Choose function for graphics

i am configuring an alarm control panel that will pop up when certain conditions are met and i want to display an actual photograph of what might be wrong with some troubleshooting tips. Now i seem to be able to do this with a logical expression and use my wmf file as a custom graphic. i would just have to stack them on top of each other and they become visible when that coil or whatever is made for the alarm....which is okay unless there is more that one at the same time....what i was wondering if there is any way to do this with a choose function of somekind like i display batch steps with text when stepping through a batch cycle.....

thanks Khalid....i didn't think about that....what i am diplaying mostly will be limit switches on aggregate clamshell bin gates or a prox switch somewhere or maybe showing a coil on a motor starter or solenoid valve.....i guess i could group them together and have several multistate objects....you know as much as i love using lookout....some of the things you have to use to do something are.......well you know......thanks...randy

Similar Messages

24" iMac for Graphic Design studio workstation?

Hi there, I've been using macs since the early 90s for graphic design and have always bought their "professional" models, ie towers. These days it seems the line between iMacs and towers is getting a bit blurred... iMacs are pretty darn powerful. So I need to add a workstation to the design studio and am considering just getting a 24" iMac instead of a tower + apple display. I use Adobe CS2 apps (photoshop, indesign, illustrator, etc.) Rarely, I deal with 500meg layered photoshop images, but I don't do any sound/video stuff.
So my big question... is the iMac good enough for a full time graphic designer's workstation or should I stick with a tower? The difference is over a $grand.
G5 tower Mac OS X (10.4.8)

The 24" iMac is a perfect match for a graphic designer.
On the plus side, the large screen is actually 4 inches larger than the smallest Cinema Display (20"), meaning great value. Secondly, you have the small form factor and the conveinience of an all-in-one unit, and the RAM is extremely easy to upgrade, with a ceiling of 3GB; plenty to run Photoshop or Aperture. The Nvidia graphics card is very potent as well; a must for people working with high-res images.
On the downside, you still won't get the sheer performance that a tower such as the Mac Pro will offer. You also won't get the expandability. You can't upgrade the graphics card in the iMac. You also can't upgrade the hard drive easily, and USB and firewire card upgrades (necessary to keep up with todays latest connection methods for digital cameras) are out of the question.
The 24" iMac is superb. It will give you the horsepower to run even a small graphics design business. But if you are serious about graphic design as a career, still go for a tower. You will be glad you did. I wouldn't be surprised if you found yourself selling the iMac and upgrading your system 3 or 4 years from now. However, if you expect to upgrade in that time anyway, the iMac is a better value.
Good Luck with your decision. I know you will be happy no matter which machine you choose!

Error "You cannot enter a partner function for output NEU"

Hi Experts,
I'm having these error "You cannot enter a partner function for output NEU" (message VN041) when I tried to assign a partner function (e.g OA) in the conditions records for application "EV" (Purchase outline agreement). The system do not allow me to do this for any doc type (LP, LPA, MK, OA, etc). I'm using t-code NACE or MN08.
I want to assign partner for key combination "Document Type". The conditions is already there but with no value, so I want to assign partner function "OA" or "VR".
I already check all the configuration and looks fine. For example, define possible partner functions for output type "NEU" for application "EV" (Purc outline agree).
Hope you can help me to find the problem.
Thanks,
Mairo.

I have the error in NACE or using tcode MN08.
As soon I executed those transaction the system shows the condition records created for varios Doc Type (e.g LP, LPA, MK, etc) but with no partner function assigned. For example:
Doc. Type / Name                     /             Funct /   Partner     /            Medium / Date/time /   Language
LP        /       Scheduling Agreement     / blank / blank /                                          2      /          3   /              EN
LPA      /      Scheduling Agreement                              / blank    / blank   /                1        /       3         /        EN
For example, I try to assign function "OA" for Doc. Type "LP", choose value from quickpick. Then when I press enter, the system give me the error "You cannot enter a partner function for output NEU", message no. VN041. Do not allow me to continue, so I have to leave this field blank, with no change.
Thanks,

I think to bye imac for graphic design use purpose. kindly guide me. Is iMac best for me ?

i think to bye imac for graphic design use purpose. kindly guide me. Is iMac best for me ?

