Information on SAP TM module..

Hi
I am new to SAP TM module and i need some info/blogs/white papers to learn about this module.
Also, I would like to know about the common business scenario's for integration in this module with other 3rd part systems?
I did try searching on SDN but couldnt find proper information. Would be great help if you can share

Down load note No : 0000427944
Go through the link
http://help.sap.com/saphelp_erp60_sp/helpdata/en/d5/2285347860ea35e10000009b38f83b/frameset.htm
http://www.sdn.sap.com/irj/scn/go/portal/prtroot/docs/library/uuid/70fbd5dc-8f5f-2910-2085-c658dc145fe9?QuickLink=index&overridelayout=true
take help of google

Similar Messages

Where can i find clear information about sap function modules?

where can i find clear information about sap function modules?
for example,
if i want to know whats the use of function module "SAPGUI_PROGRESS_INDICATOR" .
where i can find all the detail info..
is there any sap transaction code for knowing about all function modules and there use?
Regards
Smitha

Hi:
For documentation, you have to find it out in se37 but it is not neccessary every Fm would have.
Now question is about its used (if you know th e function module)-> go in se37-> put function module -> select where used list -> select used in like - program, class, BSP application etc -> click on ok; it would give the list of its used and just go in that find how it is being used.
if you have to find the function module for table - > go in se11 -> select table name -> click on where used list -> select function module interface and click on ok, it would give the list of its used.
Otherwise go in g o o g l e dot c o m.
Regards
Shashi

SAP PM Module - Questionaries for information gathering

Dear All
where i can find SAP PM Module - Questionaries for information gathering for implementation project? Please provide link.
Regards

Hi,
<removed>
Edited by: Kapildev Farakte on Oct 16, 2009 9:24 AM
Kapildev -
Don't offer to share such material via email. If it is not available online it is probably copyrighted and not intended for sharing.
-Paul
Moderator
Edited by: Paul Meehan on Oct 16, 2009 9:44 AM

For Professional level certification aspirants in SAP Controlling module

Dear all Professional level Certification aspirants in SAP CO module,
I have recently passed the Certification test on SAP Management Accounting (CO) module in version ERP 6.0 EHP4. I have more than 4 years experience in SAP Controlling module.The following are some of my suggestions regarding preparation for the exam.
1. All the questions were scenario based. The exam tests expert level knowledge and real time scenarios in the module. The theoritical knowledge is not sufficient to clear the exam. Unless you have atleast 5 to 6 implementations in Controlling module, it is not advisable to give it a try.
2. Detailed knowledge of the system configuration settings about the various courses mentioned in the syllabus is required. One needs a clear understanding of Special costing functions, ERP integration, Transfer Pricing, Material ledger, New GL Parallel valuation, Planning and Budgeting fuctions in various components etc.
3. The exam tests in-depth knowledge about various integration aspects of Controlling module with other modules. The advanced master data functionalities of other logistical modules like MM, SD, PP, PM, QM, PS, CS, HCM is tested in detail.
4. Several methods of process and performance optimization of the system are also tested.
3. Some reporting aspects of BW and BI are also tested. The cross application aspects of the system are also tested.
4. The exam also tests the real time skills in preparing Blueprints, Business Process design and trouble shooting the system. Being knowledgeable about some of the processing errors and message classes will be of great help.
Hope this information helps you in preparing for the certification.
Should you need any clarifications, please post a reply to this thread and I will post answers.
All the Best!!
VS.

Hi Vikrant,
the pass mark for the exam is 58%. However it may be different. The passing mark shown on your screen on the day will be the correct passing mark.
All the questions were scenario based which would involve high analytical skills and through understanding of the system integration. It would be difficult to tell any specific question. The questions carry different weightage. If you answer the questions with less weightage correctly than the questions with more weightage, you end up scoring less though you answer more number of questions correctly. and it is vice versa. Go through your syllabus and cources and try to concentrate on the topic areas which contain more weightage.
Moreover, the exam is not completely technical in nature. It tests a lot of analytical and problem solving skills required on the job.
Note:Please do not ask the questions or contents of the exam as they are confidential.
Hope this information helps you.
All the best for your exam!
Regards,
Vishnu.

NEED INFORMATION ABOUT "MAX_TEST" FUNCTION MODULE

HI ABAPERS,
I need information about "MAX_TEST" function module . this function module is used in 4.6 version , now system have been shifted to 6.0.....here in 6.0 version this function module is not prasent.can any one tell me which new function module we can use in place of this function module, without changing the functionality........
Thanks in advance
regards,
SUNIL

The module is not very sophisticated. Profficiency in Java or ABAP will be a great bonus here. There are plenty of good materials regarding XI on SDN. I suggest to start with step-by-step guides and master all basic integration scenarios
http://wiki.sdn.sap.com/wiki/display/XI/Step-by-Step+Guides
Opportunities in industry are not bad also, cause PI is rather popular among customers. The best thing is that it fits any type of customer's business. Integration is demanded almost everywhere.

