is training. Very few people within an organization are SAP experts or even have worked with SAP software. It is therefore very important to train the end users but especially the SAP TSO: the people who design and implement the solution. Many people within the TSO need all kinds of training. Some examples of these positions:
    SAP Network Specialists
    SAP Database Administrators
    SAP Security specialists
    Documentation specialists
    Et cetera
    All of these people need to acquire the required SAP knowledge and skills or even SAP certifications through training. Moreover, people need to learn to do business in a totally new way. To define how much SAP training every person needs, a company can make use of a skillset matrix. With this matrix, a manager can identify who possesses what knowledge, to manage and plan training, by defining the height of expertise with a number between e.g. 1 and 4 for each skill for each employee.
    Setup SAP data center
    The next step is to set up the SAP data center. This means either building a new data center facility or transforming the current data center into a foundation capable of supporting the SAP solution stack, i.e. all of the technology layers and components (SAP software products) in a productive SAP installation. The most important factor when designing the data center is availability. The high availability and disaster recovery requirements which should have been defined earlier, give a good idea of the required data center requirements to host the SAP software. Data center requirements can be a:
    Physical requirement like power requirements
    Rack requirement
    Network infrastructure requirement or
    Requirement to the network server.
    Perform installations
    The following step is to install the required SAP software parts which are called components and technological foundations like a web application server or enterprise portals, to a state ready for business process configuration. The most vital sub steps are to prepare your OS, prepare the database server and then start installing SAP software. Here it is very important to use installation guides, which are published for each SAP component or technology solution by SAP AG. Examples of SAP components are:
    R/3 Enterprise — Transaction Processing
    mySAP BI — Business Information Warehouse
    mySAP CRM — Customer Relationship Management
    mySAP KW — Knowledge Warehouse
    mySAP PLM — Product Lifecycle Management
    mySAP SCM — Supply Chain Management
    mySAP SEM — Strategic Enterprise Management
    mySAP SRM — Supplier Relationship Management
    Round out support for SAP
    Before moving into the functional development phase, the organization should identify and staff the remaining TSO roles, e.g. roles that relate to helpdesk work and other such support providing work.
    [edit] Functional development
    The next phase is the functional development phase, where it is all about change management and testing. This phase is depicted below.
    Figure 7: Functional development phase
    Address change management
    The next challenge for an organization is all about change management / change control, which means to develop a planned approach to the changes the organization faces. The objective here is to maximize the collective efforts of all people involved in the change and to minimize the risk of failure of implementing the changes related to the SAP implementation.
    The implementation of SAP software will most surely come with many changes and an organization can expect many natural reactions, i.e. denial, to these changes. To fight this, it is most important to create a solid project team dedicated to change management and to communicate the solution vision and goals of this team. This team should be prepared to handle the many change issues that come from various sources like:
    End-user requests
    Operations
    Data center team
    DBA group
    Systems management
    SAP systems and operations management
    Next thing is to create a foundation for the SAP systems management and SAP computer operations, by creating a SAP operations manual and by evaluating SAP management applications. The manual is a collection of current state system documentation, day-to-day and other regularly scheduled operations tasks, various installation and operations checklists and how-to process documents.
    Functional, integration and regression testing
    Testing is very important before going live with any system. Before going live with a SAP system, it is vital to do many different kinds of testing, since there is often a large, complex infrastructure of hardware and software involved. Both requirements as well as quality parameters are to be tested. Important types of testing are:
    Functional testing: to test using functional use cases, i.e. a set of conditions or variables under which a tester will determine if a certain business process works
    Integration testing
    Regression testing
    All tests should be preceded by creating solid test plans.
    [edit] Final preparation
    The last phase before going live can be referred to as the final preparation phase and is depicted below.
    Figure 8: Final preparation phase
    Systems and stress testing
    Another vital preparation activity before going live with SAP is systems and stress testing. This means planning, scripting, executing and monitoring system and stress tests, to see if the expectations of the end users, defined in service level agreements, will be met. This can be done with SAP’s standard application benchmarks, to benchmark the organization’s configurations against configurations that have been tested by SAP’s hardware technology partners. Again, a test plan should be created at first.
    Prepare for cutover
    The final phase before going live with SAP is often referred to as the cutover phase, which is the process of transitioning from one system to a new one. The organization needs to plan, prepare and execute the cutover, by creating a cutover plan that describes all cutover tasks that have to be performed before the actual go-live. Examples of cutover tasks are:
    Review and update all systems-related operations procedures like backup policies and system monitoring
    Assign ownership of SAP’s functional processes to individuals
    Let SAP AG do a GoingLive check, to get their blessing to go live with the system
    Lock down the system, i.e. do not make any more changes to the SAP system
    [edit] Go Live
    All of the previously described phases all lead towards this final moment: the go-live. Go-live means to turn on the SAP system for the end-users and to obtain feedback on the solution and to monitor the solution. It is also the moment where product software adoption comes into play. More information on this topic:
    Product Software Adoption: Big Bang Adoption
    Product Software Adoption: Parallel Adoption
    Product Software Adoption: Phased Adoption
    HTH
    Regards,
    Dhruv Shah

