Programming environment for beginners?
Hi,
Years ago I wrote some very simple applications for personal use, using Future Basic. It was a great environment for somebody with very little programming experience because much of the GUI was handled in a very easy fashion. Basically you set up your windows and controls in a graphic interface and it then generated a shell with the necessary code to implement what you had created. You didn't really need to know how code the GUI because that was handled for you, allowing you to just work on the meat of the program. For someone who only occasionally writes anything, and simple stuff at that, it was a great environment.
Now I'm looking to do the same sort of thing, write a couple simple apps for personal use and I'd like to find something similar. Is there anything on the market that will let a very unknowledgeable programmer like myself quickly throw together an interface like that?
Thanks,
Mark
Does anybody know any site that provides programming
problems in order for beginners to practice JAVA.
I may get shot for saying this, but I just finished a VB.NET class and the textbook was Starting Out With Visual Basic .NET, by Tony Gaddis
This is hands down, the best learning book I've ever read. The problems at the end of each chapter are challenging and realistic. Granted, many of the problems are GUI oriented, because it is a VB book, however, I have since tried many of the problems using Java and found them good for refining my Java coding more than my VB coding. A problem is a problem.. many languages can solve the same problem.. just some faster and more efficient than others.
Other than that... the Deitel & Deitel, Java: How to Program was a good book also.
Hope that helps.
Similar Messages
-
Book: LabWindows/CVI Programming for Beginners
Has anyone read the followong book LabWindows/CVI Programming for Beginners LabWby Shahid F. Khalid ?
This book in not in print anymore and inpossible to find.
Does anyone know of any similar source material?
I have both LabWindows/CVI Basics I&II but the content is extremely limited and not enogh details.
Does NI offer anything better than the embedded Help?
A Programmers Reference would be nice.
Thanks.Hello NI Nubie,
I have that book, and also its "advanced" sequel by the same author. They both went out of print a long time ago. The books are OK, but they are only available on the secondary market for ridiculous prices now, and that is assuming that you can even find them.
If I could pass on some advice that might be more helpful to you in learning CVI: pretend those books do not exist for now. Instead, I think that for learning CVI, there is nothing better than looking at other people's CVI project-level code and really understanding it, inside and out, and then making your own modifications to it to enforce what you just learned from it. There are several places to start looking for project-level CVI code, which I will list in (what I think) are the highest-to-lowest priority of your training.
The first place I recommend is the examples that ship with CVI (located in the "samples" directory under the CVI installation directory). I say this because these are supported by the NI developers and support crew. In fact, back in 1995 when I was learning CVI 3.1, I dove into the "Icon Editor" application, for several reasons: it was a *complete* application (as opposed to the other, mostly point-solution "academic" examples under the samples directory), it showed how to segment your code into multiple source and header files, and it showed many advanced user interface features (menus, cut-and-paste). There is now an "example finder" to help locate examples that "fit" to what you are currently trying to accomplish. I also use the freeware "grep-like" tool called "Agent Ransack" (URL is below) to hunt down specific CVI functions and identifiers (such as certain EVENTS and how these examples use them).
Agent Ransack on MythicSoft.com
The second place I recommend is the other "support" locations on the NI web site. There are knowledgebase articles, tutorials, submitted examples, community examples, and also extra "academic" examples from NI engineers that aren't the same as the ones that ship with CVI. There are also whitepapers scattered in there as well, and a few that have hidden sample code that is embedded at the bottom of the article. You really have to hunt for this stuff, and it would be great if the NI folks could try to index this a bit better somehow. I sometimes even resort to using Google's search engine to find them on the NI web site, because the NI search engine may not find them.
The third place I recommend are user-based web sites created by power-users of CVI who like to share their code. Two that I found long ago that remain at the top of the list (in my opinion). One is Guillaume Dargaud's site, where he has lots of CVI examples and freeware. The other is Philippe Baucour's "Rebel" CVI site (but you will need to use an online translator if you don't speak French, though).
