Modules in Healthcare

What are the main modules in the Healthcare arena?
Thanks
Guillaume Massey
RDBMS Manager
[email protected]

In a nutshell Oracle has a small number of Modules that work well in the healhcare space. Of primary interest on the technology stack is a product from their Advanced Technology Group called Transaction Hub. This solution is designed to allow you to comply with complex integration needed to connect your trading community as well as transact via HIPPA compliant transaction sets and security protocols.
Oracle is also working on a technology foundation that will be used as a next generation architecture on which Healthcare ISV's can develop their clinical applications.
Hope this helps a bit.
RGB

Similar Messages

SAP Health Care Consultant

Hi All,
I am keen in pursuing my career as a SAP Helthcare consultant. Please let me know the training (sub modules) i need to pursue in order to become a Health care consultant.
Is there a certification like the other modules for Healthcare.
Kindly advise.
Thank You,
Dominic

HI,
You can refer tothe following link:
http://www.sap.com/industries/healthcare/index.epx
Regards,
Dhanalakshmi L

Major Modules / Options Being Covered In SAP-Healthcare

Dear All,
We are in the process of finalising the software for our upcoming hospital. So in this regard, we shall like to know that which modules are being covered by SAP-Healthcare...? Does SAP covers modules like Patient Registration (OPD & Indoor), Out Patient management, OPD billing, Investigations reporting (pathology & Imaging), Indoor patient management, Pharmacy etc. Rest, as we understand, SAP can very well take care for modules like FI, MM, SD and HR etc. But , for a hospital, the above mentioned modules are very much desired ones.
So, Please Advide further.
With Best Regards,
Sanjeev Chugh
29-DEC-2011 (E)

Hi Sanjeev,
most if not all of your requirements will be covered by SAP's [ACM|http://help.sap.com/erp2005_ehp_06/helpdata/en/b9/64a841c0dadf34e10000000a1550b0/frameset.htm](ambulatory care management) product and Siemens' [I.s.h.med|http://www.medical.siemens.com/webapp/wcs/stores/servlet/CategoryDisplayq_catalogIde_-11a_categoryIde_1026616a_catTreee_100010,1008631,1026620,1026619,1026616a_langIde_-11a_storeIde_10001.htm] product both of which are additional components based on and deeply integrated with SAP for Healthcare.
Documentation on all can be found on the general help page [here|http://help.sap.com/erp2005_ehp_06/helpdata/en/59/1c86353e13d558e10000009b38f889/frameset.htm].
Hope it helps and a very sucessful and happy new year 2012 to you.
anton

Which is the best SAP module for a "Business Lead" in healthcare-IT Industry with no IT-specific skills?

My Qualification is M.Pharmacy. I have basic computer skills with 7 years of experience and adequate domain knowledge in medical/ pharma verticals and my job role is majorly in the Business Development Department.
I found that the modules like SD (Sales & Distribution) and may be ABAP, Business Objects are relevant. But, it seems like ABAP/BO are not suitable for my profile (No IT/programming skills).
My questions are:
1] Is choosing a SAP career at this point is gainful?
2] If I decide to go for SAP, which modules do you suggest.
Thanks in advance!

My Qualification is M.Pharmacy. I have basic computer skills with 7 years of experience and adequate domain knowledge in medical/ pharma verticals and my job role is majorly in the Business Development Department.
I found that the modules like SD (Sales & Distribution) and may be ABAP, Business Objects are relevant. But, it seems like ABAP/BO are not suitable for my profile (No IT/programming skills).
My questions are:
1] Is choosing a SAP career at this point is gainful?
2] If I decide to go for SAP, which modules do you suggest.
Thanks in advance!

SAP Book for IS-H Module

Could you please inform me about the SAP Book for IS-H Module. I want to start my job experience in SAP Healthcare.
Thank you very much,
Evguenia.

hello evegenia,
as far as I know there is no book on SAP Healthcare available.
You can enrole into some training (more infos [in this blog|https://www.sdn.sap.com/irj/sdn/weblogs?blog=/pub/wlg/7585]), read the online help at [http://help.sap.com] or at best learn it on the job by finding a company which implements or runs IS-H or i.s.h.med.
greetings,
anton

Benefits Module Configuration

Hello All,
I am new to learning the Benefits module and would like to know the steps and procedures involved in the configuration of the Benefits module in and out starting to beginning.
Can anybody please help me with some good materials and information.
You can also e-mail me at [email protected]
Appreciate your valuable replies asap.
Thanks in advance.
Shivani.

