SAP XI Functionality

Hi Experts,
I was trying to find out some of the base EAI functionality on SAP XI and got confused with these below items. Hope will get answers in SDN.
1. when a process(integration process with BPM) is in error, can I restart the process from SAP inbox(when the error occurred, it should send an SAP mail/alerts to inbox)?
2. In BPM can we sequence messages from the message data(if I am receiving multiple orders, and I have to post as per the sequence)?
3. What is the facility available to track duplicate message(if I am receiving same message multiple time and I have to process only once and rest I have to discard)?
4. Is it possible to prioritize message in SAP XI? if yes, how?
5. in BPM if I am collecting messages and merging it, can know the details about process like how many messages already merged while the process is running?
6. Can we implement batch lookup process in mapping(if i have an order with multiple item for which i need cross ref data, can execute lookup once and get data for all items)? Can I retry the lookup if it fails first time with a counter or with manual interventions? is it possible to do a lookup 2nd time only for the data which has got failure on first time?
7. How can we handle error(say, if I have to send an alert) while doing lookup?
8. While sending an alert, is there any facility available to customize the message(if I need to add any help tips, or some dynamic data from xml message, or different type of message for SMS and email etc.)? Can we do deadline monitoring for notifications? Can we send message in different languages?
9. Is there any specific way SAP XI handles bulky messages(say 200mb)?
10. Can I search for a message in SAP XI with the data(say order no, sales org etc.) available in the message body?
Please through some light on these.
Thanks,
Sri.

HI,
1. when a process(integration process with BPM) is in error, can I restart the process from SAP inbox(when the error occurred, it should send an SAP mail/alerts to inbox)?
Yes it is possible see the below link
Reconciliation of Messages in BPM - /people/krishna.moorthyp/blog/2006/04/08/reconciliation-of-messages-in-bpm
2. In BPM can we sequence messages from the message data(if I am receiving multiple orders, and I have to post as per the sequence)?
Yes it is possible thourh send step through serialisation or using spcified queue
3. What is the facility available to track duplicate message(if I am receiving same message multiple time and I have to process only once and rest I have to discard)?
Yes it is possible maintain the correlation and loop in that loop check the availability of msgs but this is based on msgs numbers or certain period only.
4. Is it possible to prioritize message in SAP XI? if yes, how?
yes
5. in BPM if I am collecting messages and merging it, can know the details about process like how many messages already merged while the process is running?
How to serialize IDoc XML messages fed into XI - /people/community.user/blog/2006/11/04/how-to-serialize-idoc-xml-messages-fed-into-xi
serialization /people/alessandro.guarneri/blog/2006/11/26/content-based-serialization-dynamic-queue-name-in-xi
6. Can we implement batch lookup process in mapping(if i have an order with multiple item for which i need cross ref data, can execute lookup once and get data for all items)? Can I retry the lookup if it fails first time with a counter or with manual interventions? is it possible to do a lookup 2nd time only for the data which has got failure on first time?
I hope each time one it is possible,you can call multiple but this is not sure and performance wise also not suggeted.
7. How can we handle error(say, if I have to send an alert) while doing lookup?
see thebelow links
DB lookup - /people/siva.maranani/blog/2005/08/23/lookup146s-in-xi-made-simpler
SOAP Lookup - /people/bhavesh.kantilal/blog/2006/11/20/webservice-calls-from-a-user-defined-function
Lookup - /people/alessandro.guarneri/blog/2006/03/27/sap-xi-lookup-api-the-killer
Also read thru this to get more idea on lookups -
http://help.sap.com/saphelp_nw04/helpdata/en/cf/406642ea59c753e10000000a1550b0
Lookups in XI made simpler - /people/siva.maranani/blog/2005/08/23/lookup146s-in-xi-made-simpler
How to check JDBC SQL Query Syntax and verify the query results inside a User Defined Function of the Lookup API -
http://help.sap.com/saphelp_nw04/helpdata/en/2e/96fd3f2d14e869e10000000a155106/content.htm
/people/prasad.illapani/blog/2006/10/25/how-to-check-jdbc-sql-query-syntax-and-verify-the-query-results-inside-a-user-defined-function-of-the-lookup-api
Lookups - /people/morten.wittrock/blog/2006/03/30/wrapping-your-mapping-lookup-api-code-in-easy-to-use-java-classes
Lookups - /people/alessandro.guarneri/blog/2006/03/27/sap-xi-lookup-api-the-killer
8. While sending an alert, is there any facility available to customize the message(if I need to add any help tips, or some dynamic data from xml message, or different type of message for SMS and email etc.)? Can we do deadline monitoring for notifications? Can we send message in different languages?
/people/sap.india5/blog/2005/12/06/xi-ccms-alert-monitoring-overview-and-features - CCMS Alert Monitoring
/people/michal.krawczyk2/blog/2005/09/09/xi-alerts--step-by-step - Alert Configuration
/people/michal.krawczyk2/blog/2005/09/09/xi-alerts--troubleshooting-guide - Trouble shoot alert config
Alerts with variables from the messages payload (XI) - UPDATED - /people/michal.krawczyk2/blog/2005/03/13/alerts-with-variables-from-the-messages-payload-xi--updated
Triggering XI Alerts from a User Defined Function - /people/bhavesh.kantilal/blog/2006/07/25/triggering-xi-alerts-from-a-user-defined-function
http://help.sap.com/saphelp_nw2004s/helpdata/en/af/73563c1e734f0fe10000000a114084/content.htm for SMS you need configure SCOT
Regards
Chilla

