BC Sets

I’m positive you’ve heard such tool as business configuration sets. This convinient thing makes any table customizing grouping with ease into one box and transport them to other system or landscape. Fox example we can transport setting with transport reqiests or with BC Sets. BS Sets have an advantage that you can manually specify needed SPRO paths, tables, even records or part of a record, that is inpossible with regular transport requests. As a plus it has pleasant interface.

Open SPRO -> Tools -> Customizing Objects -> Business Configuration Sets.

Create a new package.


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User Training: useful questions

Opening a new column “Useful questions”. These are questions that consultant, project manager should answer to solve task to a good quality. As you know the right question has half an answer. Your comments and additions are always welcomed.

User Training. What is needed to accomplish user training successfully? It’s essential to develop a number of documents which will define how future training will flow in the project. These documents are:

  • Training strategy/concept/approach. Answers on a question: «How to train?»
  • Training schedule. Answers on question: «When to train?»
  • Training plan. Answers on question: «What to train?»

Training strategy:

  1. How to train? In person/remotely.
  2. How to control training quality? Tests/performance review?
  3. How to ensure that people remember what and how to perform in system in test or live run?
  4. How to provide access to training documents? Shared folders/portal/email/etc?
  5. How to provide right user manual during operation in system quickly?
  6. How to maintain and update user manuals during a project or support phase?
  7. Who changes user manuals when system or business changes?
  8. How to inform users when user manual changes?
  9. How deep and detailed should training documents and user manuals be?
  10. How to show methodology in user manuals?
  11. What is a structure of training documents?
  12. How to form training documents: by process steps, by processes, by business functions, by roles, combined?
  13. How to run training in person? Who is a teacher, who assists? Is there an approach to train key users that they would train end users?
  14. Who records user questions during training?
  15. How are users informed of answers to their questions that were asked on training?
  16. Who prepares training systems, classes, infrastructure?
  17. Who and how creates users for training?
  18. Who should be trained?
  19. Should you track attendance on the training? What for?

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Resume parsing

Want to talk about?

It’s a boring time for a recruiter. SAP knows well how to it his job, there is nothing to do about. Position requests from managers are being processed themselves, posted to internal and external web-portals or agencies. Feedbacks are being sent back to managers by themselves and automatically. Everything is integrated. CV is being read from email  hireme@saphcmsolutions.com, parsed to bones and stored in candidate database. Interviews are being initiated from a mobile phone, rooms are reserved. Boring, no fun at all.

Everything is clear except CV. We know every resume is made of a typical skeleton, where is personal info, contacts, work experience. Every part could be formalized, parsed to its components and analyzed by a number of factors and variants of appearance.

We understand that First and Last names could match file name, never is written with punctuation characters, always start with a capital letter or are all capital and resides in the top part of a doc.

We also understand that contact phone number has fixed number of digits, patterns are also well known and it’s placed somewhere by name or e-mail address.

We understand that work experience is a consequence of the same type blocks with company, period, position and job functions specification. It’s just a table which can be retrieved from CV somehow. Let’s say exported in XML format, where we can easily find repeating elements that appear more than once.

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Types of testing


Let’s agreed about SAP testing types.

Component test. It’s a test of specific function or setting. For example, wage type calculation, enter data into infotype, run report. It’s a process step.

Functional test. It’s a test of a process with several steps. Time report (enter time date, run time evaluation, run time report).

Integration test. It’s a test of contiguous processes, processes passing through different modules. For example, fire with final payroll run, payroll with postings.

User acceptance test. It’s a user test, who accepts the system.  It’s a complex test, that covers elements of component, functional and integration test depending on user role.

Regression test. It’s a test of already implemented and production functionality after any system change. Is needed to verify that nothing was broken after system change. Under system change we should understand customizing, ABAP, system update or upgrade or any other changes. For example, payroll rule was changed, tax base could affect other wages.

Stress test (load test). It’s a test of system under high load or high pressure. Let’s say we need to understand system response time when 10, 50, 500, 10 000 users will enter the system for any operation.

What’ve I missed?