Sap basis module

Hi experts,
i have a small doubts about "oss notes"
can u pleae answer the question what ever i mentioned
below
1.implementation of oss notes and corrections to dev and prd
systems.
Please give the answer
Thanks,
krishna.

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Hello Everybody....I want to about SAP Basis Module

I want to know about SAP Basis Module....Please tell me about SAP Basis Module..
Edited by: Yogeshmtech on Dec 28, 2011 5:13 PM

if you want to know something about SAP basis module, then you should post your question in the basis forum but not in the MM forum.
Further is your question so generic that you actually should start with FAQs on top of eacvh forum and with SAP documentation in help.sap.com
Please read the forum rules before posting.
Toppic locked.

SAP BASIS

Hello,
I am a network professional working in the past 20 years supporting Novell and Microsoft OS and applications. Now I am looking for a path to start a different career.
I have chosen SAP system to start the new career, but I got many questions because its career options (many of them) and after get some information from a friend of mine that has been working as SAP Consultant since long back, I am thinking about SAP BASIS career.
Does someone could let me know if SAP Netwaver training are the correct path to start SAP BASIS career?
Does someone has idea about the salary average for SAP BASIS professionals?
Does someone has information about how this role is going on the job market in Canada?
Thank you.
Emerson

visit SAP education site - https://training.sap.com/ca/en/
required courses for SAP Basis are:
ABAP Administration:
ADM100 – ABAP Administration
ADM102 – AS ABAP – Administration II
Database: One of the database course (oracle, DB2, MS-SQL, Maxdb etc)
For example:
ADM505 – Database Administration Oracle I
ADM506 – Database Administration Oracle II
Portal (JAVA)
ADM200 – AS Java 7.0x – Administration
Solution manager:
SM100 – SAP Solution Manager Configuration for Operations
Not all these courses are required if you have some experience in SAP Basis module. If you are fresher and then I would suggest go through these. The java / solution manager documentation you can find on the help.sap.com.
The companies will have installation of combination : ABAP, ABAP+java, only java etc...

What is the equalent module for SAP BASIS in ORACLE

Hi,
This is Krishna, i am new to Oracle, i am working as SAP BASIS Consultant and now i am planing to shift oracle please anybody help me " what is the equalent module for SAP BASIS in *Orcale*?".
Thanks in Advance to Everybody.
Krishna,
SAP BASIS Consultant
Edited by: user12292549 on Nov 30, 2009 11:41 PM

Hi,
Just use Trinidad's, I don't think 11g has an equivalent and Chris suggestion won't really work in this case as visible="false" is the same as rendered="false" for decoding purpose and you want it to be decoded in your case. Another poor man's solution would be
<af:inputText value="..." inlineStyle="display:none;"/>Regards,
~ Simon

ABAP or SAP Basis Administration

Hello,
i want to learn SAP. As modul i don't know, which one is better? (ABAP with Netweaver or SAP Basis Administration.)
Which one do you find better and why?
i would be appreciated, if you would inform me.
Best regards,

I recommend you to go for SAP Basis , Which is less stressful than ABAP programming with OOPS concept
What an unfounded statement.
Which one do you find more stressful?
Which one earns more Money?
People don't join a career to avoid stress or to make money out of it (those are just consecuenses). You should consider your options based on your talent, your experience, your ability to learn.
Regards
Juan

Learning SAP Basis , What Software Do I need ?

I am looking at tapping into SAP and want to start out learning to be a SAP Administrator.
In order to learn SAP Basis what actual software do I need to download, where to download it ?
If I could setup and configure the server side it could lay down a foundation to learn some more of the modules.
Regards
-Frank

Hi,
Through the website of SDN forum, you can download the trial version from this link.
https://www.sdn.sap.com/irj/scn/nw-downloads
Its is a very good place to start, but I dont think, SAP is kind of Software you can learn by ursefl and master it, you need a proffessional training.
Even installation requires more shopsticated knowledge about SAP, like installing the instances in sequence like (Database software(with out inbuit DB), Central Instance, Dialog Instance and so on).
If you are very serious about making a plunge into the world of SAP then training is a must.
All the best & welcome to world of SAP
Ahamed

SAP BASIS - Can System Admin experience (Non-SAP) transfer into SAP Basis?