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Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Management  Benefits  Basic Settings  Set Current Benefit Area
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
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IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Cost Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage Groupings
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IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Contribution Groupings
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IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer Contribution Groupings
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IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health Plans
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Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Dependent Coverage Options
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
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Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
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Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
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Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
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Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
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proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
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Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
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In this section of the IMG, you define the criteria needed to calculate Imputed Income.
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IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
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IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
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In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
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In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
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IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
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IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
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In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
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Before you start to define variants, you need to do the following:
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IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
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IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
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ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
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IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
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IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
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IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
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IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 The employee can be a beneficiary
 Contingency beneficiaries can be named
 Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6

SAP MM Functional Specs -Help Required

Gurus , I am newly taking assignment for SAP MM functional .I request any one from this forum to help me in sending a sample Functional spec for SAP MM /SAP MM customization .It will be a great help for me as I am new in this area and just got trained
Pl send your links or sample functiona spec to
[email protected]

Hi James,,,
Functional Specs differs from client to client how they use it. Anyways from ur client u can take the specs it shd be in the Process Database.
In general the Spec has the following info ....
1. Process Owner.
2. Requested by :
3. SAP MM consultant incharge( Ur Name )
4. Abaper, If required.
5. Integration Team Members.
6. AS- IS & TO- BE
7. If any User exits or enhancements needed then mentiion in details.
Insense the config & Tech part need to be developed shd be mentioned clearly.
Regards
Balaji

SAP Standared function module in BODS

Experts,
I know that we can not use SAP standared function module as a source in data services, we can use a function module in transformation but again we have to start from a file or table as a source and load into a target (Function Module can not be an end point of a dataflow - as it is used in the transformation and each transformation requires a source and a target).
Is this statement correct ? ?. Please let me know.
Here I have some Raw descriptive data in SAP and with some standared functional module which I need to call in BODS. Is it possible by some way to take it as source ..?
Thanks in Advance.
-Deep

Hey,
Any relevant inputs are much appericiated..!!
thx
Deep

Where-Used List: Modifying SAP standard function module

Hi,
We have decided to modify SAP standard function module SD_SCHEDULING. But before that, we need to understand what impact this modification will have in the system. We will also estimate the risks with this modification.
Therefore, I have taken Where-Used List for this function module. We are aware that this list is not comprehensive.
Do you know any other way we could use to understand better what impacts this kind of modification may have? My colleagues say that this is the only way.
Thanks in advance for your help.
Regards,
Jarmo Tuominen

Hi Jarmo,
Try this
1). Goto Se16 and check the contents of table 'CROSS'.
2). Enter 'F' in the first selection screen field
3). In the NAME field enter the Function module SD_SCHEDULING and execute.
4). The list will give you where all the FM has been used.
Kindly note this is almost the same as doing a where used list. The where used list will only work correctly if the 'Update Navigation Index' works correctly in your system. So just to ensure the result of your where used list you can follow the above steps. This does not require the Update Navigation Index.
Hope this helps
Cheers
VJ

SAP MM Functional Consultant's role in a Upgrade Project from 4.6C to 6.0

Hi Guys,
I will be thrown into a SAP Upgrade Project. I would appreciate if someone could shed some light on what a SAP MM Functional Consultants role would be in this kind of Project.
I would appreciate a comprehensive guide where it includes role within each stage of the ASAP methodology for Upgrades.
Thanks guys.

