Sequential programming for beginners

We are trying to write some software that will operate several LED's and detectors in sequential mode.
The program that we are trying to write goes like
this:
1 switch on detector on red channel
2 20ms later, switch on red LED
3 measure data from detector for 2ms
4 save data to file
5 switch off red LED
6 repeat steps 1 to 5 but now using green LED
7 repeat steps 1 to 5 but now using blue LED
We have been trying with LabView 7 but haven't found the way to run such a sequential program.
We would need some example .vi program that could help us to see how to get our program done, or some suggestions of which commands/icons in LabView we
should use to do this.
Thanks a lot.

Hi,
a sequential structure can easily be done in LabVIEW using subvis and LabVIEW dataflow. However another way is to use the flat sequence structure from the structure pallette.
If you are looking for more flexibility, state machines are a common design pattern for problems like yours. Below you can find information about using statemachines:
Application Design Patterns: State Machines
http://zone.ni.com/devzone/conceptd.nsf/webmain/C74CEC177A289DBD86256C4E00600196?opendocument
There is also a template in LV7 which you can use for a start.(New -> vi templates -> Design Patterns -> State machine)
Let me know if this helps.
Regards
Stephan A.
National Instruments

Similar Messages

Book: LabWindows/CVI Programming for Beginners

Has anyone read the followong book LabWindows/CVI Programming for Beginners LabWby Shahid F. Khalid ?
This book in not in print anymore and inpossible to find.
Does anyone know of any similar source material?
I have both LabWindows/CVI Basics I&II but the content is extremely limited and not enogh details.
Does NI offer anything better than the embedded Help?
A Programmers Reference would be nice.
Thanks.

Hello NI Nubie,
I have that book, and also its "advanced" sequel by the same author. They both went out of print a long time ago. The books are OK, but they are only available on the secondary market for ridiculous prices now, and that is assuming that you can even find them.
If I could pass on some advice that might be more helpful to you in learning CVI: pretend those books do not exist for now.  Instead, I think that for learning CVI, there is nothing better than looking at other people's CVI project-level code and really understanding it, inside and out, and then making your own modifications to it to enforce what you just learned from it. There are several places to start looking for project-level CVI code, which I will list in (what I think) are the highest-to-lowest priority of your training.
The first place I recommend is the examples that ship with CVI (located in the "samples" directory under the CVI installation directory). I say this because these are supported by the NI developers and support crew. In fact, back in 1995 when I was learning CVI 3.1, I dove into the "Icon Editor" application, for several reasons: it was a *complete* application (as opposed to the other, mostly point-solution "academic" examples under the samples directory), it showed how to segment your code into multiple source and header files, and it showed many advanced user interface features (menus, cut-and-paste). There is now an "example finder" to help locate examples that "fit" to what you are currently trying to accomplish.  I also use the freeware "grep-like" tool called "Agent Ransack" (URL is below) to hunt down specific CVI functions and identifiers (such as certain EVENTS and how these examples use them).
Agent Ransack on MythicSoft.com
The second place I recommend is the other "support" locations on the NI web site. There are knowledgebase articles, tutorials, submitted examples, community examples, and also extra "academic" examples from NI engineers that aren't the same as the ones that ship with CVI. There are also whitepapers scattered in there as well, and a few that have hidden sample code that is embedded at the bottom of the article. You really have to hunt for this stuff, and it would be great if the NI folks could try to index this a bit better somehow. I sometimes even resort to using Google's search engine to find them on the NI web site, because the NI search engine may not find them.
The third place I recommend are user-based web sites created by power-users of CVI who like to share their code. Two that I found long ago that remain at the top of the list (in my opinion). One is Guillaume Dargaud's site, where he has lots of CVI examples and freeware.  The other is Philippe Baucour's "Rebel" CVI site (but you will need to use an online translator if you don't speak French, though).
Guillaume Dargaud's web site (drill down for CVI examples and freeware)
Philippe Baucour's "Rebel" CVI web site
Finally, you might find it interesting to know that there is a tremendous repository of C source code scattered all around the Internet, mostly as part of free and open-source software projects, many of which are supported on sites such as SourceForge.net, and many other locations. Many of these places are filled with people (in forums or mailing list servers) who live in the C programming world on a full-time basis, and can help you through some of the advanced techniques. Some of these projects might be targeted to Windows, some use cross-platform techniques, so they have a chance of being applied to your CVI efforts. There is also an entire universe of programming "libraries" and capabilities that you can use to augment your CVI projects as well. All of this because of the open-source revolution, riding on the back of GNU/Linux and the community and corporate entities that are backing it all. Examples that come to mind are Cygwin and MinGW. If you only have the time to just look up these two items on Wikipedia, you will see that this is just the tip of the iceberg of the possibilities that are available to you as a C and CVI programmer on Windows.
I hope this was helpful to you.
JB
To whom it may concern: My alias is also my nickname, I've had it since I was a (very) skinny basketball-playing teen. OK, so I've got a 38 inch waist now, but my hometown friends haven't shaken that appellation for me. I trust that you will someday be OK with that alias, as I have been with that nickname.