Greetings everyone, I hope you are well this weekend.
I've heard how great SAP careers are for the dedicated and I'm doing my research to find out if an SAP career is viable and if so which is a good entry point. I've read a book by John Von Aspen and in his book he suggests starting out in a customer service rep position for an SAP company as an end user to use as an entry point, but for my background is there another way?
I'm a computer science graduate of DeVry in Atlanta with Technical Support experience and I'm currently working in an IT customer service position. My career has only begun and I'm in the process of mapping out the best route to start in SAP. I'm looking into BASIS as a starting point out of all the functional modules and technical roles available but I am open to all areas. If the next point in my career map were a System Administration role, and if I were to have a few years experience in that role, could I transfer the skills gained into an SAP BASIS administrator? Between now and then I would have done much self study from books and any online courses I could afford. However would I still be short of what a hiring manager is looking for if I don't have an direct experience with SAP Basis?
If such a path would not be viable, what would be the next best step to take coming from Tech/Customer Support?
Thank you,
Sabir

Hi Sabir
I have not read his book so cannot comment too much on that. However, I did a quick search and saw his background is CRM. Perhaps his recommended career path was an example based on his background?
It sounds like you are a planner which is a good trait to have if you are determined to switch over. What sort of technical support are are you doing? If you are a recent graduate you might be able to look to apply to graduate programs in some consultancies (I won't mention names but if you google SAP consultancy graduate position you will find a heap of names).
As far as getting across to Basis the sort of research you could do is look at the SCN communities for System Administration and see they times of themes of the questions. To transition from general system administration to SAP you could look at skilling up with Databases (e.g. Oracle), Operating Systems, Networks, etc. These skills will compliment the Basis skill set but also protect your investment should a SAP job not work out - you still have skills to be valued elsewhere.
In relation to training and education, you want might to research about the SAP Learning Hub. If you are good at self-teaching and learning online this would be a good way for you to invest in training and go at your own pace and keep your cost down. There is a free discovery edition for you to see what the course content it like but it does not give you much of the system administration component.
I would hold off going for any certification (cost) unless until you some experience (unless ofcourse, it becomes a requirement for the job).
The final bit for getting into SAP is investigate the companies that use SAP. Keep looking out for job opportunities to join one of them and then find a way to move into the SAP system administration area.
Good luck with it all and if you have any specific question let us know
Cheers
Colleen