Combine report list for SAP-PP module

Respected SAP GURU,s
Can any body give me the combined report list of SAP-PP modules or give some direction to search it.
SFC route is not required...
pl reply urgently
Rewards point will be given.
VEDANT

Hi,
These are the few reports
1. KanBan Analysis1 Plant
Txn Code: MCQ.
This report gives information of KanBan usage. This can be used only when KanBan Component is used.
2 KanBan Analysis 2
KanBan Board Demand Source Overview
Txn Code:
PK11
PK12
PK13
PK18
This report gives information of KanBan usage. This can be used only when KanBan Component is used.
3 Material Usage Analysis Plant
Txn Code: MCRE
This report can be used for analyzing the actual material usage against plan in manufacturing process.
4 Product Cost Analysis Selection Plant
Txn Code: MCRI
This report can be used for finding out planned cost vs. actual cost in the manufacturing process
5 Missing Parts Info System
Txn Code: CO24
Missing Part List Check

Re: System maintenance in SAP each module

Dear consultant,
I need some information from Business process consultant. How do maintain the system maintenance for SAP each module?
We have maintained the system in SAP system. Please reply me.
Regards,
Krishnna.

Ámit Güjärgoüd wrote:
>
> Rolling On The Floor Laughing My Apple Off ?
>
LOL
Click to see what it is!
prashanth kishan wrote:
> > Rolling On The Floor Laughing My Adam's-Apple Off
> > pk

Hi sir / madam i have done my b.tech in mechanical and automation. now i am planning to join sap mm module. tell me it will help me to groom my future. what are the job opportunites as in fresher after doing this course. from where should i do it

i have done my b.tech in mechanical and automation. now i am planning to join sap mm module. tell me it will help me to groom my future???
what are the job opportunites as in fresher after doing this course. which is the best insititute for this course??

Hi Nishant,
Welcome to SCN.
Questions like these have been asked many times in these forums. I suggest you search for relevant information and if you are not satisfied, then post a specific question.
Also, spend some time reading the The SCN Rules of Engagement
pk

Information about SAP PPM needed

Dear Sir or Madam,
my name is Jennifer Fassbender and I am working in the “Project Management Office” (PMO) of the research and development department (R&D) of ERCO. Our group serves as a cut surface in between the R&D and to other departments all over the company. Our team is in charge of the PLP (product launch process) which is one the leading processes at ERCO.
Currently we are using the SAP PS in our ERP system to plan and control our product development projects which belong to the PLP. We are working on a lot of different projects simultaneously, which makes a multi-project management necessary. Therefore we are thinking about implementing SAP PPM.
In addition to my job I am studying industrial engineering in part time at the University of Applied Sciences in Hagen. Right now I am writing my bachelor’s thesis. To combine study and job, the content and aim of this thesis will be something like “Development of an operational scenario to use the tool SAP PPM regarding to the design of a multi-project management within the R&D department of the ERCO GmbH”.
And this is the reason I am writing to you. I need a lot of information about SAP PPM.
Could you please be so kind and help me with the following questions:
Can you describe the (biggest) difference between SAP PS and SAP PPM?
What might be the mayor reason to implement SAP PPM?
What are the main use cases for SAP PPM?
Are there difficulties to run SAP PS together with SAP PPM?
Can you send me a detailed cost plan or license model?
Thank you so much in advance for your help!
Kind regards
Jennifer Fassbender

Hi Jennifer,
Answering to your questions-
Can you describe the (biggest) difference between SAP PS and SAP PPM?
In PPM, there are 2 areas, PPM-Portfolio Management and PPM Project Management. SAP PS can be compared with PPM-Project Management.
PPM-Proj, Mgmt. is mainly used for certain types of projects like Consulting, development & IT projects and User interface(UI) is very simple and user-friendly in PPM.
PS can be used in any type of projects but its full capabilities are used in capital Investment, overhead costs & customer projects. And moreover SAP PS has very good tight integration with all modules of SAP.
Overall both has it's own pros and cons. More details can be found the below links.
Which is the difference between SAP PPM & SAP PS?
2. What might be the mayor reason to implement SAP PPM?
3. What are the main use cases for SAP PPM?
Major reason could be cross-project resource planning, portfolio management for better financial & capacity planning across projects etc.,
4. Are there difficulties to run SAP PS together with SAP PPM?
By standard, SAP PPM is having integration with SAP PS. Under Portfolio management we can use any of the project managements tools(PPM-Project management, SAP PS & MS Project) for detailing the project & resource planning.
5. Can you send me a detailed cost plan or license model?
Licensing terms varies for different customers, so it is better to contact your local SAP accounts manager for details.
Hope this helps.
Regards,
Ravi

