BI Analyzer - "Allow Refresh Function for Individual Queries"

Hi,
I am working on Analyzer, can someone let me know how to enable the following option, I have tried it and it is not allowing me to enable it.
Regards,
Thangaraj Subbiah

Hi,
By using T-code RS_FRONTEND_INIT you can enable the option.
1)Enter T-Code RS_FRONTEND_INIT
2) Maintained Parameter value 'X' for ANA_SINGLEDPREFRESH
Note: IF you don't have authorization,do changes in dev and transport to prd.
Regards,
PRK.

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How to write perfect refresh function for each module in flex4 web application

hi all,
I am doing web application, i am using 5 modules in that,every module in a single page.
In this application i am using datagrid in last 3 models. the operation is same for the models, select a record from grid then click post it should move to next page.
In that i am writting init() function . this for showing the last module posted records here while i am entering this model.
At the panel initializing time the records loading and showing in the gird,
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refresh function not working properly..
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hi all,
I am doing web application, i am using 5 modules in that,every module in a single page.
In this application i am using datagrid in last 3 models. the operation is same for the models, select a record from grid then click post it should move to next page.
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i written refresh function for this .
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some time it wont show the records.
refresh function not working properly..
looking for usful suggession,
Thanks,
B.venkatesan.

ABAP functions for BI Queries

Hi Experts,
We are trying to obtain a csv file from the data result of a query in a report. Like the option: rsrt, query visualization HTML, export to csv.
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Thanks in advance.

Hi,
Use ADP or RSCRM_BAPI tcode.
Analysis Process Designer (APD): Part - 1
http://www.sdn.sap.com/irj/scn/go/portal/prtroot/docs/library/uuid/f06353dd-1fe3-2c10-7197-dd1a2ed3893e?quicklink=index&overridelayout=true
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Turn off 'Allow and Remember' for plug-in

I've started really liking that you can allow plug-ins for individual sites, because what that means for me is that I can open a new tab that contains a Video, and Adobe Flash _won't_ start immediately playing it (meaning that I have to hunt down the tab, if I've queued lots, and pause the video).
I made the mistake, however, of clicking "Allow and Remember" for Facebook :-(
I would _really_ like to have a list of the sites where I've told the plug-in to remember, so I can tell it to forget. Is this buried somewhere in a special page like 'about:plugins'?
Thank you so much!

Perfect, Ed, that hit the spot!

Allow refresh of individual queries in workbook is not working

Hi,
We are in EHP1 SP08, BI Analyzer 7.20 SP2 .
In workbook I have 2 queries I checked the "Allow refresh of individual queries" but I am unable to refresh my queries individual .
I tried all the options by removing "Process variables on Refresh", " Refresh workbook open" ,Display duplicate variables once.
I appreciate if anybody share with the solution
we are using OFFICE 2007.
is there any setting required in Excel.
I am thinking "CALLBACK" Macro may not functioning correctly.

Hi,
The main disadvantage of workbook frequently this issues are coming .check the query if any one changed .then try to create a check box again.
Regards
sivaraju

Refresh individual queries within a workbook in SP20 EHp1 System

Hi,
Currently we have upgraded our BI system to EHP1 pack for SP20. Now we are in BI7.01. We have found in SAP release notes for EHP1 like " in BEX 7 analyzer we will able to Refresh individual queries within a workbook:".
Can you please tell me how to acheive that, as when we are trying to do it refreshes all the sheets.
Also in Global settings tab " Allow single data provider refresh" is disabled. Kindly tell me step by step procedure to acheive this,
Thanks

Hi Krishna,
Really thanks for your instructions. We have enabled hte "refresh on individual workbooks" in the workbook settings tab adn we are able to see the same in the context menu of the analysis grid.
Again i have few doubts.
I can able to see two options as below.
1. Refresh
2. Refresh this query.
What is the difference between this two?. Also when i click the "refresh this query" it shud display the "selections screen of the particular query", But it is not at all showing me a selection screen,
What i am doing is.. I am simply doing "refresh this query" option that will refresh my screen first adn i am doing change variables.
That will give me the selection screen of the particular query. If i am not doing so, all workbooks are refreshing,
Please advice, whether selection screen of the particular query can be shown when clicking "refresh this query".
Thanks/