SAP HR Module - Benefits

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

Benefit Administration:
This section of the Implementation Guide (IMG) is where you set the SAP Benefits Administration component.
Here you enter in the system all the details of the benefit plans offered by your company.
Benefit Area:
Benefit areas allow you to have separate administration of different benefit plan pools. This division is primarily for administrational purposes and would not normally be used for eligibility
 Basic Settings  Benefits IMG Path: Personnel Management Define Benefit Area
Assign Currency to Benefit Area:
In this step, you specify the currency for the benefit area
IMG Path: Personnel Management   Assign Currency Basic Settings Benefits
this step, you enter the providers of the benefit plans you offer.
This could be the Insurance company, or Health Maintenance Organization that receives the benefit plan costs
Define Basic Settings  Benefits IMG Path: Personnel Management Benefit Providers
In this step, you set relevant benefit area for your Customizing activities
If you have more than one benefit area to set up, you must set up each independently. After you have set up all the plans in one area, you must return to this view, set the next current benefit area and work through the IMG again, setting up the new benefit area.
IMG Path: Personnel Set Current Benefit Area Basic Settings  Benefits Management
Benefit Plan Types:
In this step, you enter the benefit plan types that you require for the plan categories predefined in the system.
The following plan categories are provided by MSD:
Health Plans
o Medical
o Dental
o Vision
Insurance Plans
o Basic Life
o Supplemental Life
o Accidental Death & Dismember
Savings Plans
o 403B
o 457
o PERS (Public Employees retirement Scheme for CP Benefit Plan) & TRS
(Teachers Retirement Scheme for TP Benefit Plan)
Flexible Spending Accounts
o Health care
o Dependent care
IMG Path: Personnel Define Benefit Plan Plan Attributes  Basic Settings  Benefits Management Types
Define Benefit Plan Status:
It is important that you assigning statuses in order to be able to control the availability of plans with a minimum of effort. For example, you can control whether or not employees can enroll in a plan simply by changing its status
IMG Path: Personnel Management   Define Benefit Plan Plan Attributes  Basic Settings Benefits Status
Benefit Plan Status:
In this step, you define parameter groups. You decide which groups you require in two stages:
1. You consider which costs, credits, coverage and employee and employer contributions for your plans vary according to the age, salary and/or seniority of employees (or possibly the age of the employee's spouse).
2. You determine the different ways in which you need to divide your employees according to different value ranges for these criteria.
It is not possible to define overlaps of ranges for a criterion within a single parameter group. Therefore, if you require different employee groupings for different plans, you need to create a separate parameter group.
For each unique combination of criteria and their values, you need to define a parameter group.
In this step, you simply create the parameter groups to which you assign groups for the individual criteria in the following steps. You later refer to the parameter groups, where applicable, in the individual rule variants for plans. Since one parameter group can be referenced by multiple plans, Customizing effort is kept to a minimum. In the plan variant, you also have the flexibility of being able to specify that you only want to use certain criteria values belonging to a parameter group, for example, age ranges
 Basic Settings  Benefits IMG Path: Personnel Management   Define Parameter Define Employee Criteria Groups Define Employee Groupings Groups
Age Groups:
In this step, you define the age groups for the parameter groups that you defined in a previous step.
Depending on your needs, you may find for some parameter groups, you can leave out this step, if for example there is no requirement to differentiate between employees based on age
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Age Define Employee Criteria Groups Employee Groupings Groups
Age Groups under Parameter grouping PAR1
Cost Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, job classification, marital status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying costs for different groups of employees
IMG Path: Personnel Management   Define Cost Define Employee Groupings  Basic Settings Benefits Groupings
Coverage Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, employment contract, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying coverage for different groups of employees
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Coverage GroupingsEmployee Groupings
Employee Contribution Groupings:
In the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
IMG Path: Personnel Define Define Employee Groupings  Basic Settings  Benefits Management Employee Contribution Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
Define Basic Settings  Benefits IMG Path: Personnel Management   Define Employer Contribution GroupingsEmployee Groupings
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
 Benefits IMG Path: Personnel Management   Define Employer Contribution Groupings Health Plans Plans
the parameter group you could differentiate between employees based upon age, salary and seniority. Here you can further differentiate between employees, based on other employee criteria, such as geographical location, weekly hours, residence status and so on. Only set up this feature, if you find that the parameter group does not adequately cover your needs, when specifying employee contribution for different groups of employees
 Benefits IMG Path: Personnel Management   Define Options for Health Plans Health Plans Plans
Dependent Coverage Options:
In this step, you define the dependent coverage that are used in health plans.
Define all possible variations that you need, because this view is not specific to any plan or plan option
IMG Path: Personnel Management   Define Dependent Coverage Options Health Plans  Plans Benefits
Number of Dependents:
In this step, you can restrict participation in a health plan under a dependent coverage option to certain types of dependent, as determined by the subtypes of the Family/Related Persons infotype (0021). You can also define a minimum and maximum number of persons of a particular type that can be covered. During enrollment, the system only includes those dependent coverage options in the benefit offer for which the appropriate dependents are available
Health Plans  Benefits IMG Path: Personnel Management   Define Minimum and Maximum Number of DependentsPlans
Define Cost Variants:
In this step you define cost variants to determine which factors influence the cost of a health plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Option
Dependent coverage
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often costs vary for all the combinations of option and dependent coverage that you have defined in each plan.
This indicates how many cost variants you need. You can use the same cost variant more than once, for example, if costs are always identical for the dependent coverages 'employee only' and 'employee plus family' within a plan, regardless of the plan option
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
Define Health Plans  Plans  Benefits IMG Path: Personnel Management Cost Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
