SAP Capabilities/Functions Mapping

The Enterprise Architecture team I work with is looking for materials that would show the capabilities/functions that SAP provides.
We would like to use this to map our legacy systems capabilities to their potential SAP replacements, for planning purposes.
Anyone aware of any documents that would help us?
How have others handled this?
Thanks.

Hi Mark,
You probably need to get more information on the kind of eleminations/replacements of systems looking for.
As you know, SAP provides wide range of solutions which can be found in the below link. Some solutions are as stated below.. (http://help.sap.com/)
SAP ERP : Provides more of ERP solutions based on specific Industries.
SAP NetWeaver : Technology to iintegrate to formulate business solutions within and outside SAP ERP
SAP Business User: Small business
SAP Business Suite
SAP R/3 and R/3 Enterprise
SAP for Industries: SAP for specific Industries like Pharma, Retail, Oil and others.
Composite Applications
SAP Solution Manager : Management of solutions within SAP.
Do let me know if you need any further information.
Thanks and regards,
madhu

Similar Messages

SAP MII function issue in SAP MII 14.0

Hi,
Currently I was working on some content up gradation work in SAP MII 14.0 , but while working, I have got a strange think regarding SAP MII Functions. We have developed the same code in SAP MII 12.2 and faced the issue while migrating to 14.0. The issue is as follows,
The function we have used in 12.2 is getvalue(name) as in the below screenshot,
but while we have migrated to 14.0, then we saw the function has updated into getvalue(map, key) in 14.0
I have no idea why parameter of the existing function got updated, but the problem is if someone want to migrate the existing code from 12.2 to 14.0 using such of function then he/she can get a "Conversion Exception" and at that time it will become bit hectic to identify the issue and change the logic to handle this in all the places.
Regards,
Suman

Hello Suman,
I guess it is a bug in MII 14.0. The help doc has the getValue(name) still. However, the newer function is not present in the same. I guess it was not documented. I guess, the getValue(map, name) is a newer function which somehow replaced the older one.
I would suggest you to raise a support ticket. According to me, the getValue(name) and getValue(map, name), both should exist.
Regards,
Tufale Ashai.

XML Gateway Seeded Function/Map for PO Creation

Hi.
I am trying to determine if existing EBS XML Gateway functions/maps exist for inserting, changing and cancelling POs into EBS. If not, I would assume then that I could build these XML Gateway components myself.
Thanks.

Hello: thanks for your answer.
Yes , we were thinking about it. But, you know, we always want to explore all options before implementing a BAdI.
There must be an explanation about why SAP created two entries in table BBP_FUNCTION_MAP for releases ERP_4.0 and ERP_5.0. However, nobody seems to know about it.
Yesterday, we were debugging the BAdI just before it sends the PO creation and we could see that the call with CreateFromData2 exists but is inactive (ABAP code with asterisks). Why, then, this entry exists??
Thanks again
Regards
Valentí

Need help in getting information/training material for SAP CRM (Functional)

Hello,
I am a SD Consultant.
I want to learn SAP CRM (Functional) on my own without going to any training institute or some thing.
Therefore, can anyone help me in forwarding the link(s) or document(s) with which I can learn about SAP CRM (Functional).
I want information/training material regarding SAP CRM 7.0 (on system/software working, not the general information, for example- why CRM, where CRM, etc)
For example, about org data, org structure, possible scenarios, etc.
Thanks in advance for spending your valuable time for me.
Regards,
T. Chaitanya
<<Moderator Message: Sorry, can't do. Search!>>
Message was edited by: kishan P

Hi Chaitanya,
Since You are already a SD Consultant, We assume you are very much familliar with SAP and for you CRM will also be not a big Deal.
Customer Relationships Management (CRM) is a model for managing any Organization's interaction with current and future customers. It involves technology to organize, automate and synchronize SALES, SERVICES(postsales) AND MARKETING(presales).
First of all you need to get SAP CRM installed in your system and then you need to get command over Account and Contact Management (Business Partner). The same can be learned using WebUI or GUI. From GUI the transaction launcher is WUI then web page opens up enter your credentials and select Role - Salespro. Open the Account and Contact section and do some R&D and you can learn. But in GUI you need to go to SPRO -> IMG -> Cross Application Components -> SAP Business Partner -> Business Partner -> Basic Settings -> Number Ranges & Groupings -> Define Number Ranges. Here you have defined number range then you need to assign to some group created from SPRO same way. And Finally maintain Business Partner using Tcode - BP.
Then You Learn Organizational Management which allows us to map our marketing, sales, service structure maintaining company's structure including the position and Employees in an Application and assign specific attributes to the otganizational units.
Path: SPRO -> IMG -> CRM -> Master Data -> Organizational Management -> Organizational Model -> Create Org Model/Change org model.
Just Go ahead and with some more R&D in the system and taking of F1 Help of SAP Documentation I think you can easily learn SAP CRM.
Regards,
Piyush