Hello artistsagar,
The word best is always subjective. It is all a question of your needs, your working practice, your available space; I could go on.
A Mac (probably a 27"one) may well be perfect. Good size screen, easily understood basic functions and a huge number of recommended programs. Just Google Mac graphic design to see what is available.

User - defined functions for calculating the taxes of state and country

hi expects,
how can write user-defined function in message mapping in which i want to calculate the states taxes (2500) and country taxes (5000) and give the result as grand total in output.please help me?

Hi,
Activities
1. To create a new user-defined function, in the data-flow editor, choose Create New Function (This
graphic is explained in the accompanying text), which is located on the lower left-hand side of the
screen. In the menu, choose Simple Function or Advanced Function.
2. In the window that appears, specify the attributes of the new function:
Name
Technical name of the function. The name is displayed in the function chooser and on the data-flow
object.
Description
Description of how the function is used.
Cache
Function type (see above)
Argument Count
In this table, you specify the number of input values the function can process, and name them. All
functions are of type String.
3. In the window that appears, you can create Java source code:
a. You can import Java packages to your methods from the Imports input field, by specifying them
separated by a comma or semi-colon:
You do not need to import the packages java.lang., java.util., java.io., and java.lang.reflect. since
all message mappings require these packages and therefore import them. You should be able to
access standard JDK and J2EE packages of the SAP Web Application Server by simply specifying the
package under Import. In other words, you do not have to import it as an archive into the Integration
Repository. You can also access classes of the SAP XML Toolkit, the SAP Java Connector, and the
SAP Logging Service (see also: Runtime Environment (Java-Mappings)).
In addition to the standard packages, you can also specify Java packages that you have imported as
archives and that are located in the same, or in an underlying software component version as the
message mapping.
b. Create your Java source text in the editor window or copy source text from another editor.
4. Confirm with Save and Close.
5. User-defined functions are limited to the message mapping in which you created the function. To
save the new function, save the message mapping.
6. To test the function, use the test environment.
The new function is now visible in the User-Defined function category. When you select this category,
a corresponding button is displayed in the function chooser pushbutton bar. To edit, delete, or add the
function to the data-flow editor, choose the arrow next to the button and select from the list box
displayed.
Regards
Seshagiri

Functionality for Select and Save layout in a report output

Hi,
I had developed a report program containing several fields in the output and requires the Functionality for Select layout and Save layout in a report output.
Please suggest.
Thanks,
Shariq.

While calling the FM for List Display ( "REUSE_ALV_LIST_DISPLAY" or "REUSE_ALV_GRID_DISPLAY" ) set the Parameter I_SAVE for Setting the Layout and Selecting a different Layouts.
The possible values for I_SAVE are "A", "U", "X" or others. Depending on the requiement you can set different values for the Parameter I_SAVE.
' ' = display variants cannot be saved
Defined display variants (e.g. delivered display variants) can be selected for presentation independently of this flag.
Changes can not be saved.
'X' = standard save
Display variants can be saved as standard display variants.
User-specific saving is not possible.
'U' = only user-specific saving
The user can only save display variants user-specifically
'A' = standard and user-specific saving
The user can save a display variant user-specifically and
as standard display variant. The user chooses in the display variant
save popup.
Reward points if helpful.

BAPI functions for file upload

Hi All,
can anyone tell me Bapi functions for the file or image upload using?
With best regards,
Suneetha

Hi,
Uploading LOGO in SAP
http://www.sap-img.com/ts001.htm
Upload graphics on
The program RSTXLDMC can be used to upload graphics (file extension .tif on PC files) into individual standard text.
<b>ws_upload</b>
Transfer files from the frontend to the application server.
Rgds,
Prakash

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

Require user specific F4 functionality for a field in a program output

Dear all,
My requirement is i am using a field for ex: bukrs, name1 for an output. when iam using this two field in a program, if that program executes, i need F4 functionality for user specific. f4 functionality should show depends upon the name1.
In a template i have these two variables, when i give name1 as 'ABCD' and press f4 for the bukrs it should display only bukrs which are mapped to ABCD. Lets assume one table is there for name1 mapper to bukrs.
How it is possible. if so please let me know.
Regards
Arani Bhaskar