Health Plans  Benefits IMG Path: Personnel Management   Define Cost RulePlans
Health Plan Attributes:
In this step, you bring together all the definitions relevant to the health plan that you have made in the previous steps.
You assign to each health plan:
Its options
Relevant dependent coverages
The cost variants for the combination of options and dependent coverages
IMG Path: Personnel Management   Assign Health Plan Attributes Health Plans  Plans Benefits
Insurance Plans:
In this step, you define general data for insurance plans
IMG Define Insurance Plans  Plans  Benefits Path: Personnel Management Insurance Plan General Data
Coverage Variants:
In this step, you define coverage variants to determined which factors influence the coverage an employee is entitled to in a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual coverage in this step. You simply define how coverage varies according to:
Plan
Coverage option
Employee data
Before you start to define coverage variants, you need to do the following:
1. Determine how often coverage varies for different coverage options.
This indicates how many coverage variants you need. Note the following:
If a plan has set coverages (including salary multiples), you need a
coverage variant for each.
If a plan allows employees to choose any amount of coverage within a
range, you need only one coverage variant.
If a plan has options, you will need a coverage variant for each option.
2. Determine how coverage varies according to employee data.
This determines how you need to set up your variants using employee groupings. For each variant, you can specify a parameter group and coverage grouping to determine coverage
 Plans  Benefits IMG Path: Personnel Management Insurance Plans
Coverage Rules:
In this step, you define the actual coverages for a plan.
You need to define coverage for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
Coverage can be defined as a flat amount or as a factor of salary
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management Define Coverage Rules
Cost Variants:
In this step you define cost variants to determine which factors influence the cost of an insurance plan for an employee. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual costs in this step. You simply define how costs vary according to:
Plan
Coverage option
Employee data
Before you start to define cost variants, you need to do the following:
1. Determine how often cost varies for different coverage options:
If an insurance plan has set flat coverage options and flat costs, you need
to define a cost variant for each flat cost.
If you have set flat coverage options and the flat costs are directly
proportional to the coverage stated in the flat cost, you need only one
cost variant.
If an employee can choose any amount of coverage within a range and the
cost of the coverage is directly proportional to the coverage, you need
only one cost variant.
2. Determine how costs vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and cost grouping to determine cost. You can also indicate whether the gender of employees and whether or not they are smokers are cost criteria
IMG Path: Define Cost Insurance Plans  Plans  Benefits Personnel Management Variants
Cost Rules:
You need to define costs for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only
Insurance Plans  Benefits IMG Path: Personnel Management   Define Cost RulesPlans
Insurance Plan Attributes:
In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
You define the insurance plan options, then associate to each insurance plan:
Cost variant
Coverage variant
 Insurance Plans  Plans  Benefits IMG Path: Personnel Management Assign Insurance Plan Attributes
Combined Coverage Limits:
When you define coverages for plans such as insurance, you can set limits on the coverage amount. This is often used when the coverage is an amount dynamically calculated when the employee chooses her coverage.
However these limits apply only to one plan and yet you might need to define limits which combine the coverages of more than one plan.
In this chapter, you define these combined limits as follows:
1. The limit that might span 2 or more plans is reduced to a mathematical equation, where there is an amount on one side and plan coverages on the other side. The two sides of this equation are then DIVIDED BETWEEN the two views in this chapter.
2. The first view defines the limit in monetary terms which is one side of the equation. It also defines the operator (equals, is greater than, and so on).
3. The second view defines the other side of the equation in terms of the plan coverages
IMG Path: Personnel Management   Combined Combined Coverage  Insurance Plans  Plans Benefits Coverage
Combined Coverage Limit Expressions:
In this step, you enter the second half of the equation, as discussed in combined coverage
IMG Path:  Combined Coverage  Insurance Plans  Plans  Benefits Personnel Management Define Combined Coverage Limit Expressions
Imputed Income for Selected Benefits:
In this section of the IMG, you define the criteria needed to calculate Imputed Income.
Imputed Income is based upon benefits paid for by the employer and calculated using rates set by the Internal Revenue Service (IRS). This value is then treated as taxable income for the employee
IMG Combined Insurance Plans  Plans  Benefits Path: Personnel Management   Review Age Groups for Imputed IncomeCoverage
Review Calculation Factors for Imputed Income:
In this step, you check that the Imputed Income Rate Table entries are correct.
The imputed income age groups are associated with the rates/factors set by the IRS
IMG Path: Personnel Management   Review Calculation Combined Coverage  Insurance Plans  Plans Benefits Factors for Imputed Income
Savings Plans:
In this step, you define general data for savings plans.
You have defined the relevant type, status, and provider for each plan in the Basic Settings section of the Benefits IMG
 Savings Plans  Plans  Benefits IMG Path: Personnel Management Define Savings Plan General Data
Employee Contribution Variants:
In this step you define employee contribution variants to determine which factors influence the permitted employee contribution to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contributions in this step. You simply define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employee contribution grouping to determine employee contribution
IMG Path: Define Employee Savings Plans  Plans  Benefits Personnel Management Contribution Variants
Employee Contribution Rules:
In this step, you define the employee contribution limits for each plan.
You need to define employee contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define minimum and maximum employee contribution in the following ways:
As a fixed amount
As a percentage of salary
As a contribution unit
In Payroll, the total employee contribution is the sum of these amounts
IMG Path: Define Employee Savings Plans  Plans  Benefits Personnel Management Contribution Rules
Employer Contribution Variants:
In this step you define employer contribution variants to determine which factors influence the contribution the employer makes to a plan. Variants are plan-specific; each plan has its own variant(s).
You do not enter any actual contribution in this step. You only define how contributions vary according to:
Plan
Option (only for plans in the plan category Miscellaneous)
Employee data
Before you start to define variants, you need to do the following:
1. Determine how often employee contributions vary for plans and any plan options.
This indicates how many contribution variants you need.