Guillaume Dargaud's web site (drill down for CVI examples and freeware)
Philippe Baucour's "Rebel" CVI web site
Finally, you might find it interesting to know that there is a tremendous repository of C source code scattered all around the Internet, mostly as part of free and open-source software projects, many of which are supported on sites such as SourceForge.net, and many other locations. Many of these places are filled with people (in forums or mailing list servers) who live in the C programming world on a full-time basis, and can help you through some of the advanced techniques. Some of these projects might be targeted to Windows, some use cross-platform techniques, so they have a chance of being applied to your CVI efforts. There is also an entire universe of programming "libraries" and capabilities that you can use to augment your CVI projects as well. All of this because of the open-source revolution, riding on the back of GNU/Linux and the community and corporate entities that are backing it all. Examples that come to mind are Cygwin and MinGW. If you only have the time to just look up these two items on Wikipedia, you will see that this is just the tip of the iceberg of the possibilities that are available to you as a C and CVI programmer on Windows.
I hope this was helpful to you.
JB
To whom it may concern: My alias is also my nickname, I've had it since I was a (very) skinny basketball-playing teen. OK, so I've got a 38 inch waist now, but my hometown friends haven't shaken that appellation for me. I trust that you will someday be OK with that alias, as I have been with that nickname. -
I need a free IDE (Environment) for programming
Hello
I need a free IDE (Environment) for making java card Applets.I want this environment have a good debuger and it works with javacard 2.1 or later.
Please hellp me.
ThanksGood day.
To developers Cardlet (Applets to loads in smart card) not is necesary some IDE in particular, that you need is have all the library for java of the version javacard that you use and configure you IDE (that's CLASSPATH).
Very IDE are very good JBuilder, JDeveloper, Eclipse, and others; you cna find this for Windows, Linux, Solaris and Mac normaly.
The firts you need is obtain some this and check which the this is more easy for use to you.
Good lock. -
How can I create a custom environment for the guest user in Mavericks?
Hello Mavericks insiders
I need to setup several new MacBooks running Mavericks for school use. We want to use guest because everything is reset at each login. However, I first need to permanently customise the environment for the guest user:
- doing program first runs
- adjusting printer settings
- dock settings
- wallpper
I think I have to copy certain library files in the Terminal. Which files exactly? From where to where? What is the correct Terminal syntax to do so?
Many thanks in advance!
MorgyHello,
I am not sure how I wound-up in the server forum. I am using the desktop version of OS X 10.7.4.
Thanks -
Please answer a programming question for an admin
I'm not a programmer (although my interest is growing), so I can't answer this question in a discussion regarding how Win32API w/OLE and COM is SO much better than programming for Unix/OS X applications.
The original discussion was in regards to OS X's superior Unix based security, he devolved to this. Having only begun my venture into programming, his questions are a little above my head at this point. I'm also interested (as an amature programmer), how this would be accomplished in OS X/Unix.
Thanks in advance.
Here's his position:
*(1st entry)*
I have unsed Windows and many flavors of Unix and I have written programs in Assembler, Fortran, Pascal, Cobol, RPG, Smalltak, Basic, PowerBuilder, Delphi, C, C++, C#, Java, and Perl, and I have been programming for over 20 years, so I do have extensive knowledge about programming.
So I have one question for you:
If you had to build a business application that has to allow users to, spell and grammer check, and perform financial calculations, and render the HTML, how would you compare the effort to do this in Windows versus that in Linux, AIX, Solaris or any other Unix operating system?
I can make this business application have these features in ONE DAY on Windows, because COM and OLE lets me, use Word to spell and grammer check, Excel to do the financial calculations, and IE to render the HTML!
I make my living building complex customized business software, and Windows allow me to build these applications by myself in weeks, when it would take me and a team of programmers months to do these same things in Unix because of the lack of an the Win32 API, COM, and OLE, or I would have to BUY third party libraries that did these things, and deal with the licensing, versioning, and vendor problems that go with them, and none of those third party librabries would be close to Word, Excel, and IE in CAPABILITY!
HONESTLY tell me and others reading this thread how you would go about create the customized business application I described above by yourself in a Unix instead of Windows, and tell us how many MONTHS or YEARS it would take you, or how you would have to BUY some other third party libraries to do what Word, Excel, and IE!
Anyone who thinks a Unix has more CAPABILITIES than Windows, has never used Win32API/COM/OLE/.Net, and does not build customized complex business software for a living, because we people that do are the reason that you find some much customized business desktop software for Windows, and so little for any Unix.
I have nothing against Unix, and it is great for simple business tasked server software, but for complex business tasked desktop software Windows with Win32API/COM/OLE/.Net wins hands down!
*(2nd Entry)*
A System administrators view of an operating system and an application developers view are entirely different, and the Win32API/COM/OLE/.NET simply make my job so much easier, and you simply don't understand because you do not have to deal with the "dirty' details of making what a user wants, which is why your definition of "integration" and mines are totally different!