SAP HR Module - Benefits

Hi Gurus,
Can you please give me any documentation or ppt's on the benefits or why to implement SAP HR Module???
Please give me some details.
Thank You

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
 Basic Settings  Benefits IMG Path: Personnel Management Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management   Assign Currency Basic Settings Benefits
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
Define Basic Settings  Benefits IMG Path: Personnel Management 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 Set Current Benefit Area Basic Settings  Benefits Management
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 Define Benefit Plan Plan Attributes  Basic Settings  Benefits Management 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   Define Benefit Plan Plan Attributes  Basic Settings Benefits 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
 Basic Settings  Benefits IMG Path: Personnel Management   Define Parameter Define Employee Criteria Groups Define Employee Groupings 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
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Age Define Employee Criteria Groups Employee Groupings 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   Define Cost Define Employee Groupings  Basic Settings Benefits 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
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Coverage GroupingsEmployee 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 Define Define Employee Groupings  Basic Settings  Benefits Management 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
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Employer Contribution GroupingsEmployee 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
 Benefits IMG Path: Personnel Management   Define Employer Contribution Groupings Health Plans Plans
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
 Benefits IMG Path: Personnel Management   Define Options for Health Plans Health Plans 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   Define Dependent Coverage Options Health Plans  Plans Benefits
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
Health Plans  Benefits IMG Path: Personnel Management   Define Minimum and Maximum Number of DependentsPlans
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
Define Health Plans  Plans  Benefits IMG Path: Personnel Management 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
Health Plans  Benefits IMG Path: Personnel Management   Define Cost RulePlans
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   Assign Health Plan Attributes Health Plans  Plans Benefits
Insurance Plans:
In this step, you define general data for insurance plans
IMG Define Insurance Plans  Plans  Benefits Path: Personnel Management 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
 Plans  Benefits IMG Path: Personnel Management 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
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management 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: Define Cost Insurance Plans  Plans  Benefits Personnel Management 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
Insurance Plans  Benefits IMG Path: Personnel Management   Define Cost RulesPlans
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
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management 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   Combined Combined Coverage  Insurance Plans  Plans Benefits Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path:  Combined Coverage  Insurance Plans  Plans  Benefits Personnel Management 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 Combined Insurance Plans  Plans  Benefits Path: Personnel Management   Review Age Groups for Imputed IncomeCoverage
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   Review Calculation Combined Coverage  Insurance Plans  Plans Benefits 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
 Savings Plans  Plans  Benefits IMG Path: Personnel Management 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: Define Employee Savings Plans  Plans  Benefits Personnel Management 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: Define Employee Savings Plans  Plans  Benefits Personnel Management 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 Define Employer Contribution Savings Plans  Plans  Benefits Management 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: Define Employer Savings Plans  Plans  Benefits Personnel Management 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
 Plans  Benefits IMG Path: Personnel Management   Assign Savings Plan AttributesSavings Plans
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 Define Flexible Spending Accounts (FSAs)  Plans  Benefits Management 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
BenefitsIMG Path: Personnel Management   Assign Spending Account Flexible Spending Accounts (FSAs)  Plans  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
 Flexible Administration  Benefits IMG Path: Personnel Management 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 Benefits Flexible Administration  Benefits Path: Personnel Management   Define Benefit Adjustment GroupingsAdjustment Reasons
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
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Benefit Adjustment ReasonsBenefits 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
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Health PlansPermissions
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   Define Benefits Adjustment Reasons  Flexible Administration Benefits   Insurance PlansAdjustment Permissions
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 Benefits Flexible Administration  Benefits Path: Personnel Management   Savings Plans Define Adjustment Permissions Adjustment Reasons
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
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Spending AccountPermissions
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 Define First Programs  Flexible Administration  Benefits Management 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
Flexible Benefits IMG Path: Personnel Management   Define Second Program Grouping Programs Administration
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: Employee Programs  Flexible Administration  Benefits Personnel Management   Define Eligibility GroupingsEligibility
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration 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
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration 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:  Programs  Flexible Administration  Benefits Personnel Management   Define Termination GroupingsParticipation Termination
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Participation Termination  Programs  Flexible Administration Benefits 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
Flexible Benefits IMG Path: Personnel Management   Define Termination Participation Termination  Programs Administration 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  Programs  Flexible Administration  Benefits Path: Personnel Management Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
 Benefits IMG Path: Personnel Management   Define Family Dependent/Beneficiary Eligibility Flexible Administration 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   Define Dependent/Beneficiary Eligibility  Flexible Administration Benefits 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
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Dependent EligibilityDependent/Beneficiary 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 Dependent/Beneficiary Flexible Administration  Benefits Management   Define Beneficiary Eligibility Rule VariantsEligibility
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
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Beneficiary EligibilityDependent/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
 Flexible Administration  Benefits IMG Path: Personnel Management   Assign Eligibility Rule Variant toDependent/Beneficiary Eligibility 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
Choose COBRA COBRA  Benefits IMG Path: Personnel Management 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
Choose COBRA Spending COBRA  Benefits IMG Path: Personnel Management 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.
Define Qualifying Event COBRA  Benefits IMG Path: Personnel Management 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
Assign COBRA  Benefits IMG Path: Personnel Management 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
Define Notification COBRA  Benefits IMG Path: Personnel Management and Payment Intervals