Hi
In order to administer and maintain your plans separately, you will work in your own benefit area.
1a.           Define the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define benefit areas.
(Note: This is not used for eligibility but administration. It allows you to have separate administration or separate benefit plan pools. A benefit area can be administered in one currency at a time only).
Steps:
- Hit the New entries button
- Enter your own Benefit area and Country grouping
- Hit the Save button
1b.           Maintain BAREA feature
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define Benefit Areas
Steps:
- Click on Feature button and Maintain
1c.           Set currency for the benefit areas
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Assign currency to Benefit areas
Steps:
- Hit the New entries button
           - Enter your Benefit area and Currency
1d.           Set the current benefit area (IMG and user parameters)
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Set current benefit area
Steps:
- Select your Benefit area and hit enter
           For User Parameter:
           - System > User profile > Own data > Parameters tab
           - Set parameter as BEN = XX
2.           National is the provider for all benefit plans. Within National, there is a provider for each health/spending, savings, and insurance plans.
2a.           Define the benefit provider
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define benefit providers
           Steps:
- Hit the New entries button
- Enter your health/spending, savings, and insurance plans providers
- Hit the Save button
3.           QD allows members of the immediate family to be considered as dependents and beneficiaries.
3a.           Define dependents and beneficiaries
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Dependents and Beneficiaries>Define dependents and beneficiaries
Steps:
Note: Here you will define employees relatives and close acquaintances are permitted dependents for health and miscellaneous plans, and beneficiaries for insurance, savings and miscellaneous plans. (i.e. spouse, divorced spouse, step-child, child).
- Hit the New entries button
- Select the dependent subtype from the drop down window
- Check dependent box or beneficiary box or both
- Hit the Save button
4.           QD offers 8 types of benefit plans: medical, dental, basic life insurance, supplementary life insurance, 2 separate savings plans, credit, legal coverage, and a healthcare spending account.
4a.           Define the benefit plan types
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan attributes>Define benefit plan types
Steps:
Note: The system does not allow for an employee to enroll in more than one benefit plan per plan type (i.e. employee can not enroll in both the Medical Indemnity and Medical HMO, but they do have a choice of one or the other).
                      - Enter a plan type identifier and its description
                      - Choose the corresponding benefit category code for the plan type.
5.           QDs plans are all active and able to be enrolled in, but they would like the option for closing and phasing out plans if needed.
5a.           Define benefit plan status
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Plan attributes>Define benefit plan status
Steps:
- Enter an identifier to represent each status
- Enter a status description
- Indicate if plan is active and if it is available for enrollment
Status           Text            Active            Enroll
CL           Closed
LK           Locked           
OP           Open                      
6.           QD offers a basic insurance plan that has different costs depending on the age and salary of the employee. Develop the salary and age as criteria for the plans.
6a.            Define parameter groups.
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define parameter groups
Steps:
           - Enter parameter group and description
           - Hit the Save button
           6b. Define age, salary and seniority groups (read step 12 for the required groups)
           Menu Path: Salary group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define salary groups
Steps:
                      - Select Salary criteria in the Select Transaction screen
- Enter the Salary group ID and its description
                      - Enter the Low and High values for the salary group
Menu Path: Age group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Age criteria in the Select Transaction screen
- Enter the Age group ID and its description
- Enter the Low and High values for the age group
Menu Path: Seniority group
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee criteria groups>Define age groups
Steps:
- Select Seniority criteria in the Select Transaction screen
- Enter the Length of service ID and its description
- Enter the Lowest and Maximum values
7.           The legal plan covers employees in the executive organizational unit. Create a coverage group for the executive legal plan.
7a.           Define coverage groupings
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define coverage groupings
Steps:
- Hit the New entries button
- Enter coverage group
- Hit the Save button
8.           For the 401k savings plan, full time employees (greater than 37.5 hours/week) may contribute a maximum of 16% of their pre-tax salary. Part time employees may contribute a maximum of 10%. Create groups to separate the part time and full time employees.
8a.           Define Employee Contribution Groups
           Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groupings>Define employee contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employee contribution group
- Hit the Save button
9.           QD contributes to a retirement plan (RBAP) after one year of service for the salary employees only. Create groups to distinguish the salary employees from the hourly employees.
9a.           Define Employer Contribution Groups
Menu Path:
IMG>Personnel Management>Benefits>Basic Settings>Define employee groups>Define employer contribution groups
Steps:
- Hit the New entries button
- Enter identification and description for employer contribution group
- Hit the Save button
10.           The 2 medical plans offered are an HMO and a traditional indemnity. The company pays 50% of the provider costs for each. The following costs are stated in monthly amounts:
           The provider cost for a nonsmoking HMO are $60 for employee only, $80 for employee and spouse, and $150 for employee and family. Smoking adds an additional $20 to the provider cost.
           The traditional indemnity has a high deductible and a low deductible option. The cost for a high deductible is $100 for employee only, $120 for employee and spouse, and $200 for employee and family. Smoking adds an additional $20 and a low deductible an additional $10 to the provider cost.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
                      - Define dependent coverage options
                      - Define cost variants
                      - Define cost rules
                      - Assign health plan attributes
                      - Define evidence of insurability conditions
11.           A dental plan is offered to all employees and is subject to no specific criteria. The cost, regardless of number of dependents, is $5/month, paid for entirely by the employer.
Menu Path:
IMG >Personnel Management>Benefits>Plans>Health Plans
Steps:
- Define health plan general data
- Define options for health plans
- Define dependent coverage options
           - Define cost variants
- Define cost rules
- Assign health plan attributes
- Define evidence of insurability conditions
12.           The basic life insurance is subject to age and salary criteria. The plan coverages offered are 1x base salary and 2x base salary, up to a maximum coverage of $500,000. Costs are paid for by the employee and are, per $1000 coverage:
           for salary levels below $120,000: $0.05 below age 50, $.08 above age 50
           for salary levels above $120,000: $0.07 below age 50, $.10 above age 50
           Supplementary life insurance is not subject to criteria and is a flat $200,000 coverage and costs $7 month, paid for by the employee.
           There is a combined coverage limit of $500,000 for basic and supplementary insurance.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Insurance Plans
Steps:
                      - Define insurance plan general data
                      - Define coverage formula
                      - Define coverage rules
                      - Define cost variants
                      - Define cost rules
                      - Assign insurance plan attributes
                      - Define evidence of insurability conditions
Menu Path: (combined coverage)
IMG >Personnel Management>Benefits>Plans> Insurance Plans>Combined coverage
Steps:
                      - Define combined coverage for insurance
                      - Define combined coverage limit expressions
13.           A 401k savings plans is available and QD starts immediate matching. QD matches at a rate of 100% of employee contribution up to $1000. After this limit is reached, QD matches 50% of employee contribution to a maximum of 16% of the employee base salary. The 401k is subject to employee contribution groups (step 8). The maximum pre-tax employee contribution percents are explained in step #8 and the maximum dollar amount is $10,000. The employee is 20% vested after one year, and an additional 40% each year after.
           QD contributes $4000 to an RBAP for the salary employees after 1 year of service. Employees so not contribute to this plan and are 100% vested after 1 year. The RBAP is subject to an employer contribution rule (step 9).
           Choices for investments are stock, mutual funds, or both.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Define savings plan general data
- Define employee contribution variants
- Define employee contribution rules
- Define employer contribution variants
- Define employer contribution rules
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Vesting
Steps:
- Define vesting rules
- Define vesting portions
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans>Investments
Steps:
- Define investments
- Define investment groups
- Assign investments to groups
Menu Path:
IMG >Personnel Management>Benefits>Plans> Savings Plans
Steps:
- Assign savings plan attributes
14.           QD offers a healthcare spending account with contribution limits of $100-$7000 per year. Reimbursements for spending accounts can be obtained through QD in amounts of $50 or greater. Valid reimbursements are doctor, dentist, vision, and prescription.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Flexible Spending Accounts
Steps:
                      - Define spending account general data
           - Define employer contribution variants
           - Define employer contribution rules
           - Assign spending account attributes
           - Define spending account claim types
15.           QD gives each employee a monthly credit of $50 to offset the costs of benefit plans.
Menu Path:
IMG >Personnel Management>Benefits>Plans> Credit Plans
Steps:
- Define credit plan general data
- Define credit variants
- Define credit rules
- Assign credit plan attributes
16.           QD offers a legal plan for all employees in the executive organizational unit. The coverage group was determined in step 7. The legal plan has a coverage amount of $5,000,000 and costs the employer $100 per month.
           you will use coverage amount and cost formulas for the legal plan configuration
Menu Path:
IMG >Personnel Management>Benefits>Plans> Miscellaneous Plans
17.           To enroll in a dental plan, the employee must be enrolling in either an HMO or the medical indemnity. To enroll in supplementary insurance, the employee must be enrolling in the basic life insurance plan.
17a.           Define prerequisite or corequisite plans
Note: Prerequisite plan is a plan the employee must first be enrolled in.
Corequisite plan is a plan the employee must enroll in at the same time.
           Menu Path:
IMG >Personnel Management>Benefits>Flexible Administration>Prerequisites and \Corequisites>Define prerequisites/ Define corequisites
Steps:
- Choose a plan requiring a pre/co requisite
- Enter the plan or plans that are to be the pre/co requisite
- Determine if the plan requires a requisite of all or any
18.           Employees are eligible for all plans (except RBAP) immediately upon hire. Salary employees are eligible for RBAP after one year of service.
18a.           Define eligibility groupings
           Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility groupings
Steps:
- Hit the New entries button
- Enter Eligibility group and description
- Hit the Save button
18b.           Maintain ELIGR feature
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility groups
Steps:
- Click on Feature button and Maintain
18c.           Define eligibility variants
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility variants
Steps:
- Hit the New entries button
- Enter Eligibility rule variant and description
- Hit the Save button
18d.           Define eligibility rules
Menu Path:
IMG >Personnel Management>Benefits>Flexible administration>Programs>Employee Eligibility>Define eligibility rule criteria
Steps:
- Select the eligibility rule for which to define conditions
- Enter the waiting period information
- Enter the first day of enrollment after waiting period met
- Enter minimum working time and age restrictions, if required
- Hit the Save button
19.           When employment ends, termination is classified as wither resigned or retired and benefit plans cease after 30 days, or cease immediately.
19a.           Define termination groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination groupings
Steps:
- Hit the New entries button
- Enter Termination grouping and description
- Hit the Save button
19b.           Define termination variants
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination variants
Steps:
- Hit the New entries button
- Enter Termination variants and description
- Hit the Save button
19c.           Define termination rules
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Participation termination>Define termination rules
Steps:
- Select your Termination rule
- Select Benefits termination rule criteria
- Enter the appropriate Coverage continuation period and hit the Save button
20.           Group plans together as an offer to active salary and hourly employees.
20a.           Define benefit programs
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Programs>Define benefit programs
Steps:
- Select your Benefit groups
- Select your Employee status
- Enter the Benefit plan, Eligibility rule and Termination rule and hit the Save button.
21.           All active employees are defaulted into the traditional indemnity medical plan, low deductible, employee only if they do not elect benefits. The RBAP, credit, and legal plans are all automatic enrollment.
21a.           Define standard selections
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Standard selections>Define Standard health selections
Steps:
- Select your Benefit groups
- Select your Employee status
- Hit the New entries button
- Enter the Benefit plan type, Benefit plan, Health plan options and Dependent coverage for health plan
- Select the processing type and hit the Save button.
22.           Benefit events are classified as Hire (can add all relevant plans) or Other Event (marriage, birth of child and can delete, add, change and relevant plan)
22a.           Define benefit adjustment groupings
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment groupings
Steps:
- Hit the New entries button
- Enter adjustment groupings and description
22b.           Maintain EVTGR feature
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment groupings
Steps:
- Click on Feature button and maintain EVTGR feature
22c.           Define benefit adjustment reasons
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons>Define benefit adjustment reasons
Steps:
- Hit the New entries button
- Enter Benefit adjustment reasons and description
- Hit the Save button
22d.           Define permitted changes for adjustment (up to you!)
Menu Path:
IMG>Personnel Management>Benefits>Flexible administration>Benefits adjustment reasons >Define adjustment permissions
Steps:
- Select your Benefit adjustment
- Select your adjustment group
- Hit the New entries button
- Enter the Benefit plan type,
- Check the appropriate boxes for Benefit plan, Options, Dependent coverage and Dependents and save your records
Edited by: Santhosh Kumar R on Feb 27, 2008 9:35 AM