With the spell check you talked about, how will you keep in in synch with the dictionary in Word where the user is constantly adding and removing words?
No, you would have the user to have to maintain two different spell check dictionaries, and you would totally ignore the grammer check requirement!
Cutting and pasting data between applications is simple integration, and not the complex type that I am talking about.
Can you make your application display and use the MacGourmet menus appear in its own window, and to access and use the MacGourmet functionality (ie. search for a recipe) in its own window?
Give me one example of a Unix application that can display the menus of another application, yet alone control its features!
Of course you can't, because you need COM and OLE!
I am quite familiar with different flavors of Unix, but those operating systems do not have the rich API and program integration features namely COM and OLE that Windows has, because it violates the Unix idea of security by process isolation!
Yes that idea of process isolation keeps the operating system safe from malicious code in applications and from one application taking the others down, but you lose the power of programs working together, and you simply cannot build the type of customized business applications that I build by myself, without reinventing the wheel over and over and without having a large team with lots of programmers.
For example, my customers and millions of others spend all day working in Word and Excel, and the Windows idea that I can transparently integrate my complex business applications right in Word and Excel menu, and into their templates and macros, is why third party developers like me prefer Windows over Unix, regardless of how much better security in Unix is.
Do not get me wrong, Java improves business application development on Unix, but unfortuantely it is not feasable to rewrite ever legacy application in Java, and Java does not integrate well with other programming languages.
I used to code business application for both IBM MVS and Sun Solaris, and I never want to go back to those "bad" old days again, once I took the time to learn how to PROPERLY code using Win32API/COM/OLE/.NET!At risk of feeding the troll I'll wander in here:
NOTE: Since this is an Apple programming boards and I have limited experience programming on traditional Unix systems (and most of that in college) I will confine my answers to the area I know.
If you had to build a business application that has to allow users to, spell and grammer check, and perform financial calculations, and render the HTML, how would you compare the effort to do this in Windows versus that in Linux, AIX, Solaris or any other Unix operating system?
I can make this business application have these features in ONE DAY on Windows, because COM and OLE lets me, use Word to spell and grammer check, Excel to do the financial calculations, and IE to render the HTML!
Note that this scenario assumes the user has Microsoft office installed. The person argues that they don't have to purchase libraries to program but what they are effectively doing is simply transferring that cost to user. I don't have to purchase libraries but everyone of my users needs to. Good for you, very good for Microsoft but bad for your customer - IMHO. OK, I know "But all Windows business users have Office installed already." When it comes free with the system then I'll retract my objection.
Under OS X and Cocoa many of these functions are intrinsic to the system layer and do not require any applications to be installed. Using Cocoa you can write a simple Word processor that has rulers, full font manipulation (including kerning, spacing and leading), Document Save and Load, Printing, Export to PDF as well as spell-checking in under 10 lines of actual code. Adding a custom file type and icon for full system integration will add another 5 minutes to your programing.
In case you think I'm blowing smoke here is a tutorial from 2002 (yes, this has been possible for over 5 years) outlining the 8 line Word Processor build in Cocoa. http://www.stone.com/TheCocoa_Files/What_s_sofunny.html
And yes, Cocoa also includes Webkit so I can add full HTML rendering by dragging in a WebKit window to my user interface. For an experienced Cocoa programmer this certainly sounds like less than a day of programming - in fact it sounds like a good tutorial for a middle-experienced training day or 2 day class in Cocoa.
I won't include the link to the 1 line web browser you can build in Cocoa using Webkit because it's shorter than the description. Feel free to search for it if you want to.
HONESTLY tell me and others reading this thread how you would go about create the customized business application I described above by yourself in a Unix instead of Windows, and tell us how many MONTHS or YEARS it would take you, or how you would have to BUY some other third party libraries to do what Word, Excel, and IE!
BUT this is all done from the stock system that is on every OS X computer not simply those with Office installed. Obviously you'd need to add some features that were more complicated than this - because any halfway decent programmer could turn this stuff out - and polish takes a while but to meet the requirements of the challenge it would take 2 days tops.
Is every *nix programming environment like this? I don't know I can only answer for the system that I have experience with and is the concern of this board. If you really have questions regarding *nix programming then I suggest you find an appropriate board and troll^H^H^H^H^H ask there.
