E-Rec and Dev Plans. Bharat/Sandra /Sebastian/Tom HutchMore/Suresh/Manoj
Hello,
We are running the new version of Succeesssion Planning
which is based on the e-recruitment model.(ECC 6.0)
In R/3 Enterprise version of the succeesion planning, we
have development plans integration i.e within Infotype 24.
Any inputs on how to integrate development plans in the
new version succ planning
or is there any work around to send an internal candidate
to development plans after he has been selected as a
Successor either using LSO/Conventional Dev Plans or any
other method.
Can any one share some thoughts on how/Whether this can be
achieved in this E-Recruitment based Succession Planning?
Thanks
Message was edited by:
shyam gy
Hello Bharat/Sandra Newton/Sebastian/Tom Hutch More/Suresh Datti/ Manoj Shakya and All,
First my apologises for mentioning your names. Some of you have already Successfully implemented/ing E-Recruitment and others have exceptional Developer Skills. I feel you can guide me.
I am just looking for ANY sort of clue in the direction i should proceed.
Any sort of input will be appreciated.
Thanks
Similar Messages
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Shippment and transportation planning point
Hi sd gurus,
Plz kindly send me the configuration screen shots for the above documents
my mail id is [email protected]
Thanks & regards,
srinivas.THi Srinu - I don't think, there's much to look into shipping and transportation planning points. Here's a quick overview and you should be able to see it yourself in the test system:
Shipping point : A logical point in SAP in a plant, that will regulate shipping activities for a particular business opertaion. Say shipping point for Full truck customers, or Small parcel goods etc.... is Defined in Enterprise structure and assigned always to a plant. A plant can have many shipping points based on the needs of the business operations of the plant. A shipping points is determined in a sales order in the following way:
Combination of Shipping condition (as derived from sales document or customer master) + Loading group (assigned to the material master) + Plant (as derived from customer info rec or Customer master or material master). You do the assignment of shipping point to these combinations at SPRO->Logistics Execution->Shipping->Basic Shipping functions->Shipping point and goods receiving determination.
Transportation planning point : Is a logical definition, which in business terms relates to the team of transportation folks who are responsible for transportation activities in a plant. However, Trans Pl. Point is not assigned to a plant, but assignment is done to a plant in a way such that the external transportation processing determines which TPP to use for a particular plant, but only for external processing. A tansportation planning group is burdened to create shipments and manage other transp. activies. They will use this transportation planning point always to create and manage transportation documents.
Transportation planning point is assigned to a company code when you do shipment cost set up to report transportation charges etc.
Thanks
Nikhil -
Difference between Pension plans and savings plans
Dear Friends,
I'm familiar with the configuration of savings plans. But I have no idea about the pension plans. I realize that some of the basic steps are common to both savings and pension plans but what is the main difference from a config perspective?.
If any one can kindly explain the necessary steps to set up pension plans or if there is any document which talks about it please please let me know.
I appreciate the help and thanks in advance.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:
u2022 Plan
u2022 Option
u2022 Dependent coverage
u2022 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:
u2022 Its options
u2022 Relevant dependent coverages
u2022 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:
u2022 Plan
u2022 Coverage option
u2022 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:
u2022 If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
u2022 If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
u2022 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:
u2022 Plan
u2022 Coverage option
u2022 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:
u2022 If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
u2022 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.
u2022 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:
u2022 Cost variant
u2022 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:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 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:
u2022 As a fixed amount
u2022 As a percentage of salary
u2022 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:
u2022 Plan
u2022 Option (only for plans in the plan category Miscellaneous)
u2022 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:
u2022 As a fixed amount / as an amount per unit contributed by the employee
u2022 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:
u2022 EE contribution variant
u2022 ER contribution variant -
How many lines can you have on a nation wide talk and text plan?
How many lines can you have on a nation wide talk and text plan?
A max of five lines is allowed on the Nationwide Talk & Text family plan.
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Single and strategy plan( What does it means )?
Hi all,
Please explain me what does single cycle plan and strategy plan means.
Following is my requirement.
( Since Swedish mills and other units use not only single cycle plans but also strategy plans , sometimes with multiple operations to each maint item, there is a need for cycle and cycle unit (interval) and work center on operation level on the layout in the report zpm_huvud.
There is also a need for maint plan name, plant section and work center (on operation level) as search criteria in the variant. The reason for this is that we use plan name as grouping criteria for multiple objects in rounds. The criteria work center description text should be changed into main work center.