Refresh dataTable for Search function

Hi,
I have a page that contains a dataTable and search function for the dataTable. Basically once i clicked into that page it will display the current day records for me. At the below of the dataTable, it have a search function. So once i click the search button with my search criteria, how i refresh my dataTable to display the records?
My dataTable already bind with the current day
<h:dataTable id="outbound" value="#{Outbound.current}" var="sms" bgcolor="#F1F1F1" border="1" cellpadding="0" cellspacing="0" first="0" rows="10" width="100%" columnClasses="outcol1,outcol2,outcol3">
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                                        </f:facet>
                                        <h:outputText value="#{sms.datein}" />
                                    </h:column>
                                    <h:column>
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                                        <h:outputText value="#{sms.smsdate}" />
                                    </h:column>
                                    <h:column>
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                                    <h:column>
</h:dataTable>So how to refresh the dataTable? Unless I do a rebind where I have one dataTable is for current day and another one is for search?
Thanks.

adrianclw wrote:
Yup. I would like to re-render my dataTable after i clicked Search button. So the dataTable will display my search result.
So existing dataTable unable to do it? Currently I'm using Apache Tomahawk for my dataTable.
If you want to re-render the datatable without submitting the page, you will have to use Ajax. If you can allow submitting of page, then just change(refresh) the list in the backing bean that you have value-bound to the h:datatable in jsp.
Another thing, I'm not sure i'm doing it correct or not. Now my dataTable is bind with the getCurrentDay function. So can i re-render it? Will it re-render and getting the same output since it already tied with current day function.
See the above comment.

Function modules for Individual Work maintenance

Hi all,
We're planning to use the functionality of individual work for our customer. And we're planning to use custom screens rather than GUI for creation, maintenance, deletion etc - as GUI screens seem to have some bugs (especially when you try to delete an individual from a student on PIQST00)
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If no function module exists to meet our requirements, could you suggest any functional modules for its infotypes (for same purposes)?
Thanks in advance

Hello Rob,
Thanks for the reply!
Well I already checked those functions with starting HRIQ_INDIV. However none of them seemed to work for me. For instance, HRIQ_INDIVWORK_MAINTAIN. You cannot maintain (neither create ) individual work or anticipated submit date infotypes with that function I guess. Besides that, when I want to test the function and enter some import parameters it needs, let's say creating individual work - therefore opera = inse -, it directs me to Individual Work maintenance screen in module catalog in GUI with an pop-up error!
I need a function like HRIQ_RFC_MODULE_CREATE for instance when you are able to fill all infotypes related to a study modue... To give another example, I can say it can be HRIQ_ADV_ADVASSGNMT_CREATE_RFC when you are able to assign an advisor to a student with all the info needed just like you would do in PIQST00.
However, the function modules related to individual work are not as functional as the function modules I named above.
Should I go for infotype function modules?

I am no longer able to turn off cellular data usage for individual apps. When I turn most of them off, they just automatically reset themselves to allow data usage. Any thoughts?

I am no longer able to turn off cellular data usage for individual apps.
When I turn most of them off, they just automatically reset themselves to allow data usage.
Any thoughts?

I am definately having the same problem and cannot believe there are no answers or even support that this problem exists. I never have to post on forumns, I read what is usually readilly availiable for the craziest of problems.
Anyways, the problem is just that, I can toggle off a individual app's setting of cellular data availability, but it changes right back on rescreening. After restarting, resetting etc, it seems that the big Apple Apps are the biggest offenders. Music is a very important one, Podcasts can kill you very quickly, app store, Photos, Facetime, Stocks?!?!?!
When one searches for solutions I have to see hundreds of links to "How great is ios7, you can turn off cellular data for individual apps FOR DUMMIES!". I am a dedicated apple fool since the Apple IIe (long time), but when they run afowl it is usually really bad. Why offer an on/off switch if the setting is always on?
I am writing just to add support to the existence of this problem, not so much for people to offer ideas of solutions as I now believe it is in the coding.
Thank you

[svn] 3680: Modifying ant build.xml to allow for a local. properties for individual developer build config.