If you're ever serious about programming on the Mac feel free to stop by and actually take a look at it. I think you'll be surprised.
=Tod -
DVD start menus and books for beginners
I would like to make a custom start menu using a jpg graphic and my own music. It would just have 2 options start video and scene selection.
I was fumbling around with PE11 yesterday and did it by accident. I added the picture and then added the audio with drag and drop....but when I tried to do it again, I could not remember what I selected.
Also is there a good book for beginners?
Thanks,
MattMHairell
Pending further information, this is what I came up with using
Premiere Elements 11 Windows
General/Grid
and its matrix_pal_s_mm.psd (for main menu) and its matrix_pal_s_sm.psd (for scene menu)
My Photoshop Elements is presently not allowing me to open the Photoshop Layer Sets in the .psd files, so I picked the above theme so I could get around having to do that.
This is the first try result
Main Menu....
Scene Menu
I tried it out in a DVD-VIDEO standard on DVD, and it did not look that bad.
My advice is to look at the theme as is to see what it is all about, and, if interested in getting a look like above, I will give you the step by step. But, you will need Photoshop Elements or Photoshop for the background exchanges. I did not find a theme where I could get a clean enough background replacement with just the customization within the Movie Theme section of the program. Again, Photoshop Elements that will not open the Layers Sets is OK in this instance since we are not opening any Layers Sets, we are just replacing backgrounds at the .psd level rather than within the project.
If interested, I will post further details which should be quick and easy to follow.
Thanks.
ATR -
Hi!
(I am newbie to Arch) Recenly I realised how, in my opinion, should a perfect programming environment look like.
The system should be of course up to date and use the newest official packages. But it does not apply to the version of development tools. I am 100% sure that most of you (professional programmers) does not migrate to the newest tools every time they appear. Most of the time we are made to work on legacy releases. For instance I'm currenly using gcc 4.6 at work and the management has many concerns moving to version 4.7
So, perfect environment would allow me to install as many versions as possible and let me easily create "virtual" environments.
I hope that the Arch will be my perfect envrionment. But so far I can see few barriers:
1. I believe that most of the time there is only one version of the given tool (one gcc, clang, one version for Python 2.X and one for 3.X, etc.) and in the best case I would be forced to build tools from sources (AUX)
2. I do not know how could I use the pacman to install packages as a common user in my local directory, using my own installed packages database that uses the system-wide database as a secondary source of dependencies.
So, summing up. In the base system I want to have up to date packages (-> "newest" tools, like qtcreator, ninja-ide, etc.). But for the purpose of development I need older (and thus better testes [and sometimes buggy, I know]) versions.
The question is: How to achieve it as easy as possible and use system tools (pacman, makepkg) as much as possible.
I hope that you will be able to understand my message and help me it:)
Best regards,
PutrycyI hope that the Arch will be my perfect envrionment. But so far I can see few barriers:
1. I believe that most of the time there is only one version of the given tool (one gcc, clang, one version for Python 2.X and one for 3.X, etc.) and in the best case I would be forced to build tools from sources (AUX)
A lot of older software versions are already packaged in the AUR and can safely be installed alongside existing packages. You just may have to tell your software where to find the correct version of the executable. You can also (typically) easy build your own versions using the existing PKGBUILD from the ABS and modifying it as necessary.
2. I do not know how could I use the pacman to install packages as a common user in my local directory, using my own installed packages database that uses the system-wide database as a secondary source of dependencies.
Probably something like docker or vagrant/virtualbox might be easier and cleaner. This way you can start from a clean environment without all your day-to-day cruft installed, thereby ensuring consistent builds and fewer dependency problems. You can also use another distro with the correct software versions quite easily this way (well, with vagrant, at least).
Scott -
Suggest book on SAP HR Functional for beginners
Dear All,
Request you to suggest me a book for SAP HR Functional
for beginners.
Thanks in advance for the help.