2. Determine how employee contributions vary according to employee data.
This determines how you need to set up your variants using employee groupings.
For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
IMG Path: Personnel Define Employer Contribution Savings Plans  Plans  Benefits Management Variants
Employer Contribution Rules:
In this step, you define limits for the contributions made by the employer to employee plans. You so this for each employer contribution variant for each plan.
You need to define employer contributions limits for each possible combination of employee grouping in the criteria you have attributed to each variant. If you have not specified any criteria in a variant, you assign one rule only.
You can define the employer contribution and the contribution limit in either of the following ways:
As a fixed amount / as an amount per unit contributed by the employee
As a percentage of employee base salary or employee contribution
IMG Path: Define Employer Savings Plans  Plans  Benefits Personnel Management Contribution Rules
Assign Savings Plan Attributes:
In this step, you complete the definition of savings plans by bringing together the relevant elements that you have already defined:
EE contribution variant
ER contribution variant
 Plans  Benefits IMG Path: Personnel Management   Assign Savings Plan AttributesSavings Plans
Flexible Spending Accounts (FSAs):
In this step, you define general data for flexible spending accounts (FSAs).
Requirements
You have created the appropriate plan type , plan status, and benefit provider in the preceding steps
IMG Path: Personnel Define Flexible Spending Accounts (FSAs)  Plans  Benefits Management Spending Account General Data
Assign Spending Account Attributes:
In this step, you enter the details of your flexible spending accounts including contribution limits, an employer contribution variant (if required), and rules for the reimbursement of claims
BenefitsIMG Path: Personnel Management   Assign Spending Account Flexible Spending Accounts (FSAs)  Plans  Attributes
Flexible Administration:
In this chapter, you define the flexible aspects of your Benefits administration. You define the availability of plans to your employees, in terms of the plans themselves. You also define aspects of the enrollment process.
you enter parameters that apply to processing within an entire benefits area, including:
Open enrollment period dates
Default validity dates for adjustment/standard plan records
Advance availability of future plans
Dependent age limits
 Flexible Administration  Benefits IMG Path: Personnel Management Define Administrative Parameters
Benefit Adjustment Groupings:
In this step, you define adjustment groupings. These groupings allow you to specify different adjustment permissions for different groups of employees
IMG Benefits Flexible Administration  Benefits Path: Personnel Management   Define Benefit Adjustment GroupingsAdjustment Reasons
Benefit Adjustment Reasons:
In this step, you define adjustment reasons to control changes to employee enrollments according to company policy.
The adjustment reason types that you define here are assigned as subtypes of Adjustment Reasons records (infotype 0378) in HR Master Data. Since a record can only have one subtype, a new record must be created for every adjustment reason an employee experiences.
According to the adjustment concept, an employee can only make changes to her enrollments if she has an Adjustment Reasons record (infotype 0378) with the required adjustment reason as a subtype. The only exceptions to this are if changes are made during an open enrollment period or if an anytime adjustment reason is assigned to the plan type.
In addition to defining adjustment reasons for certain events that can trigger changes, you may also want to define a special adjustment reason to allow changes to plans at any time
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Benefit Adjustment ReasonsBenefits Adjustment Reasons
Adjustment Permissions:
In this section, you assign adjustment permissions to each benefit plan type for an adjustment reason and any adjustment grouping that you have defined.
Note that the elements for which you can define permissions are automatically determined by the system, dependent on the plan category
Health Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Health PlansPermissions
this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Path: Personnel Management   Define Benefits Adjustment Reasons  Flexible Administration Benefits   Insurance PlansAdjustment Permissions
Savings Plans:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
IMG Benefits Flexible Administration  Benefits Path: Personnel Management   Savings Plans Define Adjustment Permissions Adjustment Reasons
Spending Accounts:
In this step, you define the changes permitted for all plans of this type. You do this for each combination of adjustment reason, adjustment grouping, and plan type
 Benefits IMG Path: Personnel Management   Define Adjustment Benefits Adjustment Reasons Flexible Administration   Spending AccountPermissions
Programs:
In this section of the IMG, you define benefit programs and the eligibility restrictions and termination conditions for the plans within these programs.
Within a program, eligibility for plans can be determined on two levels:
Program groupings control eligibility on a high level (macro-eligibility) by allocating an employee a defined program, depending on his/her organizational and employment data.
Eligibility rules are optional and control eligibility on a low level (micro-eligibility) by determining whether an employee can participate in a plan within the relevant program. An employee must fulfill the conditions defined in the rule in order to be able to enroll. Eligibility rules are assigned to plans in programs by means of an eligibility variant.
First Program Grouping:
In this step, you define first program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
IMG Path: Personnel Define First Programs  Flexible Administration  Benefits Management Program Grouping
Second Program Grouping:
In this step, you define second program groupings. Later, you define programs for a combination of first and second program groupings.
Identical attributes are available for the setup of both the first and second program groupings, and they are therefore interchangeable. The fact that you determine macro-eligibility for a program using two dimensions means that you are able to make finer distinctions between groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Second Program Grouping Programs Administration
Employee Eligibility:
In this section of the IMG, you define the criteria according to which you control eligibility for individual benefit plans within a benefits program (definition of micro-eligibility). You perform the following steps to set up eligiblity requirements:
You define eligibility grouping to identify groups of employees for whom
certain eligibility criteria apply.
You create eligibility variants, which you later use to link eligibility
rules to programs.
If necessary, you define dynamic eligibility conditions relating
specifically to actual hours worked/length of service, or zip codes.
You bring your definitions together in the eligibility rule, where you
can also specify further conditions for enrollment.
IMG Path: Employee Programs  Flexible Administration  Benefits Personnel Management   Define Eligibility GroupingsEligibility
Eligibility Variants:
In this step, you define eligibility variants. These consist simply of an identifier and a description