Hello Arani,
I think solution to your problem lies in using MATCHCODE addition to parameters and select-options as well.
(This is from SAP F1-Help)
... MATCHCODE OBJECT search_help
*Effect*
This addition links the input field of the parameter to a search help search_help from the ABAP Dictionary. The name of the search help must be entered directly. For the input field of the parameter on the selection screen, the input help key is displayed. When the input help (F4) is requested, the user is displayed the hit list from the search help. When an entry is selected, the respective value is placed into the input field. If no search help for the specified name exists in the ABAP Dictionary, a message is displayed in the status line when the input help is requested.
The addition MATCHCODE OBJECT cannot be used together with the additions AS CHECKBOX or RADIOBUTTON.
*Note*
The predecessors of search helps in the ABAP Dictionary were socalled matchcode objects. This is why you have the name MATCHCODE OBJECT for this addition. Matchcode objects that have not yet been replaced by search helps continue to be supported by this addition.
*Example*
Linking the parameter p_carrid with a suitable search help. When you choose the input help on the selection screen, a list with the names of the airline carriers is displayed. If a name is selected, the corresponding abbreviation is placed in the input field.
PARAMETERS p_carrid TYPE s_carr_id
MATCHCODE OBJECT demo_f4_de.
Moreover, please read about using MATCHCODE, hope it helps you, Arani.
Thanks: Zahack

File Chooser Component for JavaFX not available?

Is there a way to have a File Chooser Component for JavaFX Applications?
Netbeans IDE offers a Palette Swing Windows Components, displays such item, but I am unable to put it into my FX Script.
Any workaround? or miss I a anything?
I want to pickup any sourcefile: "{__DIR__}sound/{soundName}" from local disc and run it on a Mediaplayer

import javax.swing.filechooser.FileFilter;
* @author Pawel
public class OpenFileFilter extends FileFilter {
    override public function getDescription() : String {
        return "all movies";
    override public function accept(f: java.io.File) : Boolean {
        return f.isDirectory()
            or f.getName().endsWith(".avi")
            or f.getName().endsWith(".mov")
            or f.getName().endsWith(".flv");
import java.awt.SystemTray;
import java.awt.TrayIcon;
import java.awt.Toolkit;
import java.awt.PopupMenu;
import java.awt.MenuItem;
import java.awt.AWTException;
import java.lang.System;
var stage : Stage = Stage {
    title: "JavaWars"
    width: 800
    height: 600
    scene: scene,
    style: StageStyle.TRANSPARENT,
    extensions: [
        AppletStageExtension {
            shouldDragStart: function(e): Boolean {
                return inBrowser and e.primaryButtonDown and header.hover;
            onDragStarted: function() {
                inBrowser = false;
                addTray();
            onAppletRestored: function() {
                inBrowser = true;
                removeTray();
            useDefaultClose: true
var trayIcon : TrayIcon;
function addTray() : Void{
    if(SystemTray.isSupported()) {
        var tray : SystemTray = SystemTray.getSystemTray();
        var image : java.awt.Image = Toolkit.getDefaultToolkit().getImage("{__DIR__}resources/images/trayicon.png");
        var popup : PopupMenu = new PopupMenu();
        var item : MenuItem = new MenuItem("Zakończ");
        item.addActionListener(ActionListener{
            override public function actionPerformed(e : ActionEvent): Void {
                var tray : SystemTray = SystemTray.getSystemTray();
                tray.remove(trayIcon);
                stage.close();
        popup.add(item);
        trayIcon = new TrayIcon(image, "kliknij prawym, aby zamknać aplikację", popup);
        try {
            tray.add(trayIcon);
        } catch (e : AWTException) {
            System.err.println("Can't add to tray");
    } else {
        System.err.println("Tray unavailable");
function removeTray() : Void{
    if(SystemTray.isSupported()) {
        var tray : SystemTray = SystemTray.getSystemTray();
        try {
            tray.remove(trayIcon);
        } catch (e : AWTException) {
            System.err.println("Can't remove tryicon");
}

Help in using listagg function for more than 8000 char.