Information about SAP Strategy Management (SAP SM)

Hello,
I want to know where I can find information about SAP Strategy Management (SAP SM). This is an application that was bought from PILOT.
Is it easy to customize like the SEM-CPM-BSC????
Is it an addon in the BW or ECC????
Is it all browser type application???
Thank you in advance...
Pablo Mortera.

Greetings Pablo,
Thanks for your interest in SAP Strategy Management (SSM). More information can be found on the BPX site for Corporate Performance Management.
https://www.sdn.sap.com/irj/sdn/bpx-cpm
On that page is a short demonstration of SSM. There are two other sections on that page -"Key Topics" and "Best Practices" have links for more information about Strategy Management.
On the SAP.com global site, there is also information about Strategy Management, including white papers.
http://www.sap.com/solutions/performancemanagement/strategy/index.epx
Please review all this information and let me know if you have additional questions about SAP Strategy Management.
Regards,
Bob

Exception handling for a standard SAP Function Module - the OO way

Hello,
I was wondering what is the correct way to call a standard SAP function module inside a method of global class.
I want to display the error via the:
get_text( ) and get_longtext( ) methods.
I don't want to use the sy-subrc check. Is this possible?
My example doesn't seem to work...
See example bellow:
DATA: ex_object_cx_root TYPE REF TO cx_root,
      ex_text TYPE string,
      ex_text_long TYPE string.
TRY.
      CALL FUNCTION 'L_TO_CONFIRM'
        EXPORTING
          i_lgnum                        = i_lgnum      " Warehouse number
          i_tanum                        = i_tanum      " Transfer order number
          i_quknz                        = '1'          " '1' - confirm withdrawal only (picking )
          i_commit_work                  = 'X'          " Indicator whether COMMIT WORK in function module
        TABLES
          t_ltap_conf                    = it_ltap_conf " Table of items to be confirmed
        EXCEPTIONS
          to_confirmed                   = 1    " Transfer order already confirmed
          to_doesnt_exist                = 2
          item_confirmed                 = 3
          item_subsystem                 = 4
          to_item_split_not_allowed      = 51
          input_wrong                    = 52
          OTHERS                         = 53.
    CATCH cx_root INTO ex_object_cx_root.
      ex_text = ex_object_cx_root->get_text( ).
      ex_text_long = ex_object_cx_root->get_longtext( ).
      " Error:
      RAISE EXCEPTION TYPE zcx_transfer_order
        EXPORTING textid = zcx_transfer_order=>zcx_transfer_order
             err_class = 'ZCL_WM_TRANSFER_ORDER'
             err_method = 'CONFIRM_TO_2STEP_PICKING'
             err_message_text = ex_text
             err_message_text_long = ex_text_long.
ENDTRY.
Thank you very much in advance