Function-mapping.xml

Hi,
I am working on an mySAP Financials SAP Biller Direct application. I have created a custom User Creation function in R3 backend as opposed to the standard SAP function GEN_EBPP_ISR_CREATE_USER.
Now I need Biller Direct to point to my new function.
I see the 'function-mapping-xmlFile' setting in XCM which points to .xml file on the server. This file lists the names of the R3 functions to call for specific operations.
I have modified the entry for 'create_user' to point to my new function. However the standard SAP function is still being invoked in the backend.
Am I missing some other setting I need to change ? What would be the best way to point to my custom function ?
Cheers,
Perzad

HI San,
Based on your this post, i think u want like this way...
How many times from source DTM_Y2K_DATE or <LinItem>(because DTM_Y2K_DATE in LinItem ) occurs that many of <Item> in target is required rt??
Then u map like,
DTM_Y2K_DATE (Change context to LineItem(right clich and choose context)) and map to LineItem of target.
and also now map directly from DTM_Y2K_DATE to Start Date(Dont change any context now..)
If still nt clear do post..
Babu

SAP:Code area="MAPPING" EXCEPTION_DURING_EXECUTE /SAP:Code

Hi Experts.
I'm tryin to make a JDBC Synchronous escenario, i want to UPDATE data from table in DB2 AS400, and the JDBC Update instruction returns the total of the register updated.
All the configuration It's ready, but when I send the Update instruction, the UPDATE the information in the AS400 DB2 table, but the return message send me the next error:
<?xml version="1.0" encoding="UTF-8" standalone="yes" ?>
- 
- <SAP:Error xmlns:SAP="http://sap.com/xi/XI/Message/30" xmlns:SOAP="http://schemas.xmlsoap.org/soap/envelope/" SOAP:mustUnderstand="1">
<SAP:Category>Application</SAP:Category>
<SAP:Code area="MAPPING">EXCEPTION_DURING_EXECUTE</SAP:Code>
<SAP:P1>com/sap/xi/tf/_MM_DAT_RES_</SAP:P1>
<SAP:P2>com.sap.aii.mappingtool.tf7.IllegalInstanceExcepti</SAP:P2>
<SAP:P3>on: Cannot create target element /ns0:MT_DAT_RES_0</SAP:P3>
<SAP:P4>2. Values missing in queue context. Target XSD re~</SAP:P4>
<SAP:AdditionalText />
<SAP:Stack>Runtime exception occurred during application mapping com/sap/xi/tf/_MM_DAT_RES_; com.sap.aii.mappingtool.tf7.IllegalInstanceException: Cannot create target element /ns0:MT_DAT_RES_02. Values missing in queue context. Target XSD re~</SAP:Stack>
<SAP:Retry>M</SAP:Retry>
</SAP:Error>
Can anyone telll me about it?
Thanks.
Kenneth

Hi Rao,
Go to sxmb_moni and open your response mapping and take the payload and test your mapping. It seems the value you are mapping to /ns0:MT_DAT_RES_02 is not there. Can you please check that. You need to make sure step 4 in this blog:
/people/bhavesh.kantilal/blog/2006/07/03/jdbc-receiver-adapter--synchronous-select-150-step-by-step
Your response always comes up with _response and your message type should be like that only. Also can you give your response mapping payload and the response message type here so that somebody can help you out if this didn't resolve your issue.
Regards,
---Satish

Error in SXMB_MONI: SAP:Code area="MAPPING" EXCEPTION_DURING_EXECUTE /SAP:C

Hi All
When the Idoc is sent from ECC to XI after checking the message in the SXMB_MONI I get an error saying:
<SAP:Code area="MAPPING">EXCEPTION_DURING_EXECUTE</SAP:Code>
What is this error and how should I go about resolving it?

Hi,
The most probable reason is that your idoc has failed in the mapping step.
Take the xml payload of your message from SXMB_MONI and paste it the test tab of your Message Mapping.
Then you can run the mapping in the test tab of the message mapping, which will point you to the exact reason for the mapping failure.
Regards,
Ravi Kanth Talagana

Unicode conversion & SAP Office functionality.