Environment,Health&Safety(EH&S) management module in SAP

Hi,
Can anybody send me some light on Environment,Health&Safety(EH&S) management module in SAP.
Regards,
Chandra

Hi Chandra,
please find below some more advantages of EHS Module in details,
A) Storing and managing EH&S data: EH&S Module provides a flexible specification database that helps to track substances, exposures, packaging, dangerous goods
classifications, and waste codes.
B) Managing documents: It helps to produce and maintain a variety of documents, such as material safety data sheets, transport emergency cards (tremcards), standard operating procedures, and labels.
C) Tracking substance volumes: With SAP EH&S , User can track the volumes of hazardous substances that can purchase, import, produce, sell, or export. Once the volume of a substance reaches a certain limit, the software warns User, prompting User to perform the regulatory compliance tasks required.3
D) Keeping track of dangerous goods: With SAP EH&S automatically supplying that data to other solutions for use in delivery notes and packing lists. The software also checks to determine whether a planned means of transport u2013 such as road, rail, sea, or air u2013 is appropriate, and helps to ensure that only those shipments that comply with regulations are allowed to leave company premises.
E) Managing waste disposal: SAP EH&S helps to dispose of hazardous and nonhazardous waste as efficiently as possible in compliance with all relevant national and international rules and regulations.
F) Enhancing employee safety: EH&S provides industrial hygiene and safety and occupational health functions with which useru can pinpoint and minimize risks to employeesu2019 health u2013 and comply with safety laws and regulations in doing so.
G)Supporting Preventive Healthcare: With SAP EH&S, user can track employee healthcare treatments and examinations and monitor the results and diagnoses.
H)Comply With Regulations: User can track EH&S processes and documentation better. That, in turn, helps company to avoid fines and penalties, minimize risk, and enhance employee, customer, and community safety.
I) Control Costs: EHS helps company to optimize and automate all EH&S processes and operate with consistent, accurate information throughout the product life cycle u2013 saving both time and money.
In case of any doubt, please revert.
Regards,
Amol Joshi

Modules in SAP IS-H

HI experts What are the modules are there in SAP IS-H.
And What are the Famous modules in SAP IS-H(well established and famous modules)
thanks
Sushma

I don't want to be picky but a more recent documentation, the one for Release 6.0 of SAP Healthcare, SAP ACM and i.s.h.med is to be found [here|http://help.sap.com/saphelp_erp60_sp/helpdata/en/59/1c86353e13d558e10000009b38f889/frameset.htm].
And now please someone jump in and correct me by pointing to the very latest documentation for Release 6.0 EHP 3 )
kind regards,
anton

SAP for Healthcare Industry

Hi Folks,
I am new to this community as well as SAP. I have a master degree in Life science and having Five yrs of Sales and marketing exposure for the same.So i would like to build my carrier in SAP please suggest which module would be suitable for me and how much exposure i can have.
Any suggestion related to this is welcome.
Thanks

Hi Atif,
My requirement is :
1) My client is into Healthcare.. For each patient with insurance cover we are debiting insurance company for the amount due towards his services provided by the client.
2) on periodic basis client submits claim file to insurance company.
3) insurance company does the remittance to the client and sends an xml file.
4) This xml file contains individual patients records which are remitted by insurance company.
5) I want to clear these open items.. Please let me know the best method of doing it..
6) Is there any method of automating this process.
Thanks
Sivaram