We also need to be able to sort the answer in the layout in two ways : by functional location or by maintenance plan.
The plans that have object lists and/or have no operation lists also need to be shown in the report. All text on maintenance plan should be shown in the report )
Please explain me this with one example...
Its urgent.
Thanx in advance,
Amruta.hi
single cycle plan
say for example you are planning to replace the bearing of a pump every 500 hrs of ruuning ,you use this plan to generated the maintenance order when the operating hours reaches 500 hrs.
Stratergy
In case of DG set there are lot of components to be maintained based on running hours for example for ever 100 hrs filters to be cleaned,every 500 hrs lub oil to be changed.In this case you can use strategy based maintenance plan .you can create 2 operation in the task list and assign to the respective package,so onec the 100 hrs has reached system will create maintenance call object as filters to be changed and in 500 hrs it will say lub oil replacement
regards
thyagarajan -
BEST Practice for Balance sheet and Investment Planning
hi all
I need the Best Practice guides for Balance sheet and Investment Planning
where can i get it ?
if someone has them please could you mail them to [email protected]
also if someone has documentation regarding these please forward them also
Points assured
Thanks in advance
NidhiHi Nidhi,
Refer to the below link for the available scenarios
http://help.sap.com/bp_biv335/BI_EN/html/Bw.htm -
Difference bet terms of Payment for Installment Plan and Installment Plan
Dear All,
what is the functionality difference between terms of Payment for Installment Plan and Installment Plan? please pour your thoughts.
thanks in advanceHi Vinay,
Terms of payment :-this is nothing but when vendor will pay the amount to party.
Installment payment :-This is nothing but when vendor will pay no .of terms
Funtionally we can use for both T.codes OBB8,OBB9
May be you can understand what i told
Regards
Surya -
I'll be posting all the details of this tomorrow.
So, I'm back, the OP.
As briefly as i can:
Two phone family, currently one smart, one dumb phone. The dumb is eligible for upgrade.
Call into V and spoke with "Anthony" to get info on what plan(s) I might consider as I upgrade the dump to a new iPhone 6. Currently an old "grandfathered in" Nationwide 700 plan. This was Friday Sept 19. Get some info, which I assumed to be correct, including the fact, his words not mine, that the "upgrade (device) fee" can be negotiable.
Before I had any first hand knowledge, I assumed that I'd better get a "second opinion" so I drove over to my local Verizon (corporate) store. Well, I got a different story, including the percentage of my employee discount on service, my employer gives a 20% discount and has for years, I have my current statement / bill in my hand. But no.... Verizon guy says that is wrong, its only 18%. I ask him about upgrade fee being negotiable. He says no, never. So what had I learned? That V guy on the phone from Friday was either lying or just ignorant.
Soooooo.... now its Tuesday, Sept 23. The "BIG" day, day of 3 hours 50 minutes on the phone with SEVEN different V people, all of them telling me something different about what plan(s) I'm eligible for, your employee discount is 17, no 18, no 20 percent. Yes we can negotiate an upgrade fee, no we can't... At one point, now a couple hrs into it I say I've had enough, I want to talk to a supervisor. "I'm sorry sir, supers can't come to the phone" WHAT? Well later, once I did speak to a first level supervisor and then a second level I of course found out that was wrong - more lies / misinformation? The supervisor took the name of that V CS rep and looked at my every growing call log and said that he would speak to the CS rep.
So, nearing the 3 hrs mark into my attempt to find out about plans and buy an upgraded phone for my plan I reach "Brian". I have his direct number. Apparently he is something more important that the past 6 people I've spoken to over the past thee hrs. I tell him: "EVERY SINGLE PERSON I've spoken to so far has told me something different, and or contradicted what the last person I've spoken to has said!!!!!" Yes you can have 2 single line plans, no you can't, to get this plan your upgrading device has to be on the "Edge" plan, no it doesn't, your employers discount applies to the bottom line, no it doesn't, only to the data, and on, and on, and on.
Sooooooo I tell Brian, "here's how its going to go... YOU are going to wave the upgrade fee. I don't care where the money comes from, V or right out of your pocket. I've been on the phone for now closing in on FOUR HOURS...."
Sooooo he agrees. I laugh and tell him, "You know, it has nothing to do with the money, not its all about screwing V as much as I can, and wasting yours and V's time."
He says, order your phone and plan this week and I'll call you Friday (today Sept 26) and then credit your account the fee.