Fun programs for beginners.

Can you guys give me some fun programs to write for a beginner? Hmm, I consider a small game like Minesweeper to be fun. Note that, I am not into mulithreading yet.

elasolova,
You could do a lot worse than your own idea, minesweeper... though frankly it wouldn't surprise me if you gave up before you got something playable... laying-out a playable minefield is actually rather tricky, mine placement isn't random coz that just produces a succession of unplayable boards.
I think (for starters) that a card game like Black Jack (called 21 in some countries) might be more achievable.
The beauty of a fundamentally simple problem like Black Jack is that you get can something going quickly and then embelish upon it in achievable increments... I expect that a (reasonably intelligent) noobie would have a simple command line version working in under a day, then each of the following enhancements might take a day or two...
version 2 might be a simple GUI in swing.
then you might add some sounds.
then you might do some simple animations to show the cards moving.
Version 3 might present that GUI as an Applet.
the you might allow two players to play over the net.
the you might add chat capabilities.
I expect the animation and the networking might take a few days each.
... and by the end of the process you've learned a LOT of java, and what started out as "a simple Black Jack game" has moved into the realms of commercial-grade software, and has become something that you can add to your website as evidence of your ability to create GUI's in Java.
And then maybe you might like to follow it up with something with "a few smarts behind it" like Hearts, or Poker.
Your applets will be beating Kasparov by the end of next year.

Online book/tutorial for beginners.

Does anyone know a good online book/tutorial for java programming for beginners. and im looking for something about OOP structure or something. so for the absolute beginner. i dont know any other languages.
but i don't mean learning the language itself (i dont know what to call it, but i mean the keywords and how to declerate a class and stuff like that.)
I hope i'm being clear.

Here's the download page, if you prefer to work off-line, like I do. You can download all the tutorials, and all the sample code that they use.
http://java.sun.com/docs/books/tutorial/information/download.html

Programming environment for beginners?

Hi,
Years ago I wrote some very simple applications for personal use, using Future Basic. It was a great environment for somebody with very little programming experience because much of the GUI was handled in a very easy fashion. Basically you set up your windows and controls in a graphic interface and it then generated a shell with the necessary code to implement what you had created. You didn't really need to know how code the GUI because that was handled for you, allowing you to just work on the meat of the program. For someone who only occasionally writes anything, and simple stuff at that, it was a great environment.
Now I'm looking to do the same sort of thing, write a couple simple apps for personal use and I'd like to find something similar. Is there anything on the market that will let a very unknowledgeable programmer like myself quickly throw together an interface like that?
Thanks,
Mark

Does anybody know any site that provides programming
problems in order for beginners to practice JAVA.
I may get shot for saying this, but I just finished a VB.NET class and the textbook was Starting Out With Visual Basic .NET, by Tony Gaddis
This is hands down, the best learning book I've ever read. The problems at the end of each chapter are challenging and realistic. Granted, many of the problems are GUI oriented, because it is a VB book, however, I have since tried many of the problems using Java and found them good for refining my Java coding more than my VB coding. A problem is a problem.. many languages can solve the same problem.. just some faster and more efficient than others.
Other than that... the Deitel & Deitel, Java: How to Program was a good book also.
Hope that helps.

