SAP HR US BENEFITS QUERY
Hi Experts,
This question is related to SAP HR US Benefits. Currently in 170 infotype FSA we have provision for employee to choose a different plan at any point of time but now the new requirement is If employee had already enrolled in to one plan the system in FSA should not allow him choose another plan or even if employee selects another plan then he should not be picked in Payroll.
Can we do this in standard or any user exit is required for this?
Please let me know the solution so that I can do it accordingly.
Thank you all in advance for your help.
Regards,
Vamshee
Thanks for your reply,
Means i need to define these details under misc.plan?-
Paid Time Off Benefits,
Employee Benefits Advocary Program comes under Patient Care,
Discount Progrm GYM Subsidy,
Commuter Expences Reimbursement FSA account.,Commuter Benefit Program.
But these are the programms--- i need to configure these programms also under misc.plan category?
I never heard Paid time off BN comes under Misc.plz confirm this.
In my bbp there they didn't explain anything about misc.plan?
If is it confirm then i will confi.it under misc.plan.
I have one more question-Expect plan configuration what are the other things i need to configure in BN?
waiting for ur reply.
Thanks!
Seema.
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Thank YouBenefit Administration:
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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.
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Define Basic Settings Benefits IMG Path: Personnel Management Benefit Providers
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IMG Path: Personnel Set Current Benefit Area Basic Settings Benefits Management
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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
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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:
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Basic Settings Benefits IMG Path: Personnel Management Define Parameter Define Employee Criteria Groups Define Employee Groupings Groups
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In this step, you define the age groups for the parameter groups that you defined in a previous step.
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Define Basic Settings Benefits IMG Path: Personnel Management Define Age Define Employee Criteria Groups Employee Groupings Groups
Age Groups under Parameter grouping PAR1
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Define Basic Settings Benefits IMG Path: Personnel Management Define Coverage GroupingsEmployee Groupings
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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 GroupingsEmployee 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
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In this step, you define the dependent coverage that are used in health plans.
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IMG Path: Personnel Management Define Dependent Coverage Options Health Plans Plans Benefits
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Health Plans Benefits IMG Path: Personnel Management Define Minimum and Maximum Number of DependentsPlans
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Dependent coverage
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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.
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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
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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
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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
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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
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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:
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Before you start to define cost variants, you need to do the following:
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If an insurance plan has set flat coverage options and flat costs, you need
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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
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In this step, you bring together all those parts of an insurance plan, that you have already defined in the previous few steps.
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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.
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In this chapter, you define these combined limits as follows:
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In this step, you define general data for savings plans.
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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).
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Plan
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1. Determine how often employee contributions vary for plans and any plan options.
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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.
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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
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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.
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For each variant, you can specify a parameter group and employer contribution grouping to determine employer contribution
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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.
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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 AttributesSavings Plans
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In this step, you define general data for flexible spending accounts (FSAs).
Requirements
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IMG Path: Personnel Define Flexible Spending Accounts (FSAs) Plans Benefits Management Spending Account General Data
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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
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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.
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Default validity dates for adjustment/standard plan records
Advance availability of future plans
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Flexible Administration Benefits IMG Path: Personnel Management Define Administrative Parameters
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Flexible Administration Benefits IMG Path: Personnel Management Define Benefit Adjustment ReasonsBenefits Adjustment Reasons
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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 GroupingsEligibility
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 GroupingsParticipation 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 EligibilityDependent/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 VariantsEligibility
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 EligibilityDependent/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 toDependent/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 -
Friends,
I have 5 years of HR domain experience, recently moved to SAP HCM IS team in functional role , I now work in recruitment, training PA and OM module primarily, I have been working in this moule for past 6 months. My query is how should I proceed futher in this, what exactly should I work on to get a good skill set ? what exactly does a job market look for from a PA and oM skilled person.. I work for an internal project and there is no scope to move to payroll/Time/ESS MSS module as such... Will i get opening with my current skillset after a year or so also what will be the possible offer for me in SAP market with 5 yrs HR experirnce and 1.5 yrs SAP HR functional experience in India
1> what is the scope(job opening) after learining PA and OM in India
2>what is the expected pay for the above mentioned experinece
3>Will i be able to move to ESS/MSS or payroll or Time with above said experience after a year.
plz guide
Moved from HCM
Edited by: Sikindar on Jul 26, 2011 12:52 PMHi ,
You need to create a new Subroutine type program, with name which you will be giving in your PERFORM statement.
For that you write the PERFORM statement in IF and ENDIF statement.
Ex:-
/: IF ®UH-LIFNR& EQ ' '.
/: PERFORM ....
code
/:ENDPERFORM
address fields of Alternate Payee
/: ENDIF
Regards
Bala Krishna
Edited by: Bala Krishna on Sep 5, 2008 1:23 PM -
Removing or Suppressing 0DAT SAP Exit from BEx Query
Hi,
I have a BEx Query on a MultiProvider. The Multiprovider is based on two Cubes. Iam facing a problem with the 0DAT Characteristic Variable on 0CALDAY. Although I dont use the 0CALDAY in my query, this SAP Exit Variable pops-up when I run the query. How do I remove or atleast suppress it from popping-up?