Hello Marko,
If i understand correctly you've enclosed the call to the FM 'L_TO_CONFIRM' inside the TRY ... CATCH ... ENDTRY block.
CATCH cx_root INTO ex_object_cx_root.
      ex_text = ex_object_cx_root->get_text( ).
      ex_text_long = ex_object_cx_root->get_longtext( ).
You can't do this because the FM 'L_TO_CONFIRM' doesn't propagate OO exceptions!
Your approach is almost correct, what you've to do is goes like this:
CALL FUNCTION 'L_TO_CONFIRM'
EXPORTING
    i_lgnum                        = i_lgnum      " Warehouse number
    i_tanum                        = i_tanum      " Transfer order number
    i_quknz                        = '1'          " '1' - confirm withdrawal only (picking )
    i_commit_work                  = 'X'          " Indicator whether COMMIT WORK in function module
TABLES
    t_ltap_conf                    = it_ltap_conf " Table of items to be confirmed
EXCEPTIONS
    to_confirmed                   = 1    " Transfer order already confirmed
    to_doesnt_exist                = 2
    item_confirmed                 = 3
    item_subsystem                 = 4
    to_item_split_not_allowed      = 51
    input_wrong                    = 52
    OTHERS                         = 53.
IF sy-subrc <> 0.
MESSAGE ID sy-msgid TYPE sy-msgty NUMBER sy-msgno
          WITH sy-msgv1 sy-msgv2 sy-msgv3 sy-msgv4
          INTO ex_text. "Get the ex_text by this technique & not by CX_ROOT->GET_TEXT()
ENDIF.
I'll have to check how to fetch the long text of the message
BR,
Suhas

IDOC message type for "Site" in SAP Retail module?

Hi All,
We have the need to transfer master data (through master data change pointers) of Retail Sites within the SAP Retail module (transaction: WB01, WB02). Does anyone know if there's an IDOC message/type already associated with this? Thanks in advance for your help!
Cheers,
Matt

Hi,
please read SAP notes 892103 and 551035.
The correct IDOC type should be FIDCC1 / FIDCC2.
Best regards,
Andreas

Configuration steps involved after creation of new personnel subarea in sap hr module

Dear Friends,
Let me know what all config to be done after creation of a new personnel sub area in SAP HR module?
So that all infotypes including IT0007 & IT0008 are captured for hiring an employee & running the payroll ?
Reg,
TD

Hi Tanuja,
Normal customization only you have to do for every PA & PSA. if you don't have the steps i will give you the steps.

New to SAP PI, I need more information on SAP PI Topics

Hi Guys,
I'm New to SAP PI, I need more information on SAP PI Topics which are related to Development and configuration.
i have gather some information please add more topics and major scenarios if i missed out.
SAP PI Topics:
1.     Mapping
u2022     Standard Functions
u2022     User-defined Functions
u2022     Message Mapping
u2022     Multi-Mapping
u2022     Java, XSLT mapping overview
2.     Business Process Management
u2022     BP Modeling
u2022     BP Engine
3.     Design and Configuration
u2022     System Landscape Directory
u2022     Enterprise Services Repository
u2022     Integration Directory
4.     Runtime
u2022     Integration Engine
u2022     Different installations of Adapter Engines
u2022     Runtime Workbench / Monitoring
u2022     Architecture
5.     PI as Component of SAP NetWeaver
u2022     Positioning
6.     Overview and Basic Concepts
u2022     Adapters & J2EE Adapter framework
u2022     Business Process Management
u2022     Mapping
7.     Adapters
8.     Technical Connectivity for communication with SAP and non-SAP systems
u2022     File/FTP(S) (File Systems / FTP Servers)
u2022     JDBC (RDBMS systems)
u2022     JMS (Messaging systems, e. g. MQSeries, SonicMQ)
u2022     SOAP (Web Services based on SOAP)
u2022     WS-RM (Web Services based on WS Reliable Messaging)
u2022     HTTP_AAE Adapter
u2022     Plain HTTP(S)
u2022     Mail (Mail Servers via SMTP, IMAP4, POP3)
u2022     SAP Business Connector (SAP BC)
u2022     Marketplace (SAP Marketplaces)
9.     Application Connectivity
u2022     RFC
u2022     IDOC_AAE Adapter
u2022     IDoc
u2022     Proxy (ABAP and Java)
10.     SAP Industry Business Packages (contain adapters and content)
u2022     RNIF 2.0 (RosettaNet)
u2022     RNIF 1.1 (RosettaNet)
u2022     CIDX (RNIF 1.1)
11.     Advanced Adapter Engine Extended u2013 AAE
u2022     PI as Infrastructure for Service Oriented Architecture (SOA)
SAP PI Scenarios:
u2022     SOAP to JDBC scenario
u2022     RFC to FILE scenario
u2022     Multiple IDOC's to File scenario
u2022     File to File scenario
u2022     File to RFC scenario using BPM
u2022     File to JDBC scenario
u2022     Idoc to File scenario
u2022     Abap Proxy to XI scenario
u2022     Idoc Flatfile to Idoc XML Scenario

You may search for all basic topics on SCN and you will get required information. Such basic questions should be searched before posting. Thread locked.
Regards,
Prateek Raj Srivastava

Information on SAP TM module..

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