Revision: 3680
Author: [email protected]
Date: 2008-10-16 07:58:21 -0700 (Thu, 16 Oct 2008)
Log Message:
Modifying ant build.xml to allow for a local.properties for individual developer build config. Also moving ja_JP locale to the other.locales target (this is called during build machine packaging and isn't needed by dev by default).
QE: No
Doc: No
Checkintests: Pass
Reviewer: Discussed with Jim
Modified Paths:
flex/sdk/trunk/build.xml
flex/sdk/trunk/frameworks/projects/airframework/build.xml
flex/sdk/trunk/frameworks/projects/framework/build.xml
flex/sdk/trunk/frameworks/projects/rpc/build.xml

I tried
ant deployTestSuites
this works. If i do that with the wrong domain (dep_cotrol vs dep_me) name it fails with
ORABPEL-02052Cannot lookup BPEL domain.The BPEL domain "dep_cotrol" cannot be found; the domain may not have initialized properly.Please verify that the BPEL domain loader has a valid set of initialization properties in the application properties file.
So i think my config is ok. There is a bug in this ant bpelTest which ignores the domain?

Does SAP have function to allow the prices for the activities type to copy

Hi Expert,
Would like to seek for your help refer to above subject.
Does SAP have function to allow the prices for the activities type to copy from previuos fiscal year to current fiscal year so that we do not need to manually set up the acitvities types prices via KP26.
What are the T-code and what are the configuration need to be set in order to use the function.
Please help.
Regards,
KH

Hi,
Thank you for the prompt reply.
However, would like to seek for your advise does SAP provide standard report to view the cost of activities incur?What are the T-code?
Thank you.
Regards,
Karen

Refrsh individual queries within a workbook

Dear Experts,
We have implemented Enhancement package 1 SP-04 in our BI system.
1 of the new functionalities provided with this upgrade was
" Single dataprovider refresh is possible , vs a Global refresh of all the queries in the workbook "
But we can not see any such option in workbook setting.
It would be of great help if you can provide in your valuable inputs to solve this issue.
Regards
Vaibhav Halde

Hi Chandrashekhar,
Thank you for your input.
It will surely work if you refresh query Q2 and not query Q1.
Our issue is that along with enhancement package 1 SP04 we should have got a new check box on general tab in a workbook setting.
Initially...workbook setting-general tab - there was a check box - Refresh workbook on open
after upgrade there should have been a new check box : Refresh individual dataprovider
but that is not the case.
We want to know reason behind this ?
or
Does this functionality really come along with EHP1 SP04 or with any other support package?
Regards
Vaibhav Halde

Single Selection Prompt for all queries

Hi All,
I have 5 queries in my workbook.
Each query uses some variable which is not used in the other queries.
So, i get 5 prompts when i run the query.
This looks very awkward and also my system almost hangs while showing for each prompt.
Is there any way of showing all the variables in a single prompt?
Thanks,
Arun KK