DVD start menus and books for beginners

I would like to make a custom start menu using a jpg graphic and my own music. It would just have 2 options start video and scene selection.
I was fumbling around with PE11 yesterday and did it by accident. I added the picture and then added the audio with drag and drop....but when I tried to do it again, I could not remember what I selected.
Also is there a good book for beginners?
Thanks,
Matt

MHairell
Pending further information, this is what I came up with using
Premiere Elements 11 Windows
General/Grid
and its matrix_pal_s_mm.psd (for main menu) and its matrix_pal_s_sm.psd (for scene menu)
My Photoshop Elements is presently not allowing me to open the Photoshop Layer Sets in the .psd files, so I picked the above theme so I could get around having to do that.
This is the first try result
Main Menu....
Scene Menu
I tried it out in a DVD-VIDEO standard on DVD, and it did not look that bad.
My advice is to look at the theme as is to see what it is all about, and, if interested in getting a look like above, I will give you the step by step. But, you will need Photoshop Elements or Photoshop for the background exchanges. I did not find a theme where I could get a clean enough background replacement with just the customization within the Movie Theme section of the program. Again, Photoshop Elements that will not open the Layers Sets is OK in this instance since we are not opening any Layers Sets, we are just replacing backgrounds at the .psd level rather than within the project.
If interested, I will post further details which should be quick and easy to follow.
Thanks.
ATR

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

Sequential Processing for MDBs of Cluster.

Dear All,
I am facing a strange problem with MDBs. I am deploying the MDB on cluster. I also specify that there is only one instance to be available. the following description was put in the deployment descriptor.
<pool>
<max-beans-in-free-pool>1</max-beans-in-free-pool>
<initial-beans-in-free-pool>0</initial-beans-in-free-pool>
</pool>When I tried to deploy I was having 2 instances, i.e., there was one instance per node on the cluster. So the message processing was done parallely.
My requirement was to do sequential processing for a set of beans and parallel processing for other set of beans. I want to have a realtime system where I cannot have a batch program that does sequential processing for me.
Any help is welcomed!

Hey I have got a poor solution that is working.
I have made the MQ Queue that is configured for my MDS as not sharable.
If any one has a better solution kindly let me know.

Which Program for Animation?

Hi, I was looking into buying CC (19.99/month plan) for animating. The little problem I ran into is which program should I choose in the drop down menu to animate? When people make flash animations which program are they running? Sorry if it sounds like a simple question I am just confused. (I want to make 2D animations not 3D). Thanks.

Hi supergulembo,
Welcome to Adobe forums. Sorry for the late response. This article should provide you with an insight on your question
http://www.onextrapixel.com/2013/11/21/8-great-2d-and-3d-animation-software-for-beginners- to-professionals/
Thanks,
Preran

Lightroom VS Photoshop Elements for Beginners

Hey Everyone!
I am creating a website for beginners on computers and other home electronics and I am going to do a post about what the best program is to get for a beginner at photo editing. I have seen so many people using Photoshop Elements to start out with but many people who have gotten editing programs prefer Lightroom and use it and say its a better program to begin with... Do you have any suggestions on which I should tell poeple to go with? Here is a link to my blog http://cowtechtutor.com so that you know the kind of posting I've been doing also if you have any suggestions on how I can improve the design it would be awesome! Thanks very much!
Andrew

They each have strength and weaknesses. LR for example has the same full RAW processor as full Photoshop, but doesn't have the full range of image editing features.
There isn't a simple answer. I think you would be better off reviewing both and pointing out the differences so that your blog audience can make an informed decision for themselves.
Cheers,
Neale
Insanity is hereditary, you get it from your children
If this post or another user's post resolves the original issue, please mark the posts as correct and/or helpful accordingly. This helps other users with similar trouble get answers to their questions quicker. Thanks.

