Initial Steps in Implementing SAP FICO Module

Hi Peers
I'm a team member in a fresh Implementation for a manufacturing company for FICO. I want to know what are the action steps to be taken before going to implement. Plz help me in how to go about the implementation of FICO module.
Regards
Rajaram

Hi,
First you need to know the organizational structure of that company because this will be your guide in determining the org units to configure in the system. Second, you should do mapping of business transactions/scenarios. What they want to do and what SAP can do so that you can determine any gaps and find solution to meet the gap. =).

Similar Messages

Can I implement SAP MM without implementing SAP FICO module?

Hello all,
Can I implement SAP MM without implementing SAP FICO module?

Hi Abhijeet,
The answer is Yes and No. Yes, if you have a corporate wide Financial System for taking balance sheet and other reporting needs and you need SAP MM for your purchasing and inventory management functions. Even in this case, you will need a FICO Consultant to setup the minimum FI settings. And to build interface to push the relevant data between SAP and the core financial system. No, if you dont have any other system to track the business financials.
Most implementations will have FI and MM implemented and in few cases, where the corporate wide Financial system is different from SAP, we will have a lean FI implemented in SAP to allow necessary postings.
Best Regards
Sathees Gopalan

Complete Customising step to implement SAP PP module for New client.

hi frnds,
Can Any body tell me that wht are the intial to final step to be follow(step-by-step) to configure & customise the SAP PP Module for new Client.Suppose industry is Process Industry.
I'll be graceful to all who help in this regard.
Thanks
Parminder

Hi Parminder,
Go to Transaction OPPQ- Maintain Plant paramets, OPPR-Maintain MRP groups and copy the setting from Plant 1000 to your new Plant.
Then create new items again by copying the standard ones.
Thanks and regards
Muruegsan

Financial experience for SAP FICO module

is experience in core finance required for SAP FICO module or experience in financial domain good enough ?

All that you require for SAP FI is the ability to understand the business process in FI terms and implement the same in SAP.
Good domain knowledge is a must for SAP FI consultant - either it be in the form of education or thru' experience.
If you can understand the requirements in FI terminology, you can easily start your career in SAP FI and can value add your knowledge thru' experience.
All the best!
Regards,
Sridevi
Award points, if found useful.

To implement SAP HCM module in existing SAP ECC 6.0

Hi,
I have SAP ECC 6.0 system already implemented 2 years back.
I am planning to implement SAP HCM with OM, PA, SAP Time management, SAP PAYROLL in existing SAP ECC 6.0 system.
I have currently 3 system landscape for SAP ECC.
I would like to know what change/addition is required in above landscape to implement SAP HCM module in existing SAP ECC 6.0
Do share your view.
Regards.

Hi.
As per you, Already designed Landscape. Why dont you follow you existing Landscape which is alredy proved for other modules.
Normally Dev/Quality/Production clients will there..
If more that depends upon flexibility in Each client and defining different business for testing and production interfaces purpose.
Better use Existing only remaining modules already sucessfully running in Production Right????

Base work before implementing SAP-FICO

Hello Everyone,
Can any one please suggest me that the base work needs to be done by the client before implementing SAP-FICO.

Hi
Refer to this weblink
http://help.sap.com/saphelp_47x200/helpdata/en/48/623972d55a11d2bbf700105a5e5b3c/content.htm
Additionally refer to this weblink.
http://training.saptechies.com/category/sap-asap-documentation/
Please let me know if you need more information.
Regards
Sridhar M

Sap fico module

HI all,
please anyone provide me the link from where i can download the SAP FICO module.................

Hi,
hard disk and ram whatever u have mentioned in enough but see the latest version is loaded.
regards,
ram

What are the dependencies to implement SAP PM module form Financials?

Hi Experts,
Requirement is that the client does not have SAP and now asking for only SAP PM module to be implemented. Can you please suggest me what are all the dependencies we need to consider from FICO and MM point of view?
Thank you very much
Ganesh.

If a company has implemented SAP without the HR module & now they want to implement SAP HR, will they have to buy a license for that? - Yes they will have to get licences for this.
If yes, what will they have to pay? - They will have to contact SAP for this and negotiate with them.
The number of employees working are 500. - The company will have to decide how many ESS licences they want to get and how many MSS licences they want to get. Again for all these ESS/MSS licences they wil have to pay separately apart from the HR licences.

Pre requisites for CIN - if only FICO module

Hi ,
We are implementing SAP FICO module for one of the US client. We are going only for FICO module. In FICO we want to implement the CIN version. What might be the prerequisites.

Hello
CIN is Country India Version and applicable for Indian operations only. Excise & customs are termed seperately in other countries and managed seperately.
Also, it is integrated with SD / MM.
Reg
suresh

Benefit of implementing SAP R/3 PM module.