> I will be thrown into a SAP Upgrade Project. I would appreciate if someone could shed some light on what a SAP MM Functional Consultants role would be in this kind of Project.
- defining the core processes
- test and customize them
- release the customizing transports for production
> I would appreciate a comprehensive guide where it includes role within each stage of the ASAP methodology for Upgrades.
Since each project is different and each system has a different customizing/configuration it's not possible to generate a step-by-step guide what you have to do. The requirements are usually defined by the business.
Your project leader should be able to give you a project plan (e. g. by using Solution Manager Upgrade Project) where you can get an idea based on the system you're going to upgrade.
Markus

Geographical attributes are stored in SAP equipment/functional master data?

Hi gurus,
I Need to Understand how the typical geographical/spatial attributes are stored in SAP equipment/functional master, and how they are stored. Is it through enhancement with customer fields or through classification?
Please through some lights on this
regards
Krish

You can create new tab's using User exit : ITOB0001 or use of address(Ctrl+F5) search term field 1/2 .. you can use to store the geographical/spatial attributes or via classification as PeteA mentioned.
Thanks
-S.N

Lst of all sap standard function modules???

can anyone provide with a list of all sap standard function modules??? I am currently working in Product costing.As per my Functional specification i need to find the number of cost centers in a cost center group.we guess that this information will be available from a function modules.so can anyone provide all the function modules of sap.

Hi,
Check this link :
<a href="http://www.erpgenie.com/abap/functions.htm">http://www.erpgenie.com/abap/functions.htm</a>
-SatyaPriya

Can we integrate SAP PM functional location into sap ehs waste management?

Can we integrate SAP PM functional location into sap ehs waste management?
We have already imported functional location into Incident Management.
The requirement is that we need to somehow integrate either functional location of PM or location of Incident Management
to EH&S Waste Management module.
Any comments/ideas would be highly appreciated !!

Hi !
Through this IMG activity you can integrate Waste Management business partner to other objects. What you have asked should be possible. But default settings provided with this IMG activity are,
You can integrate Business partner to,
1. Plant
2. Company Code
3. Cost Center
4. Controlling Area
5. Order
6. Customer
7. Vendor
8. Storage Location
9. Plant for Storage Location
You can see this in the structure, “EHSWAS_MDINTO”.
See this IMG activity,
Environment, Health & Safety -> Waste Management -> Master Data -> Basic Settings for Master Data -> Specify Object Types for Integration.
“A waste management business partner can be identical to other objects in the SAP System, for example, a plant, a company code, or a cost center. In the master data for the Waste Management component, you can also assign a waste management business partner the object in the SAP System to which it is identical.
In this IMG activity you specify which object types you can assign to the waste management business partners.
Standard settings:
Default settings are delivered. You cannot change these settings, but you can add more settings.”
Regards
Subash Sankar

What are the roles & responsibilities of SAP MDG Functional Consultant?

Dear experts,
Please explain What are the roles & responsibilities of SAP MDG Functional Consultant?
Regards
Adhi,

Hello Adhi
There is no limit to explore in MDG. As a functional consultant you are responsible for -
1. Defining scope of MDG
2. Set up governance process - Workflow
3. Configuration - MDG (Activate services - functions / role set up / Data modelling / process modelling / replication set up ) - You have to involve in each of these activities with technical. You can also do it on your own.
4. Testing - end to end testing and training
5. Cut over activities - data load etc
In these areas, you have to contribute 100% and work with entire team (tech) for set up.
As mention, you can explore a lot in MDG.
Kiran

Role of SAP CRM functional

I would like to know the role played by the SAP CRM functional. What is the scope of this role in future.

Greetings,
Firstly, fantastic work that you are carrying on in the forum.
Secondly, I would appreciate if you could advise me my next step.
I have close 11+ years of experience in
Sales. Business Development , Key Account Management, Brand Management, Public Relations
Development, Marketing, Market R&D, Client Servicing
so on and so forth in various different verticals and currently working as a Sr.Business Manager. I
come from a non technical academics background.
SAP ERP is where I want to be now as I am not fixed on any domain, I am looking forward to get into SAp CRM training (Functional) and start a fresh career into SAP.
My questions are :
a) With 11 years of business Development experience and completing SAp CRM module, will this
enhance my career ,though I might have to start from scratch, but on the longer how does the stand
look like with my profile?
b) What would be the combination module along with SAP CRM that I can focus in the future (SD/MM/
SEM/BP/PLM/SRM/SEM/QM/CS/IS/EP) etc?
This is a very calculative move I would like to make and it would help in decision making with your
valuable advise.
I look forward to hearing from you as early as possible.
Thank you
Arun Xavier

SAP XI Functionality

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