SAP HEALTHCARE TRAINING IN INDIA

Hi
I Have 4 years experience in US Healthcare AR resolution, Iam working in Deloitte Consulting India. I would like to persue SAP modules related to healthcare consulting please advice.I have done my MBA in Supply chain management.
I would like to know if SAP healthcare modules are trained in India?
Edited by: Naren28 on May 1, 2009 8:33 PM

HI Naren,
Can I be absolutely cheeky and piggy back your question, I am based in London, U.K and trying to find out SAP Health care courses in India or U.K. Hope you don't mind. if not, let me know I'll put up a separate thread.
Cheers,
Raj.

Paritial Incoiming Payments in IS-H Module

Hi,
How can we do Partial Payments in IS-H Module. In NA30N, i am able to do only Full Payments or Down Payment Adjustments. Is it possible to do down payments in IS-Healthcare Module?
Please Provide some inputs...
Thanks
Kishore

Good day! I can count 1-10 or read ABC's but I'm sorry i don't know what your talking about. Whoever persons knows this topic please kindly share your thoughts/knowledge so that I will be informed also.
Regards,
[interview questions and answers |http://www.theinterviewscience.com]

Mixing memory modules on Westmere

Dear Hardware gurus,
I have a 12-Cores Westmere. Do you know is it possible to mix different memory modules on it, namely:
6x1 Gb 1330Mhz
+
2x4 Gb 1066Mhz
and if yes, in which configuration?
Thanks a lot for any comment!

Kappy, thanks for the note.
I am actually going to order some more 1333 modules, but just for the short time I have to work with what I have currently (see my original post).
As I posted above, I tried a bit already to combine the modules and Mac doesn't boot
Can you suggest a configuration, which will work?

Adobe Bridge CS6 for mac: export modules, facebook export module gives an error every time i try to sign in

in the export module for facebook every time i click "sign in to facebook" it gives the following error: "An error occurred while request facebook connection"

"An error occurred while request facebook connection"
The export module has been discontinued in Bridge CC and as long as it has been there the option for social media has worked only for FB in a few countries. Due to rights management (as we where told) there where restrictions for most other countries. But if it did work for you in the past you should try click on FB in export module or use the tiny menu icon in the export panel for preferences and try to set up a new connection.

FileName in Sender File Adapter Module

Hi Folks,
In my sender file adapter have written a module to read the picked file name. The protocol used is NFS.
Notice that the file name read in the module has the absolute path, including the directory path. E.g The file name xyz has to be picked from source directory
XIServer\Outbound. In the module when I retrieve the file name, it comes up as
XIServer\Outbound\xyz. Is this expected behaviour?
I was expecting just the file name<xyz> to be retrieved.
Thanks,
Anand

HI,
Create an UDF and write this code.
DynamicConfiguration conf = (DynamicConfiguration) container.getTransformationParameters().get(StreamTransformationConstants.DYNAMIC_CONFIGURATION);
DynamicConfigurationKey key =
DynamicConfigurationKey.create("http://sap.com/xi/XI/System/File","FileName");
String ourSourceFileName = conf.get(key);
return ourSourceFileName;
in Adapter u will have Adapter specific parameters check the file name check box.
Using this UDF u will get the file name at target side.
Regards,
Phani.

How do I use the Web module to upload video to my website?

I'm using the Lightroom HTML gallery to upload my photos, fine and dandy, very happy with it. I also have some videos trimmed in Lightroom that I want incorporated into the gallery. This doesn't seem to be happening, instead I just get thumbnails. What/how do I incorporate my video clips into my web gallery? I moved over from jAlbum so I could have a simple one-tool workflow, so I'm really hoping that this is possible.

You can combine stills and video for output to h.264 (mp4 file) for example to upload to Youtube or Vimeo.
FTP upload will be subject to the limitations of your host. The web module within Lightroom creates all resources to link to the file index.html
The forthcoming LR6 is anticipated to have HTML5 galleries.

Modules in Healthcare

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