  • Making task execution a reality, in real-time, for critical industries

    Problem
    Enterprise software systems like ERP identify what needs to be done, but fail to outline how these tasks should be executed, due in large part to operational processes which are typically locked in disparate procedural documents, forms and excel spreadsheets. This approach limits the visibility into internal operations, enhancement of management by exception, and predictive analytics.
    In all of industries Mobideo targets, processes are managed traditionally with ERP software  where the tasks performed are manually documented, a process which is error prone and time consuming. In the Aerospace and Defense industry  for example, the Federal Aviation Administration concluded that documentation is the leading contributing factor to maintenance mishaps. These errors are specifically attributed to:
    Failure to follow published technical data or local instructions
    Using an unauthorized procedure not referenced in the technical data
    Supervisory personnel accepting non-use of technical data or failure to follow maintenance instructions.
    Solution
    Mobideo’s unique solution gathers granular data to capture what is happening in an operational environment in real-time, thereby optimizing performance, cost, and compliance of operational processes. It does this by uploading the smallest of business elements in the formats they are found and converting them to a mobile application. Using SAP HANA, the platform enables visibility by creating personalized applications that guide users through each job task in a step-by-step checklist. This framework ensures quality in tough working environments and confirms execution of tasks at the point of service. Core Competencies
    Mobideo converges all task execution data into a unified application
    Mobideo ensures compliance
    Mobideo tracks granular interaction and data entry in real time
    Mobideo enables rapid deployment driven from the procedures themselves
    Mobideo offers Deep integration with third party enterprise applications
    Watch
    Watch Samuel Solomon, chairman discuss the Mobideo solution at this year’s SAPPHIRE NOW event.
    SAP HANA Transforms Operations Management for Mobidio - YouTube

    Problem
    Enterprise software systems like ERP identify what needs to be done, but fail to outline how these tasks should be executed, due in large part to operational processes which are typically locked in disparate procedural documents, forms and excel spreadsheets. This approach limits the visibility into internal operations, enhancement of management by exception, and predictive analytics.
    In all of industries Mobideo targets, processes are managed traditionally with ERP software  where the tasks performed are manually documented, a process which is error prone and time consuming. In the Aerospace and Defense industry  for example, the Federal Aviation Administration concluded that documentation is the leading contributing factor to maintenance mishaps. These errors are specifically attributed to:
    Failure to follow published technical data or local instructions
    Using an unauthorized procedure not referenced in the technical data
    Supervisory personnel accepting non-use of technical data or failure to follow maintenance instructions.
    Solution
    Mobideo’s unique solution gathers granular data to capture what is happening in an operational environment in real-time, thereby optimizing performance, cost, and compliance of operational processes. It does this by uploading the smallest of business elements in the formats they are found and converting them to a mobile application. Using SAP HANA, the platform enables visibility by creating personalized applications that guide users through each job task in a step-by-step checklist. This framework ensures quality in tough working environments and confirms execution of tasks at the point of service. Core Competencies
    Mobideo converges all task execution data into a unified application
    Mobideo ensures compliance
    Mobideo tracks granular interaction and data entry in real time
    Mobideo enables rapid deployment driven from the procedures themselves
    Mobideo offers Deep integration with third party enterprise applications
    Watch
    Watch Samuel Solomon, chairman discuss the Mobideo solution at this year’s SAPPHIRE NOW event.
    SAP HANA Transforms Operations Management for Mobidio - YouTube

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