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration Variants
Eligibility Rules:
In this step, you define eligibility rules for the benefit plans offered by your organization. You define these rules for combinations of eligibility grouping and eligibility variant, thereby determining the eligibility conditions that will apply for different groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Eligibility Employee Eligibility  Programs Administration Rules
Participation Termination:
In this section of the implementation guide you define criteria for the termination of benefit plans
Termination Groupings:
In this section of the implementation guide you define criteria for the termination of benefit plans
IMG Path:  Programs  Flexible Administration  Benefits Personnel Management   Define Termination GroupingsParticipation Termination
Termination Variants:
In this step, you define termination variants. These consist simply of an identifier and a description
IMG Path: Personnel Management  Participation Termination  Programs  Flexible Administration Benefits Define Termination Variants
Termination Rules:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
Flexible Benefits IMG Path: Personnel Management   Define Termination Participation Termination  Programs Administration Rules
Define Benefit Programs:
In this step, you define termination rules. You define these rules for every combination of termination grouping and termination variant, thereby determining the coverage continuation periods and termination day that will apply for different groups of employees
IMG  Programs  Flexible Administration  Benefits Path: Personnel Management Define Benefit Programs
Dependent/Beneficiary Eligibility:
In this step, you define family member groupings and determine how family members are allocated to these groupings
 Benefits IMG Path: Personnel Management   Define Family Dependent/Beneficiary Eligibility Flexible Administration Member Groupings
Dependent Eligibility Rule Variants:
In this step, you define the dependent eligibility variants to which you want to assign dependent eligibility rules. You also specify whether you wish to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
IMG Path: Personnel Management   Define Dependent/Beneficiary Eligibility  Flexible Administration Benefits Dependent Eligibility Rule Variants
Dependent Eligibility Rules:
In this step, you define dependent eligibility rules to determine which types of family member are eligible as dependents. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Dependent EligibilityDependent/Beneficiary Eligibility Rules
Beneficiary Eligibility Rule Variants:
In this step, you define the beneficiary eligibility variants to which you assign beneficiary eligibility rules in the next step. You also specify the following:
Whether you want to use a family member grouping in the associated eligibility rule to restrict eligibility to types of family members with certain characteristics
Whether the following apply for plans to which the variant is assigned:
The employee can be a beneficiary
Contingency beneficiaries can be named
Spouse approval is required if beneficiaries other than the spouse are to be amed (the system only takes this setting into consideration for plans of the category avings)
IMG Path: Personnel Dependent/Beneficiary Flexible Administration  Benefits Management   Define Beneficiary Eligibility Rule VariantsEligibility
Beneficiary Eligibility Rules:
In this step, you define beneficiary eligibility rules to determine which types of family member are eligible as beneficiaries. You then assign your rules to the appropriate plans by means of a rule variant in the step Assign Eligibility Rule Variant to Plan
 Flexible Administration  Benefits IMG Path: Personnel Management   Define Beneficiary EligibilityDependent/Beneficiary Eligibility Rules
Assign Eligibility Rule Variant to Plan:
In this step, you assign dependent eligibility variants and beneficiary eligibility variants to plans, thereby assigning the eligibility rules associated with these variants
 Flexible Administration  Benefits IMG Path: Personnel Management   Assign Eligibility Rule Variant toDependent/Beneficiary Eligibility Plan
COBRA Plans:
In this step, you specify which health plans that you have already defined in the system are COBRA-relevant.
When a clerk collects COBRA-qualified beneficiaries, the system only considers employee enrollments in the plans you select here as legitimate cases where COBRA must be offered to the employee
Choose COBRA COBRA  Benefits IMG Path: Personnel Management Plans
this step, you determine for which flexible spending accounts (FSAs) you will offer continuation of coverage under COBRA. You need to do this for each benefit area separately
Choose COBRA Spending COBRA  Benefits IMG Path: Personnel Management Accounts
Qualifying Event Coverage Periods:
In this step, you define the events that qualify individuals for COBRA coverage, and the periods of permitted coverage continuation for each qualifying event type. COBRA legislation states the following regarding coverage continuation periods:
In the case of Termination of employment and Reduction in working hours, only 18 months coverage must be provided. If qualified beneficiaries are determined to be disabled within 60 days of the COBRA event, they are entitled to a further 11 months of coverage, as are the other qualified beneficiaries who experienced the original event.
For all other qualifying events except Bankruptcy of employer, a qualified beneficiary is entitled to 36 months continuation coverage, and there is no extension provision for disability.
In the case of the event Bankruptcy of employer, the coverage continuation period is the life of the retired employee or retired employee's widow/widower. You therefore do not need to define a continuation period in this case.
Define Qualifying Event COBRA  Benefits IMG Path: Personnel Management Coverage Periods
Assign COBRA Events to Personnel Actions:
In this step, you define how the system recognizes COBRA-qualifying events from employee personnel actions (infotype 0000) records. You do this by creating a link between the two.
The only COBRA-qualifying event types that you assign to personnel actions are:
Termination
Death of employee
Reduction in hours
You need to assign these COBRA-qualifying event types since they are based on customizable entries in your HR master data and therefore cannot be delivered as standard.
When the system collects COBRA-qualified beneficiaries, it considers employee records within the date range you specify in two stages as follows:
1. The system searches for employee personnel action (infotype 0000) records. The COBRA qualifying events assigned to any personnel actions found are collected.
2. The system checks other employee infotype records for specific information which corresponds to COBRA-qualifying event types
Assign COBRA  Benefits IMG Path: Personnel Management COBRA Events to Personnel Actions
Notification and Payment Intervals:
In this step, you define details of COBRA administration for those states where state law concerning COBRA differs from federal law.
Federal regulations are reflected in the state settings for the District of Columbia, which is also the system default.
If you must comply with state regulations that differ from the federal regulations, you should create a new state entry. Otherwise, you can use the DC version for all employees, regardless of which state they reside in
Define Notification COBRA  Benefits IMG Path: Personnel Management and Payment Intervals