Regards,
TaranjitBenefit 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
IMG Path: Personnel Management  Benefits  Basic Settings  Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management  Benefits  Basic Settings  Assign Currency
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
IMG Path: Personnel Management  Benefits  Basic Settings  Define 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 Management  Benefits  Basic Settings  Set Current Benefit Area
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 Management  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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  Benefits  Basic Settings  Plan Attributes  Define Benefit Plan 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
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Parameter 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
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employee Criteria Groups  Define Age 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  Benefits  Basic Settings  Define Employee Groupings  Define Cost 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
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Coverage 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 Management  Benefits  Basic Settings  Define Employee Groupings  Define 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
IMG Path: Personnel Management  Benefits  Basic Settings  Define Employee Groupings  Define Employer 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
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Employer 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
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Options for Health 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  Benefits  Plans  Health Plans  Define Dependent Coverage Options
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
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Minimum and Maximum Number of Dependents
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
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
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Define Cost Rule
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management  Benefits  Plans  Health Plans  Assign Health Plan Attributes
Insurance Plans:
In this step, you define general data for insurance plans
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
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
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans 
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
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: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Define Cost Rules
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Combined Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Age Groups for Imputed Income
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management  Benefits  Plans  Insurance Plans  Combined Coverage  Review Calculation Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
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: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employee Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Define Employer Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
IMG Path: Personnel Management  Benefits  Plans  Savings Plans  Assign Savings Plan Attributes
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Define Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
IMG Path: Personnel Management  Benefits  Plans  Flexible Spending Accounts (FSAs)  Assign Spending Account Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
IMG Path: Personnel Management  Benefits  Flexible Administration  Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Groupings
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Benefit Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Health Plans
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Insurance Plans
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Savings Plans
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management  Benefits  Flexible Administration  Benefits Adjustment Reasons  Define Adjustment Permissions  Spending Account
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define First Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Second Program Grouping
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Groupings
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Employee Eligibility  Define Eligibility Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Groupings
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Participation Termination  Define Termination Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG Path: Personnel Management  Benefits  Flexible Administration  Programs  Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Family Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Dependent Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
 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 Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rule Variants
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Define Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
IMG Path: Personnel Management  Benefits  Flexible Administration  Dependent/Beneficiary Eligibility  Assign Eligibility Rule Variant to Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
IMG Path: Personnel Management  Benefits  COBRA  Choose COBRA Spending Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
IMG Path: Personnel Management  Benefits  COBRA  Define Qualifying Event Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
IMG Path: Personnel Management  Benefits  COBRA  Assign COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
IMG Path: Personnel Management  Benefits  COBRA  Define Notification and Payment Intervals
heck this one and let me know if there is anything else even arun has also given nice response so if u have any query pls revert back
6 -
Run C program compiled for Linux on Mac x11?
Hi,
Is it possible to run a c-code program compiled for Linux on x11? If this is not possible, is there a way to have a linux platform runninn os 10.6.8 so I can use these programs?
I knew little about Linux or X11, so I don't know if it is possible or how to recompile the program for x11.
Thanks!Linux compile code will not run on Mac OS X, and even if you violated the Mac OS X license to run Mac OS X in virtual machine on top of Linux, the Mac environment would still not run the Linux program. The Linux program needs to run on Linux.
If your Linux program is X11 based, then it is possible to run the program on Linux and have the output displayed on your Mac. Start an Applications -> Utilities -> Terminal session, and run the command
ssh -Y [email protected]
LinuxPrompt> run_your_Linux_program
The ssh -Y will establish an X11 DISPLAY tunnel between your Mac and the Linux system. When you run an X11 based app on the Linux system via this ssh session, the X11 display output will be sent back to the Mac.
NOTE: Many Open Source programs have Mac OS X ports. Sometimes there are actual Mac OS X binaries, and sometimes you have to build them yourself. There are also services that will do the heavy lifting of installing a ported Open Source app, such as MacPorts.org and FinkProject.org -
Setting up environment for display cluster verification
Hello all,
I am starting with a fresh project which needs image acquisition and verification of different display clusters, having different sizes.
Firstly, I need to setup an ideal environment which would introduce minimal errors (like perspective error). I would be able to keep the camera mounted perpendicular to the display device. Apart from this point, what other points should I consider while setting up an environment for image acquisition? What points should I consider while building up a mounting structure for vision based inspection?
-FraggerFox!
Certified LabVIEW Architect, Certified TestStand Developer
"What you think today is what you live tomorrow"Hi,
For setting the environment variable and notes for how to program and sample programs are available in the Java card kit itself..
Setting Environment variable in Windows XP
Create Batch file named javacerd_env.bat and type the following in the file and save it.
set JC_HOME=C:\java_card_kit-2_2_2
set JAVA_HOME=c:\j2sdk1.5
set PATH=.;%JC_HOME%\bin;%JAVA_HOME%\bin;%PATH%
Later open command window and run the batch file.