Create sequential numbering for chapters in Pages

Can anyone tell me how to create sequential numbering for my 'scenes' or 'chapters' when writing scripts in Pages.
I need to have them set up, so if for example, I have...
Scene 01
Scene 02
Scene 03
and down through scenes to say...
Scene 52
But I write another new scene in between scene 02 and 03... I need all the other scne numbers to change automatically below the new scene, instead of me having to manually go through and change every single scene number...
How do I do this?

Thanks... this is a reasonable compromise, which I have already done.
The problem with script writing is that the Scenes are generally headed like this...
Scene 22: Int - Dinning room - Night
Then they might have a subtitle, which is a short descriptive of the scene, such as...
Scene 22: Int - Dinning room - Night
(Xmas Turkey dilemma)
So, it could work as you suggest, but it is by far a perfect formula, I am dumbfounded as to why 'Pages' doesn't have this simple function, when just about every other word processing program does. Final Draft is an industry standard for script writing, but I actually prefer Pages, I have a lot more creative control with formatting, except for this one vital function... darn!
Thanks for you suggestion Peter,
Cheers

Is NetBeans good for beginners?

I'm taking a Java class right now and I'm finding the assignments difficult. I'm completely new to Java and my teacher is no help.
I downloaded NetBeans beforehand out of curiosity, I don't know it very well but I figured it would be helpful for these assignments, would it be a good idea to use for a beginner or do I have the wrong idea?

I have the exact opposite opinion, in that, I believe NetBean is wonderful for beginners, it is an IDE where you can go and code your designs and get the benefit of autocomplete context sensitive helps, integrated debugger and many other features. In that way IDE's are perfect for beginners.
Now the down side--Do NOT become one of the mass victims of laziness that find the autocode generator and get tons of grabage "ready to run". If you don't know how to hand code it, then don't do it until you can hand code it. Also at some point, you really need to find out what a ClassPath is and how it affects your programming, also you need to learn to do the command line work--how to compile a ".java" file into a ".class" file. How to make Jars and executable Jars, and yes, even run the debugger from the command line.
I know no faster way to get people up and productive in Java than to give them an IDE and the tutorial and tell them to get going, I've successfully had to train dozens of new programmers on Java and the IDE, tutorial, and Mentoring is the best approach I've fond to date.
On the other hand, I've seen many a person become overwhelmed with the minutia of things that have to be setup and done right or manually in the Editor/command line world that they just back off for a while and do something else--".Net" is full of those that just didn't want to go through the pain of the all at once path that the Editor/command line imposes.
The best advise anyone can give you is this: what do you want to do--implement now and learn the details as you go, or hit it all at once. Both are there for your choice.
My preference--is take the IDE, but learn the details as you go and don't use the autocode generator for anything.
BTW: I still don't use the autocode generators--I'm too much of a control freak and hate the style of code they generate.

Programming for Palm devices.

Two simple question this time.
1. What do I need to start developing applications for Palm devices?
2. Does anybody know any good references for beginners in this matter.
Kind regards and thanks in advance,
Kurt.

I've successfully got a java app running using the J2ME... I think there was a Palm-specific version I downloaded. Basically, it comes with a Palm micro VM, that takes up about 300K on your Palm. Then your java classes are packaged using a special utilitiy into PDB files, which you can directly run on the Palm.
This works pretty well, as long as you stick to the basic libraries that come with the J2ME. If you try to do anything fancy, the overhead from linking in all the external Java classes (taken care of for you, mostly, by the PDB packager) becomes a little extreme.. try doing XML processing, for instance, and you'll end up with a 500K program...

Actionscript for beginners

Dear Forum-users,
What would you show/teach students, which are new to
Acrionscript (they know Flash animation, symbols, stop-play, and
simple behaviors), when you have 2 hours of time? What is could be
of special interest and can be a basis for further studies? Do you
know any nice TUTORIALS (looked at the ones of this site already,
some of them seem too complex and abstract for beginners)?
I am teaching Web Publishing, students are about 20 years
old, no programmers, new to OOP. The lesson should be complex
enough to give something NEW and easy enough to give everyone the
chance to UNDERSTAND.
I am glad for any comments, hints, ideas!
mf.