Hi All,
We are in a process of combined upgrade & Unicode coversion. Our source release is 4.6C and we are going for "SAP NetWeaver 7.0 Application Server ABAP including SAP Enhancement Package 01 ". As per CU&UC guide in "Component-specific Requirements" there is SAP office related requirement.
I have gone through sap note 691407, 690074 and I understand that from the release 4.6C SAP will not loger enhance it as some of the components are not unicode enable.
I query is
1) How to find out whether we are productively using SAP offce in our system and which of these components wil not be available after unicode conversion.
2) What exactly will happen after unicode conversion to these fuctionalities.
Please reply.
Regards

Hi Nikhil,
I do not think you will find a detailed list of functionality which works.
As far as I remember, the 'deprecation status' of sophisticated SAP Office functions (e.g. SAPMAPI) is more than 8 years old ...
Therefore I do not see another option than testing your scenarios and find out which functionality still works (this might be also caused by the upgrade, not only Unicode).
Best regards,
Nils Buerckel
SAP AG

ABAPer to SAP FI Functional

hi all,
             i am a abaper with around 4 yrs experience. I want to shift the gear and move to SAP FI functional .
             i did a certification also. But its very hard to move to that side as companies are looking for prior accounting knowledge.
             People do you suggest me for a MBA or any accounting course.
             Please suggest me if the distance courses are good and will be helpful.

Its well known fact that moving to functional areas demand expert level knowledge and experience in the domain.
as you said "But its very hard to move to that side as companies are looking for prior accounting knowledge."
so consider this pointIf you have a complete knowledge about accounting and only lack of degree then go for distance mode,otherwise its better to do an accounting course from good institute. Before doing this ask yourself "why i am changing from technical to functional? is there no scope for me in technical? is no future for technical? these will solve your problem
regards
Mahesh

SAP Courses (Functional)

I am working as a Business Analyst for Asset Management & Inventory control. Please suggest me the best suited SAP certification (Functional) for my domain.

Hi Soubhik,
There are primarily two types of certification related to asset management:
SAP Certified Solution Consultant SAP PLM - Asset Life-Cycle Management - Customer Service &
SAP Certified Solution Consultant SAP PLM - Asset Life-Cycle Management - Plant Maintenance
Regards,
Subhasha

Using sap:external-function in XSLT

In the definition of sap:external-function I don't see any way of specifying the target system. Does this mean that the system is by default the ABAP stack on which XI is running?
<sap:external-function name="prefix:fName" method="instanceMethod" kind="instance">
   <sap:argument      param="PARAM_1"/>
   <sap:argument      param="PARAM_2"/>
   <sap:result        param="RESULT"      type="xslType"/>
</sap:external-function>
Kind Regards,
Tony.

Yes. You are right.
Nilesh

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,
Taranjit

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
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

SAP MM Functional Specs -Help Required

Gurus , I am newly taking assignment for SAP MM functional .I request any one from this forum to help me in sending a sample Functional spec for SAP MM /SAP MM customization .It will be a great help for me as I am new in this area and just got trained
Pl send your links or sample functiona spec to
[email protected]

Hi James,,,
Functional Specs differs from client to client how they use it. Anyways from ur client u can take the specs it shd be in the Process Database.
In general the Spec has the following info ....
1. Process Owner.
2. Requested by :
3. SAP MM consultant incharge( Ur Name )
4. Abaper, If required.
5. Integration Team Members.
6. AS- IS & TO- BE
7. If any User exits or enhancements needed then mentiion in details.
Insense the config & Tech part need to be developed shd be mentioned clearly.
Regards
Balaji

SAP Standared function module in BODS

Experts,
I know that we can not use SAP standared function module as a source in data services, we can use a function module in transformation but again we have to start from a file or table as a source and load into a target (Function Module can not be an end point of a dataflow - as it is used in the transformation and each transformation requires a source and a target).
Is this statement correct ? ?. Please let me know.
Here I have some Raw descriptive data in SAP and with some standared functional module which I need to call in BODS. Is it possible by some way to take it as source ..?
Thanks in Advance.
-Deep

Hey,
Any relevant inputs are much appericiated..!!
thx
Deep

Where-Used List: Modifying SAP standard function module

Hi,
We have decided to modify SAP standard function module SD_SCHEDULING. But before that, we need to understand what impact this modification will have in the system. We will also estimate the risks with this modification.
Therefore, I have taken Where-Used List for this function module. We are aware that this list is not comprehensive.
Do you know any other way we could use to understand better what impacts this kind of modification may have? My colleagues say that this is the only way.
Thanks in advance for your help.
Regards,
Jarmo Tuominen

Hi Jarmo,
Try this
1). Goto Se16 and check the contents of table 'CROSS'.
2). Enter 'F' in the first selection screen field
3). In the NAME field enter the Function module SD_SCHEDULING and execute.
4). The list will give you where all the FM has been used.
Kindly note this is almost the same as doing a where used list. The where used list will only work correctly if the 'Update Navigation Index' works correctly in your system. So just to ensure the result of your where used list you can follow the above steps. This does not require the Update Navigation Index.
Hope this helps
Cheers
VJ

SAP Capabilities/Functions Mapping

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