Hi,
I found this answer on a message board:
http://sap.ittoolbox.com/groups/technical-functional/sap-bw/assigning-same-variable-values-for-queries-in-workbook-711943
There are two answers to your question, depending on whether or not all of the dates are the same info object (i.e., have the same technical name).
Case 1: All info objects have the same technical name.
Use the "refresh all" option:
Run "SAPBEX.XLA!SAPBEXrefresh", True 'true = refresh all
BW will use the input from the first set of refresh screen variables for all others. IF each query have exactly the same refresh screen, you will not see another refresh variable screen. If not, then BW will stop between queries to ask for more input, only if required.
So, the trick would be to define the first query that refreshes in such a way that its variable screen covers everything needed.
Case 2: Not all info objects have the same technical name.
Use the "Save and reuse variable values" option. You will find this in the query Properties dialog box on the second tab ("Interaction"). Put a check there for all queries except the first one.
Set up the workbook so that the first query refreshes by itself
Run "SAPBEX.XLA!SAPBEXrefresh", False 'False = refresh one only
Then, after the first query has refreshed, locate the date(s) the user selected and copy those to the ranges for all other date values. If your installation is BW 3.x, the code below should do the trick.
It is slightly ineffecient because it will refresh the first query twice. But, the second refresh will be fast because the results will still be in cache. And, the code to keep it from refreshing the first query twice is not something you really want to mess with.
Alternatively, instead of using the SAPBEXrefresh, True at the end, you could put in 13 different SAPBEXrefresh, False statements, identifying the other 13 query worksheets individually.
   Run "SAPBEX.xla!SAPBEXrefresh", False, _
       Sheets("firstQueryToRefresh").Range("a cell in the query")
   'locate dates user selected for "0CALMONTH"
   For i = numFilter + 3 To 4 Step -1
       If Range("GS" & i) = "0CALMONTH" Then
           myType = Range("GC" & i)
           myInterval = Range("GD" & i)
           intfirstMonth ("GE" & i)
           extfirstMonth = Range("GF" & i)
           intlastMonth = Range("GG" & i)
           extlastMonth = Range("GH" & i)
           Exit For
       End If
   Next i
   For i = 4 To numFilters + 3
       If Range("GS" & i) = "YCODOCMNT" Or _
           Range("GS" & i) = "YCOSHPMNT" Or _
           Range("GS" & i) = "0CALMONTH" Or _
           Range("GS" & i) = "YCOACCMT" Then
           Range("GC" & i) = myType
           Range("GD" & i) = myInterval
           Range("GE" & i) = intfirstMonth
           Range("GF" & i) = extfirstMonth
           Range("GG" & i) = intlastMonth
           Range("GH" & i) = extlastMonth
       End If
   Next i
   Sheets("SAPBEXqueries").Visible = xlSheetVeryHidden
   Sheets("firstQueryToRefresh").Select
   Application.ScreenUpdating = True
   Run "SAPBEX.xla!SAPBEXrefresh", False
End Sub
maybe this will help a bit.
regards,
Raymond Baggen
Uphantis bv

Suggest book on SAP HR Functional for beginners

Dear All,
Request you to suggest me a book for SAP HR Functional
for beginners.
Thanks in advance for the help.
Regards,
Taranjit

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:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
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
Employee Contribution 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, 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  Basic Settings  Define Employee Groupings  Define Employee 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  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
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 Options for Health Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
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:
Plan
Option
Dependent coverage
Employee data
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.
You assign to each health plan:
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:
Plan
Coverage option
Employee data
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:
Plan
Coverage option
Employee data
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
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
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:
Cost variant
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
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
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.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
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
Employee Contribution Variants:
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).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions 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 employee contribution grouping to determine employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee 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.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
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:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions 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 employer contribution grouping to determine employer contribution
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.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
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

Change Management Process for SAP Queries

Our company has recently implemented SAP. We are having some struggles with agreeing on a process for developing queries in SQ01. Our functional specialists currently have to create a query in DEV200 then download to DEV100 to create a transport.
Is this the general practice? It seems very strange and way too cumbersome considering SAP Query was designed for quick access to data. As for security the tables are already protected by the roles assigned to the users and the queries are assigned to User Groups within the query.
It also seems that HR uses the queries for all kinds of data searching so access to SQ01 to create a quick query in PRD seems appropriate.

Hi Karen,
I have seen some companies severly restrict query writing and usage because queries, if not written well, can seriously degrade system performance.
A potential rationale for your company's approach could be to test the query's efficacy and resulting system performance when a query is run. However, this kind of test won't be very accurate unless you do frequent refreshes of your production system.
I have been with some companies who do write queries in PRD, but the ability to write queries is limited to a very few number of people and they wind up becoming strictly query writers which somewhat defeats the purpose.
A lot of the answer to how your company should approach query writing is going to depend on your landscape, who has access to write queries, and if that access is to information that crosses all functions or is limited to a smaller set of data.
If your company has always had information dissemination controlled by IT, i.e. users have historically had to go to a central group to get a report, then there will be cultural changes needed as well as training if the user population should write queries directly in PRD.
Regards,
Julie

BI Analyzer - "Allow Refresh Function for Individual Queries"

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