I agree with what David and blemmo have said and here is
probably what I would do.
Classes, properties, methods, events: What each of these are
and how you would use them. I try and explain this to people in
terms of things they already know. Like the "door" class. Its
properties like "location" or "material". Its methods like "shut"
or "open". Its events like "onKnock". We then talk about different
instances of doors. Then fairly quickly I get into brainstorming
about the different classes and events that might be involved with
Flash. Even if they don't know the names we see what we can come up
with.
Pseudocode: A lot of folks just dive into programming without
planning what they are going to do. I think that is a big mistake.
Design and planning are key to doing anything large scale and
successful. So I usually give a little thought experiment.
Something like I want a movieclip to follow the mouse – part
way through we will realize we want it to only go in the direction
of the mouse. We brainstorm what classes will be needed (mouse and
movieclip), what events (onmousemove or onenterframe), what
properties (_x and _y), and I can't think of a method we will need.
We then go through and make up pseudo code that looks something
like this.
everytime we move the mouse (or every little bit of time that
goes by)
get the position of the mouse
get the current position of the movieclip
figure out where the halfway point is
divide the distance in half
tell the movieclip to move to the halfway point
The Help files: Teach them how to use the help files. We've
figured out we need the Mouse and MovieClip classes for this
assignment. Most of the names of things are pretty easy to
understand so I explain that properties are usually nouns, methods
are usually verbs and have () at the end, and events usually have
"on" plus a verb or noun. Pay attention to the different sections
of each entry and what they mean. We then replace our pseudo code
with real bits of code.
OOP: Then move onto the idea of object oriented programming.
Lets expand this and have two items that follow the mouse. Do we
want to have to write the code over twice or once? So we make a
function that takes a movieclip as an argument and does the above
and so on…

Books for beginners

Hi is there any good books for beginners in java i would like to buy one for reading over the holidays. To go over what i have learn during the year.Thank you.

I'm sure that there are a great many books on the subject..... one book that I never see among lists that are available on Q/A forums like this is "Introduction To Java Programming 7ed by Y. Daniel Liang." I am still just a beginner like most on this forum, so why would I be so biased? Well I do not own the majority of books on any list, but I can say that my book explains things on an elementary level, up to very advanced. How do I know that? The chapters are many, from; Chap 1, "Intro to computers, programs, and Java programming," to chap 37, "Java Database Programming." Practically every chapter is supplemented with a breadth of work using the current Java classes that are available to anyone, but also many end of chapter questions that reflect reasonable "leaps" form basic to advanced. It includes much more from the companion website as well. In short, you write the programs in the chapter questions, and in doing so become very acquainted with the API. I like the "Head First" book, because it can give a nice angle on a complex subject as well. However, the "Head First" book is kinda written for a separate contingency. If you want to learn to program, you must have many problems to try and destroy. This seems to be the key. You must have the means to try something and try again in order to know where your prior mistakes are. When you realize how you made a mistake, you simply correct it, and this is the very biggest part of learning anything about programming. You have to screw things up on your own!
Again, I am just a beginner like you. But by learning basics, with appropriate chunks of the API, I wind up with an expanding toolkit from chapter to chapter. Get a book that will do this for you. Many books will give you examples for things that you should never be worrying about at first. Then you get used to a "cut/paste" type of situation. Do you really know what you are doing then? Do you think you will get a fantastic response from a learners forum like this? Take it seriously and get the best book you can. It should be very broad reaching and explanatory as well. When I flip through the book that I own, I wonder how I will get to those places. Yet every time that I finish a chapter, I am prepared for the next..... and on it goes. It takes time, and a short book is unrealistic. No book is perfect, but a wise first choice will be priceless.
Hope this helps. Peace.

Sequential programming for beginners

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