Common SAP MM Functional problems

Fellows
Is there anyone who can explain some common SAP MM daily functional problems. im junior consultant and want to be prepared for interviews. you may just state them in point form briefly.
thanks
rash

Common Issue
1)Vendor is not created for Purchasing Organisation XXXX.
2)Though Vendor Master is Flag for Deletion ,Vendor is shows at the time of PO Creation.
3)How to extend the materials for another storage location
4)How to Create the PO for Different Currencies.
5)While Posting The Doc . Error Occure,1) Account Determination for Entry 1000 BSV _ _ not Posssible.2)  Account Determination for Entry 1000 FRL _ _ not Posssible.
6)Not Authorisation for Movt Type ......,Transaction Code......
7) Account Determenation for transaction ....  Cost center ...does not maintain.
8)While Creation of GR -Authorisation missing for Company Code 0000 Asset Class XXXX,
9)While Removing The Stock of material by Cancelling the Goods Receipt Doc.Error occur that Stock Qty difficial by xx No.
10)While GR Cancellation error occure that document does not contain any selected item.
11)While Creating Service Entry Sheet Error occured that Qty entered  exceeded by Qty in PO
12)While cancelling the matl.Doc Error occure that matl is deficit of sales ordr stock.
13) Error-Tax code does not Exist while creating Miro
14)TDS Amount is not Captured at Miro entry.
15)While Miro error occure that No suitable item found for Purchase Order.
16)User ID gets Blocked due to wrong Password entered more than 3 times.
18)Error-Gl account does not created for Chart of account XXXX while Miro
19)In Purchase Order Service tax is 12.24 % and at Bill service tax is 10.5 .How to adjust it and How to cancell Wrong Miro
20)Stock Statement not matched Value still lying into Stock A/c
Rewards if Helpful...
Regards
Sanjay L

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    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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Savings Plans &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Flexible Spending Accounts (FSAs) &#61664; 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 &#61664; Benefits &#61664; Plans &#61664; Flexible Spending Accounts (FSAs) &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Benefits Adjustment Reasons &#61664; Define Adjustment Permissions &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Employee Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; Participation Termination &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Programs &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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:
    &#61607; The employee can be a beneficiary
    &#61607; Contingency beneficiaries can be named
    &#61607; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; Flexible Administration &#61664; Dependent/Beneficiary Eligibility &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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 &#61664; Benefits &#61664; COBRA &#61664; 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

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    Pl send your links or sample functiona spec to
    [email protected]

    Hi James,,,
    Functional Specs differs from client to client how they use it. Anyways from ur client u can take the specs it shd be in the Process Database.
    In general the Spec has the following info ....
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    2. Requested by :
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    4. Abaper, If required.
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    Balaji

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