Shift from SAP-Basis to SAP-BI

Hello Friends,
I am a SAP-Basis consultant and my company wants me to shift to SAP-BI. Can you please tell me if this is a good move and if anyone has actually moved from Basis to BI please do share your experience. Let me know approximate time it would take for a SAP-Basis consultant to shift to SAP-BI.
Are there any techniques which will help me in smooth transition to this module.
Thanks!!

Hi Zaheer,
Welcome to SAP BI forums.
First of all there many people who have changed from one module to another module in SAP. You can see many ABAPers who shift to BI. To get into BI first you need to have knowledge of SAP BW, once you learn BW then you can go to BI. There are few differences between them. I think you can easily get accoustomed with. In BW/BI also we have some authorizations. In BW/BI there are three main areas. 1.Modeling 2. Reporting and 3. Extraction. In future the reporting that is the Bex part will get changed to SAP BO according to the road map. Once you learn BI then you can shift to SAP BPC which is a part of EPM (enterprise performance management) which have BPC in the front end and BI at the back end. Its always good to learn new modules to keep ourselves tuned in.
Hope it helps.
Regards,
Raghu.

Confusion for switching my career from IT Infrastructure Management to SAP Basis or not?

Hi Guru's,
I am in IT Infrastructure Management and I have more than 10 years of working experience in multiple companies. I have completed MCA, BCA, CCNA and ITIL and in my last job I was Sr. Manager IT.
I started my career as a Customer Support Engineer in 2004 and then promoted as a Network Engineer and then Team Leader and then Project Manager and then Asst. Manager IT and finally Sr. Manager IT. I switched 6 companies (ISP,IT,Pharmaceutical, Education etc.). Unfortunately my field demands lot of hard-work and payed very little(I got only 5 lac pa) on the other hand I saw several people who moved in SAP they get higher salaries and growing rapidly.
I have good knowledge of system administration and network administration. In 2008 to 2011, I worked for a Pharma company(Production Plant) where I saw SAP implementation and was little involved in it. I was involved in client Installation, SAP Solution Manager roll-out etc. I saw SAP basis syllabus and I feel it is easy for me to learn the BASIS fast rather then other SAP modules.
Now my questions are:-
Is it worthwhile for me to switch my career in SAP Basis?
Will the recruiters consider me as a fresher or they consider my experience?
What is the future growth in SAP Basis with our without certification?
Which is the best institute to get the training and job placement?
Your suggestions are appreciable.
Yours faithfully,
Anand