Soooo yesterday (Sept 25) I call in to do just that, order the phone and plan, WHICH I was told really the only plan that would suit you would be a More Everything Plan. So, ok that's that.
I speak to a CS / Sales rep. I buy the phone and then we go on to the plan. I tell the rep THIS WHOLE LONG STORY, and it looks like we are heading towards the More Everything, BUT she says to me, "you know, you could do that Single Line plan for BOTH of your phones?" I say "WHAT????" I was told by two reps NO, and two reps "Well.... maybe". This plan gets me everything I want AND saves me $10 a mo.
Sooooo we go for that, BUT.... I can't change my plan (from current Nation Wide 700) to 2 two single line plans until I activate my new phone (which will be 4 weeks until I get it - iPhone 6), SOOOOO once it arrives I HAVE TO CALL BACK TO V and switch - how much fun will that be??? MORE time (hours?) with V.
So we agree.... The rep says I just have to transfer you to our automated system where you'll agree to terms and conditions.. Fine. Up comes the computer voice... and.... it says "hello.... you are upgrading your device (123) 555-1234 (it gives a real number), press 1 if this is correct." WHAT???? That is NOT the phone number of my device ***? The auto system gives me the option to press another number to "enter a different number", so I do, AND...... The call disconnects.
Now... If I could track down ANY ONE OF THE PAST 8 PEOPLE I'D SPOKEN TO OVER THE PAST TWO DAYS, YOU'D BE READING ABOUT ME - "Upset customer KILLS everyone at V". I AM SO ******* ****** OFF AT V... I'm now into 2 hrs today, plus the nearly 4 hrs the other day on the phone.
Soooooo.... I call back, have to tell the story again, this time to "Nick" in N.Y. Nick says just go on line to your account, you can accept the terms there. Well, what do you know.... It works, amazing.
But.... Nick says great and reads back the info on the phone I bought and says "...and I see you are on the More Everything Plan..." WHAT, STOP, STOP, STOP. I tell Nick, "Nope, I am not, I never agreed to that, I'm waiting, keeping my old plan for 4 weeks until I get the new phone, THEN I'm to call back (oh joy) to V and upgrade my plan"
Nick say's well you have the More Everything plan, and it is costing you $10 more a month, BUT I can't un-do it because there is a purchase (my phone) in progress... I am not BEYOND MAD. We are now at SIX HOURS TOTAL TIME ON THE ******* PHONE OVER TWO DAYS.
I ask to speak to Nick's supervisor. Melanie comes on the line. I, weather she wants to hear it or not, TELL HER THE ENTIRE STORY, that when (and GOD help him if he doesn't) Brian, the top end supervisor calls on Friday (today) to check on my experience buying the phone / upgrading the plan AND to credit my account the upgrade fee, I'm going to have to tell him about EVERYTHING THAT'S HAPPENED TODAY and about the TWO MORE HOURS ON THE PHONE. Melanie says, yes you do now have a More Everything... All I can do sir is apply a credit back to your account for the difference in cost between your old (what was my current) and the new More Everything (the plan I NEVER agreed to be on).
So, that is where we are as of now, Friday Sept 26 AM. "Brain" said he'd be calling by noon-ish Pacific time. I've got his direct number, and If I don't here from him by noon, his phone will be ringing off the hook very 30 seconds until he picks up.
My experience to simply upgrade one of the two phones on my plan and the plan itself HAS BEEN A NIGHTMARE. VERIZON is sooo SCREWED UP. NO TWO PEOPLE KNOW THE SAME INFO, and the INEPTITUDE displayed is sickening. -
I have just made a clean instalation of Lion, with a bootable disk, and I planned to restore my files (music, photos, etc.), The installation run perfectly, but Lion doesn't find my backup files. So, I'm about to loose all of my iTunes library, work documents (I'm a lawyer!!), my kid's photos.... How can I restore my files?? Help!!
Since you seem to be using a new disk for Lion, Time Machine will consider previous backups to be for a "different" computer. Try doing a control-click or click-and-hold on the Time Machine icon in the Dock, then choose "Browse Other Time Machine Disks". This should allow Time Machine to see the previous backups.
In the worst case you should be able to open those Time Machine backups and copy your documents from there to your home folder.