Hi,Experts,
Can anybody please share their views about the benefit received (from Client aspect) after implementing PM module.Thanks in advance .
rgds
rajib

Hi,
Benefits to the client on implementing SAP PM module
1. The equipment history is ON-LINE. You can access information from any of the client locatins at any point of time, hence this reduces the time to get information and reduces the time to make a desicion for any critical situation
2. All maintenance activities are online, like maintenance plans for the entire year, entire equipments of entire organization,
3. you can track the break down maintenance at any point of time easily.
4. The cost involved for the maintenace acitvites are available online, so no need of any MIS reports at every month.
5. Good integration with Materials for reciveing the material for the maintenance activities from stores.
6. You can maintian the equipment / loctation BOM in the system, which enables you to view the BOM easily at any point of time.
7. Easy tracking of malfuntioning, breakdown and procee down maintenance activites.
8. You can maintian the equipmet log sheet online. like boiler temp reading etc....
9. You can integrae with Qulaity module and monitor calibration maintenance.
10. You can have permits online instead of having on paper and roaming to the depts to get the permit.
11. Over all your information about the maintenance is online and you can maintian paper less environmnt.
Regards,
Chandru.

Configuring WM in Already Implemented SAP ECC 6.0

Dear all,
In my SAP system all modules like MM,SD,FICO,PP are implemented.
Now we want to implement SAP WM module in already implemented System,
So what are the Key Points to consider While implementing the WM module.
Regards,
Rocky.

Hi,
See this link below for the detail's
http://www.karkhanisgroup.com/consulting/wm-warehouse-management.html?showall=1
http://www.erpgenie.com/component/content/article/127
Regards
Bhuban

CA with SAP FICO and Japanese Language

Hello Friends,
I am Kapil studying ( final group ) to become a Chartered Accountant.I want to do SAP FICO Module from SAP Certified Education Center in Delhi,India.I have also done One Year Intensive Advanced Diploma in JAPANESE Language from Delhi University.I have also done JLPT Level 3.
I have following queries :--
1.Which one is the best SAP Education Center in Delhi both in terms of education and placement ?
2.What are the job prospects after completing CA n SAP FICO in Japan ?
I will be thankful to you if you could provide me guidanc eon the above issues ..
THANKS..
Edited by: KAPIL KUMAR singh on Apr 29, 2008 4:39 PM
Edited by: KAPIL KUMAR singh on Apr 29, 2008 4:39 PM

Chartered Accountancy with SAP FI-CO itself is a lethal combination. Looks like you love Japan or there is someone there whom you love. There are quite some companies in Japan that have implemented SAP (you can get into support, upgrade, enhance kinda roles) and there are also new implementations in the pipeline. As far as training goes, go to any SAP Education Partners (Siemens, etc.). Give your full time to demos and practice sessions on SAP when in training - reading books only will not help.
Good luck.

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

New to FICO module: ABAPER

Hi,
I am an ABAPER.
I have been shortlisted for a SAP FICO Implementation.
I don't have any background on SAP FICO module.
Can somebody please send or refer me docs, which I can go thru just to have some background on this Module.
Thx in advance.
Regards
R

You can start off here
https://www.sdn.sap.com/irj/sdn/wiki?path=/pages/viewpage.action&pageid=4394
Please check this link for SAP online document including FI/CO areas.
http://www.easymarketplace.de/online-pdfs.php
http://www.sap-img.com/financial/fi-question.htm
http://www.sapgenie.com/publications/fico.htm
http://www.thespot4sap.com/IntroTo/SAP_FI_Module_Introduction.asp
http://www.thespot4sap.com/IntroTo/SAP_CO_Module_Introduction.asp
http://www.sapgenie.com/abap/tables_fi.htm
http://www.sap-img.com/sap-fi.htm
Please chcek this link and go to SAP R/3 Enterprise Application Components ->
Cross-Application Components -> Financial.
http://help.sap.com/saphelp_470/helpdata/en/e1/8e51341a06084de10000009b38f83b/frameset.htm
http://www.sapgenie.com/sapfunc/fi.htm
Regards
Gopi

New to SAP FICO - Placed in a support project - Need Help

Hi everyone,
I have placed for a support project in a retail industry and I have been taken FICO as my module. Can you guys help me in knowing what all things I have to do in the initial stage
Regards,
Prajeesh
SAP FICO Consultant
Moderator: Please, read and respect SDN rules

They are in the same path in the jar file that they were when they were on your disk in the file system. Lets say you have a dir structure
C:\dir1\dir2\dir3\dir4\file.txt
and you cd to dir2:
cd \dir1\dir2
then you jar dir3:
jar cvf jar.jar dir3/*.*
the path to file.txt would still be /dir3/dir4/file.txt inside the jar file.
do a jar tvf jarfile.jar and take a look.

Initial Steps in Implementing SAP FICO Module

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