Hi Basis like all work in sap is hard in begin you will receive moore with experience and knowledge.
Please see this link of basis comunitty . You can talk with great professinals in forum that comunitty they can help you .
<<Link removed>>
<<Moderator Comments: Career-related questions are supposed to be asked here not in other forums>>
About cretification please read that link.
Frequently Asked Questions (FAQ) regarding SAP Certification & Career Opportunities
Message was edited by: kishan P

Career for SAP Basis consultant

Dear Friends,
I am into SAP Basis, most of the jobs have been outsourced in UK as such there are hardly any jobs in sap basis . Please can u kindly suggest me what is the next best option for SAP Basis for more career opportunities. Please kindly suggest me, I don't have job for last 10 months.
Thanks.
aarya

I am trying to reply all the bullets in your post one by one.
Some of the agencies (AtoS and some others) I have got in touch with to discuss this certification have suggested doing SAP SD or MM certification, keeping my experience in view. If I do it what is your guess how soon I could find a job with this certification.
for training and certification you can go to any SAP authorized institute , you can find many depends upon which country you are presently staying.
What kind of salary will I be able to attract if I do get a job. Currently I am getting good salary by auto industry standards (around $15K). As per the information I have got the starting salaries in these roles are some times less than half of what I am getting now.
if you are already at $15K (1,50,000 US Dollar if i correctly understand) then you are earning much higer then a SAP consultant having a decade experience in SAP. Better look for management job. If salary is the criteria.
Finally how fast is the growth in this industry? Let us say I do the certification spend some $500 and join a company with salary less than half of my current. After doing this, as per your experience how soon will I be able to reach or exceed the salary I would have been getting otherwise (assume I perform fairly well in my SAP role ;-).
refer the above one
So finally should I go ahead with the certification?
Certification is optional , if you just have user level experience you may not be knowing all what comes within an module, i still recommend training as it give you all back ground about SAP and you can understand most of the master data piece to create a right foundation for a module.
Hope this will help you.
Thanks
Ritesh

HI All... am new to SAP BPC module can any one help with Basic documentation.!

Hi,
Currently am working on SAP FICO module, now am interest to learn BPC10 module (Netware/microsoft).
Help me on overview of BPC 10.
Thanks,
Sreenu

Hi Vasu,
Kindly refer BPC 410, 420,430,440 you will get base of BPC.
Also refer the following links.
Planning and Consolidation - Enterprise Performance Management - SCN Wiki
Getting Started - SAP Business Planning and Consolidation, version for SAP NetWeaver - SAP Library
Its hard to get separate documentation only for functional area.
Shrikant

What is the difference between SAP HR module and SAP-ABAP-HR?

what is the difference between SAP HR module and SAP-ABAP-HR?
Thanks in advance..:)

Hi,
SAP-HR is software component like SAP-BASIS is a component.
Its part of the CORE.
As far as I know there is nothing like SAP-ABAP-HR.
But ABAP offers some special syntax for HR though.
Like INFOTYPES, PROVIDE ENDPROVDIE etc.
Regards,
Sesh

Error on WAS no. 10054 SAP Basis System: Operating system call

Hi All,
Error on WAS no. 10054 SAP Basis System: Operating system call
we got the following error message in the syslog of the WAS:
SAP Basis System: Operating system call recv failed (error no. 10054)
The system still works. What can we do?
Thanks.
Best Regards,

Hi,
Please check the folloiwng notes
Error no. 10054
34116 - Syslog: "Operating System call xxxx failed"
Thanks
Adil

Error while installing Mini SAP Basis system 4.6D test suite

Hi Gurus,
I am getting error while installing Mini SAP Basis system 4.6D test suite on my laptop. I trying to install this version under Windows Xp. I tried so many times to rectify this error but no use. i followed the instruction in the readme file.The error is below in quote.
"InstController MakeStepsDeliver:108 connection to GUI of installation tool has been cut off.Installation has been stopped."
your help very much appreciated...
Regards
dinesh.a

is win xp supported for mini sap 46d?
-> try netweaver 2004s instead ...
GreetZ, AH

Sap basis module

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