By the way, you've been misled by poor field labeling on this forum into typing a large part of your message into the field intended for the subject. In the future just type a short summary of your post into that field and type the whole message into the field below that. -
Hi
I have an IPAD 2 and am planning a trip to Budapest, Hungary, I use Verizon, will I be able to use the Ipad 2 in Budapest? Thank you.And you can of course use the iPad itself for any function that does not require an Internet connection. You can only use a cell network if Verizon has CDMA partners in Hungary, which I believe they do not have.
Regards. -
Dev 6.0 and Dev/2000 R2.1
Hello:
Is there any difference btw developer 6.0 and dev/2000 R2.1? If yes, what's the main difference?
Thanks in advice
Susan
nullDownload the technical overview and new features of developer 6 from the link below.
http://www.oracle.com/tools/developer/index.html -
MRP: Delete Purchase Requisitions and Create Planned Orders
Hi there,
I have a scenario, where in a material (HALB) was marked as externally procured. MRP was run for FERT material. The dependent requirements for FERT were created. Planned orders of the HALB material were changed to Purchase Requisitions.
Later, the procurement type of material was changed to Inhouse Production.
Now, I want all the Purchase requisitions that were created to be deleted and Planned orders should be created when I run MRP.
I tried all the possibilities, but of no success.
Please lemme know if there is any possibility to delete the P.Rs and Create Planned orders by running MRP.
Regards,
ABCI Haven't read the Plan order is converted in to PR Before
If YOU convert the plan order in to PR, system will firm the Requirement, YOU need to remove the firm indicator FIxed iD in PR Before doing the MRP Run Again
Do the following thing in PR
In PR Remove the Fixed ID in Quantities and Dates tab of the item
and Rerun the MRP with Planning Mode 3 It will create a plan order
Edited by: Sundaresan . E. V on Oct 29, 2010 6:39 PM -
Career and Succession Planning
Dear experts.
I am in the phase of BBP. We are working with ESS&MSS 1.41. ERP 6.0 ehp6.
My question:
What are the Business Package that I need for work with Career and Succession Planning in the portal?
What are the steps of customizing in the system ERP?
Who can share documentation with me?
ThanksDear Nidhi,
First of all, is this a technology question (Nakisa) or a functional question?
If you are new to Career and Succession Planning then you should be working with an experienced consultant, because implementing these modules require experience of business processes. This person can help you.
Without knowing your customer, their culture, their business challenges, their goals, their existing processes, and the technology being implemented then it is not possible to help you.
Best regards,
Luke -
Issues in career and succession planning in talent mangement
Dear Experts
We are configuring career and succession planning on EHP5, but observing following issues like I'm getting errors when running the calibration grid in Talent Assessment.
No entry for BAdI field RISK in table T77TMCAESFIELD
No entry for BAdI field CHANGE_NEED in table T77TMCAESFIELD
No entry for BAdI field RISK in table T77TMCAESFIELD
No entry for BAdI field IMPACT_LOSS in table T77TMCAESFIELD
Now as per the SCN inputs, while trying to enter these BADI fields in the above table by creating some dummy VB objects in existing appraisal template, its throwing me following dump, not sure the issue. Can someone please help me urgently in this regard.
Also in MSS, i am not finding any separate tab for career and succession planning. Please provide guidance where to find those also.
Please help
Regards
TandrimaPlease see this document:
Calibration Grid error "No entry for BAdI field xxx in table T77TMCAESFIELD" -
Relation between Payment term and Billing Plan
Hi All,
I have gone through series of thread on Milestone billing and the Billing plan concept is understood but still I have a confusion regarding the relation between Payment Term that we maintain in OBB8 and the Billing plan that we maintain. practically both seems same.
For ex. Milestone Linked plan where 30% payment to be received on the completion of X work and 70% on the completion of Z work. what should be the payment term for this kind of milestone billing?
Please suggest.
Thanks in Advance.
Binita JoshiHi,
First there is one major difference between payment terms and billing plan.
Payment terms will come into effect once billing is done, based on the conditions of payment terms system decides whether a certain line item is not due or overdue.
Billing plan on the other hand decides when to bill the first installment and when to bill second installment and final payment etc.
For example:
for a order with billing plan has total value of INR 1000
date Mile stone percentage Amount
21.10.2011 Advance 10% 100
31.10.2011 installation 30 % 300
15.11.2011 Handing over 40 % 400
30.11.2011 Final invoice 20% 200
System will create 4 invoices according to billing plan.
Once the bill is created according to payment terms FBL5n will show the status as not due/ overdue
Hope this helps.
Regards,
Sharan
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