I tried the 'Save & Reuse Varibale Values' options from the Query Properties Dialog Box. Although this works but I want to use one more Customer Exit Characteristic Variable on 0CALDAY & this variable is also getting resued because of the setting I made for 0DAT. I want this variable to pop-up and the 0DAT variable to be removed completely(or atleast suppressed).
Would also like to know why 0DAT Variable is popping-up even when I dont use 0CALDAY at all....
Thanks in advance,
-RaviHi,
Please refer to your following mail..I have the same problem with 0dat. Could you provide me any solution for this..
Thanks & Regards,
Karthi
> Hi,
>
> I have a BEx Query on a MultiProvider. The
> Multiprovider is based on two Cubes. Iam facing a
> problem with the 0DAT Characteristic Variable on
> 0CALDAY. Although I dont use the 0CALDAY in my query,
> this SAP Exit Variable pops-up when I run the query.
> How do I remove or atleast suppress it from
> popping-up?
>
> I tried the 'Save & Reuse Varibale Values' options
> from the Query Properties Dialog Box. Although this
> works but I want to use one more Customer Exit
> Characteristic Variable on 0CALDAY & this variable is
> also getting resued because of the setting I made for
> 0DAT. I want this variable to pop-up and the 0DAT
> variable to be removed completely(or atleast
> suppressed).
>
> Would also like to know why 0DAT Variable is
> popping-up even when I dont use 0CALDAY at all....
>
> Thanks in advance,
> -Ravi -
Hi,
I am working on SAP travel and expenses component, and I want to set the default POWL query to All My Expense Reports instead of All My Travel Requests on the My Trips and Expenses Page.
The 'personalize' option provided will only change default query for my user, I want to personalize it for all end users. I tried Administrator personalization of Web Dynpro component but it won't work.
Any idea how can we change the default query within POWL. I checked SPRO configuration too (POWL_QUERY, POWL_QUERYR, etc), but none of them provides functionality to set default query.
Thanks,
Deepa BalaniHi,
This might be (I'm not completely sure) that by running it once for the user with the old order it has then saved this order in the user's personalisations/preferences. I remember having issues when I was adding queries to applications that user's that I had previously used were not getting them. I think I resolved this by deleting all the saved POWL references for the user, I think this may have been personalization, but it also may have been other tables (sorry was a while ago). After doing this the issue was fixed.
To test if this is the case - I could suggest creating a new user id and logging on with that - check if the problem is sorted for that user first - if it is then go down the path of trying to remove saved preferences for your existing users.
Hope this helps,
Chris -
SAP DMS server installation Query
Guys,
I would like to share my plans on DMS server installation under DEV,Quality,prod stage and requesting you all to validate and send me any comments if I am wrong anywhere.
- We have 1 external DMS server of (250Gb capacity)
- We are now in realization phase, As we know that we have 3 servers namly Development, quality and production server.
- In Development Server we do Baseline DMS customization
- In Quality server we do Integration testing
- There will be as external computer with harddisk capacity of 80 GB,I will Install Content server CD and make that 80GB hard disk as content server for storing the documents, create content repository and store the documents which are to be tested under both development and quality server stage(Note : we can use SAP database for both testing purpose but If we load huge data there,it will slowdown the server drastically)
- During the production server install the DMS server (250 gb) and define the content repository config under production server and start storing all the fresh document
- Note: Since the tested documents are stored in local PC we can avoid all the tested documents under quality stage only,once the DMS server is installaed in production server we can freshly load the documents.
- Note: I knew I have to install twice the Content server cd(once with 80 GB local hard disk and later with External DMS server)
This is how I planned, I request you to highlight the pain areas by this method else give me the confidence of how I planned?
I appreciate for immediate solution; also how does Kpro comes into picture here.
Points will be rewarded for sure.
Regards,
Murali.S
DMS consultantHi Murali,
As per my understanding you want to keep a Temporary Content Server for your Dev & QA system but a full fledge 250GB Content server for Production.
This is a Good method you are following, i.e. when you go for production you will not have any junk data, you will be loading only fresh data (originals) into it.
There is nothing harm or pain in doing this, only thing is you have re-configure the Content Repository and Category in Production System (SAP).
Your Basis person has to open Production System for doing this Settings (Defining Content Repository and Content Category with Port, HTTP, etc)
Document Area to be ensured in each client at any point of time, Physical machine, IP address, Port etc.
You can maintain a Excel sheet with a following Columns:
<b>Client, Content Category, Content Repository, Document Area, Physical Machine, IP Address, Port.</b>
For Transaction OACT & OAC0.
Rest your method is fantastic.
Best Regards
Rehman
Reward Your Points If satisfied.
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