Hi Friends,
Need you urgent help in using listagg function for more than 8000 char.
I did the below sample SQL and in "e_orig" and "d_orig" for upto 4000 char it is working fine but I have to use it for more than 8000 char. and it is giving error,
I checked the listagg function is having limitation of 4000 char.
I tried but I am unable to achive this. Can someone provide me a sample example to achive this
select d.dname,d.loc,e.hiredate
,listagg(e.ename,',' ) within group (order by e.deptno) over (partition by e.deptno) as e_orig
,listagg(e.ename, ',') within group (order by e.sal) over (partition by e.deptno) as d_orig
from emp e, dept d
where e.deptno=d.deptno;[ This is my first post, I gone through the guideline for posting a post , and try to go according to that ( I have not pasted here create table and insert as I have used basic table emp, dept for example), please let me know if still I should give this, I will take care from my next post ]
Thanks in advance

Interesting, I didn't know you could do that, but...
BluShadow wrote:
You could write some PL/SQL code that does it all for you, but that would involve loops and would be slow.Well, objects are written in PL/SQL aren't they? And presumably there'll be implicit looping too? So it's not at all obvious that this method will be faster than doing the joining in PL/SQL in memory. The only way to find out is to benchmark them - so I have done that.
I noticed that OP's ref cursor actually only ever retrieves a single record for a bound department number, so I decided the best thing would be to test using a procedure that passes an output string back. I selected all (109) employees and put spaces in to ensure above 4000 characters. I also noticed that as he is using PL/SQL he probably can use a VARCHAR2 type, but just not ListAgg in the query, so I wrote short procedures as follows:
SimpleAggChr     - bulk collect and array processing, VARCHAR2 output
ClobAggPrc     - the custom aggregation method, CLOB output
SimpleAggClob     - bulk collect and array processing, CLOB output
I then wrote a driving script that calls them in the order above and times each call (I like benchmarking so I have my own timing object to make it easy). I then print the lengths for checking, and my object writes the timings to my output table. Running a few times I got varying results, but generally it looks like there isn't a lot to choose between them for performance.
Here's the procedure code:
CREATE OR REPLACE TYPE char100_list_type AS TABLE OF VARCHAR2(100)
CREATE OR REPLACE PROCEDURE SimpleAggChr (x_out OUT VARCHAR2) IS
l_enames     char100_list_type;
BEGIN
SELECT first_name || '                                        ' || last_name
    BULK COLLECT INTO l_enames
    FROM employees
   ORDER BY salary;
FOR i IN 1..l_enames.COUNT LOOP
    x_out := x_out || l_enames(i) || ',';
END LOOP;
END SimpleAggChr;
CREATE OR REPLACE PROCEDURE SimpleAggClob (x_out OUT CLOB) IS
l_enames     char100_list_type;
BEGIN
SELECT first_name || '                                        ' || last_name
    BULK COLLECT INTO l_enames
    FROM employees
   ORDER BY salary;
FOR i IN 1..l_enames.COUNT LOOP
    x_out := x_out || l_enames(i) || ',';
END LOOP;
END SimpleAggClob;
SHO ERR
PROMPT ClobAggPrc
CREATE OR REPLACE PROCEDURE ClobAggPrc (x_out OUT CLOB) IS
BEGIN
SELECT clobagg(first_name || '                                        ' || last_name || ',')
    INTO x_out
    FROM employees
   ORDER BY salary;
END ClobAggPrc;
SHO ERRand the driving script:
SET SERVEROUTPUT ON
SET TIMING ON
DECLARE
l_enames_c1     CLOB;
l_enames_c2     CLOB;
l_enames_v     VARCHAR2(32767);
l_timer     timer_set_type := timer_set_type ('Aggregation');
BEGIN
Utils.g_id := 'Aggregation';
SimpleAggChr (l_enames_v);
l_timer.Increment_Time ('SimpleAggChr');
ClobAggPrc (l_enames_c1);
l_timer.Increment_Time ('ClobAggPrc');
SimpleAggClob (l_enames_c2);
l_timer.Increment_Time ('SimpleAggClob');
DBMS_Output.Put_Line ('SimpleAggChr returned string of length ' || Length (l_enames_v));
DBMS_Output.Put_Line ('ClobAggPrc returned string of length ' || Length (l_enames_c1));
DBMS_Output.Put_Line ('SimpleAggClob returned string of length ' || Length (l_enames_c2));
l_timer.Write_Times;
END;
SET TIMING OFF
SET LINES 150
SET PAGES 1000
COLUMN id FORMAT A30
COLUMN line_text FORMAT A120
SELECT line_text
FROM output_log
WHERE id = 'Aggregation'
ORDER BY line_ind
/and the results:
SimpleAggChr returned string of length 5779
ClobAggPrc returned string of length 5779
SimpleAggClob returned string of length 5779
PL/SQL procedure successfully completed.
Elapsed: 00:00:27.05
LINE_TEXT
Timer Set: Aggregation, constructed at 03 Nov 2011 16:27:07, written at 16:27:35
================================================================================
[Timer timed: Elapsed (per call): 0.02 (0.000016), CPU (per call): 0.01 (0.000010), calls: 1000, '***' denotes corrected
line below]
Timer              Elapsed          CPU          Calls        Ela/Call        CPU/Call
SimpleAggChr          9.84         0.36              1         9.84400         0.36000
ClobAggPrc            9.37         0.32              1         9.37400         0.32000
SimpleAggClob         8.25         0.22              1         8.25000         0.22000
(Other)               0.00         0.00              1         0.00000         0.00000
Total                27.47         0.90              4         6.86700         0.22500
13 rows selected.