The above are if u install java j2sdk in c:\ and u extracted javacard in c:\java_card_kit-2_2_2..
Else u set the appropriate path where u installed Java and card kit..
Further reference read the manual available in the kit cJDK_Users_Guide -
Lightroom VS Photoshop Elements for Beginners
Hey Everyone!
I am creating a website for beginners on computers and other home electronics and I am going to do a post about what the best program is to get for a beginner at photo editing. I have seen so many people using Photoshop Elements to start out with but many people who have gotten editing programs prefer Lightroom and use it and say its a better program to begin with... Do you have any suggestions on which I should tell poeple to go with? Here is a link to my blog http://cowtechtutor.com so that you know the kind of posting I've been doing also if you have any suggestions on how I can improve the design it would be awesome! Thanks very much!
AndrewThey each have strength and weaknesses. LR for example has the same full RAW processor as full Photoshop, but doesn't have the full range of image editing features.
There isn't a simple answer. I think you would be better off reviewing both and pointing out the differences so that your blog audience can make an informed decision for themselves.
Cheers,
Neale
Insanity is hereditary, you get it from your children
If this post or another user's post resolves the original issue, please mark the posts as correct and/or helpful accordingly. This helps other users with similar trouble get answers to their questions quicker. Thanks. -
Find the program which retrive the program name for 2 years.
Hi Team,
i have requirement like , i am working on BRITVIC Client , they want to me write a program which has retrive the all development Z program name for last 2 years.
could you please suggest me the standard program which has retrived all program name for last 2 years.
Thanks in Advance.
puneet.Hi,
go to table EUDB - Development Environment Objects
see the program name NAME as putting Z*
where DATUM is the creation date
ZEIT is the creation time
also you can go for table REPOSRC - Report Source Code
Arunima
Edited by: Arunima Rudra on Nov 18, 2008 3:44 PM -
Shell program, check for interactive login
hey, i'm fairly new to *nix programming in general
i want fortune to run for users at login time,
however i can't just slap fortune into the .bashrc file b/c that will not provide sftp a 'clean' environment for the added output to a noninteractive session messes up ssh do to its unix like implementation of things
anyway my question is a simple one, how do i check for an interactive session, where there is a tty attached to the standard input, or however it makes sense to be said.
i picked up an o'reilly bash ebook through my library but haven't had a chance to read it yet, so an example code snippet would be helpful if possible
thanks for the helpneolution wrote:anyway my question is a simple one, how do i check for an interactive session, where there is a tty attached to the standard input, or however it makes sense to be said.
That very question can be answered with :
tty -s && fortune
However, I'm not sure if this solves your problem, since sftp may actually provide a tty ... I simply don't have any experience with sftp.
i picked up an o'reilly bash ebook through my library but haven't had a chance to read it yet, so an example code snippet would be helpful if possible
and since you intend to read up, I can only encourage you to do so, and I won't give an explanation of the above, so you have something to read up ;-) -
Environment for Kurzweil K-2661
Does anybody knows where I can get the Environment file to change programs in my Kurzweil K-2661 directly from Logic Pro 8.0???
The same I need for Korg Triton Studio, Roland XV-5080... I simply can not find any dowloadable files that would bring the Environment for all (or any one) of these instruments into the Logic Pro 8.0
Please help if you know what I don't! Thanks all!i am not clear on what you want to do but if you want the names of your instruments like from your keyboard, in the environment window. Double click on your midi instrument icon and a list of sound names will come up but not the ones on your selected sound module, so will have to manually type them in yourself. At least i had to. i hope this helps alittle
-
Programming Interfaces for Sharepoint
Good morning,
I have a copy of the "Programming Interfaces for LiveCycle ES2 Modules(April 2010)" and I have been using it to define an environment for a client. What I was wondering is if there is a document that lists the APIs that are available for he Sharepoint connector. I was sure that I had seen one, but I can no longer find it.Hi,
Apologies for the late response.
You can refer to the JavaDocs posted online to see all the APIs available for the SharePoint connector. Here's a link to the specific page: http://help.adobe.com/en_US/livecycle/9.0/programLC/javadoc/com/adobe/livecycle/crc/sharep oint/client/IMSSharePointContentRepositoryConnectorServiceClient.html.
You can also have a look at the Workbench documentation: http://help.adobe.com/en_US/livecycle/9.0/workbenchHelp/help.htm?content=003818.html#23824 43
Regards,
David ([email protected])
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