Mac or PC ? - I believe that Adobe switched the processing functions for 3D rendering in Photoshop CC to VRam. To upgrade the Vram on my existing iMacs cost-effectively entails new upgraded iMacs. Is this affecting any of the other applications in the su

Mac or PC ? - I believe that Adobe switched the processing functions for 3D rendering in Photoshop CC to VRam.
To upgrade the Vram on my existing iMacs cost-effectively entails new upgraded iMacs.
So I am now needing to purchase new desktop computers for production purposes and seperately for an education institute - PC's or Macs?
Is this shift to Vram for image rendering affecting any processing functions of the other applications in the suite - the ones I use the most are Photoshop, Bridge, Lightroom, Illustrator, Premiere, After Effects, inDesign, & SoundBooth
I also use Strata 3D, Lightwave, Maya, Cinema 4D, Logic Pro, Final Cut Pro,
I will be using the suite in a Graphic design, Photography, Video editing / sound recording / editing (I am also a musician), animation and 3D context.

This forum is primarily for a few users like me to answer questions about installation, serial numbers and general issues regarding the Creative Suite. We don't have to expertise to answer questions like you're asking. Otherwise, few people visit this forum.
You'd do best to pick the forums of the applications you use the most, especially applications that test the limits of your computer (probably Premiere, After Effects, and Photoshop) and ask in those forums.

No authorization for graphic access (BDS)

I'va a authorization problem I've tried to run the function module of the smartform from se37 transaction. The function module retrives this result
"No authorization for graphic access (BDS)"
Can I add this authorization to that user?
Thanks

Hi
Is that user is critical, ask the approval from the higher authorities,
Assign the authorization object using PFCG.
If u are not sure of the assigned authorization, make a trace over the user and check what object should give access? and assign it.
Regards
Bhaskar

User defined function for getting last string in the line

Hi Experts,
I am not java expert, can anyone give me user defined function for getting last string in the line.
for example if the source field is "NEW ARBOUR SQUARE" i want to pass to target field only last string that is "SQUARE"
please help me out of this.
Kind Regards.
Praveen.

You don't even need a UDF for this. In the graphical editor look for the standard functions and once you do a scroll over on 'text functions; you will find what you are looking for.
Just a piece of advice, try keeping UDF's to minimum unless really required or it is complicated without it.
regards

Partner function for Application WA Allocation Table Output Type RTA2

Dear Folks
In Transaction NACE, I am trying to assign a partner function to medium 5 'External Send' for output type RTA2 in the application WA (Allocation Table).
My purpose is to send an email to a site/plant to inform them that there is request notification to the site. An external email should be triggered based on site. An email will be maintained in the site master.
Please advice what partner function should I use?
Best Regards
Junwen

I have the error in NACE or using tcode MN08.
As soon I executed those transaction the system shows the condition records created for varios Doc Type (e.g LP, LPA, MK, etc) but with no partner function assigned. For example:
Doc. Type / Name                     /             Funct /   Partner     /            Medium / Date/time /   Language
LP        /       Scheduling Agreement     / blank / blank /                                          2      /          3   /              EN
LPA      /      Scheduling Agreement                              / blank    / blank   /                1        /       3         /        EN
For example, I try to assign function "OA" for Doc. Type "LP", choose value from quickpick. Then when I press enter, the system give me the error "You cannot enter a partner function for output NEU", message no. VN041. Do not allow me to continue, so I have to leave this field blank, with no change.
Thanks,

Choose function for graphics

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