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Folks new to SAP often focus on one career path: SAP consultant working for a top tier consulting company. While this is a popular choice, it is by no means the only choice. There are many ways to categorize the careers in the SAP field, so I’m going to look at the totality of SAP careers through several different filters in an effort to give you a completely developed picture. These filters are subjective and I’m open to including any that I’ve missed. Just let me know in the comments!

In each section, I’ll break down the categories and try to give the characteristics of each. Not pros and cons, per se, becuase what one person sees as an advantage could be a disadvantage for someone else. Honestly, this blog should probably be split into several blogs, so I apologize for the length. Here goes:

Specialties: Functional vs. BI vs. Technical (Development) vs. Technical (Basis) vs. Project Management vs. Testing vs. Training

  • Functional
    • Also known as: configurer, configurator
    • Specialize in the business processes (Financial, Controlling, Human Resources, Materials Management, Production Planning, etc)
    • Background: business undergraduate and/or MBA degrees. Additional certifications (CPA, CPIM, etc) are also helpful.
    • Job duties: conduct workshops to gather requirements, present options, assist in the decision making process, then translate business decisions into SAP configuration. Functional specialists also write functional specifications and design rationales.
    • Required skills: good social skills, strong written and oral skills, good with public speaking, strong knowledge of functional processes
  • BI
    • Also known as: data modeler, reporting specialist
    • Specialize in converting raw data into reports, dashboards, and graphics for the folks who will analyze the data and make decisions.
    • Background: business undergraduate and/or MBA degrees. Technical classes in data modelling are helpful. Programming experience can also be a plus.
    • Job duties: Interview request owner for requirements, translate functional requirements into technical requirements, use various tools to generate reports, dashboards, or other summaries.
    • Required skills:  strong written skills, analytic mind
  • Technical (Development)
    • Also known as: developer, ABAPer, “tools” consultant (haven’t heard this last one outside of SAP America though), java developer
    • Use programming to fill gaps in the business process. Create Workflow, Reports, Interfaces, Conversions, Enhancements, and Forms (WRICEF)
    • Background:Business undergraduate or computer science undergraduate, programming classes or experience required.
    • Job duties: Translate functional specifications into technical specifications. Translate technical specifications into code.
    • Required skills: strong analytical skills, programming experience
    • Note: Conversion is a huge part of implementations and typically the conversion function does continue to some degree post go-live. Often conversion is large enough to be considered separately from the rest of development during implementations.
  • Technical (Basis)
    • Also known as: Basis, Netweaver System Administrator, SAP Admin
    • Administer SAP systems: installation, infrastructure design, backup & recovery, high availability, networking, etc
    • Background: undergraduate degree. Operating System and/or Database certifications helpful
    • Job duties: Gather technical requirements, present options, assist in the decision making process, then translate technical business decisions into SAP infrastructure.
    • Required skills: Strong written and oral skills, strong analytical/troubleshooting skills, ability to work under pressure
  • Technical (Security)
    • Also known as: Security, Information Assurance specialist
    • Design security, create and administer users
    • Background: undergraduate degree. Experience with OS/DB user administration helpful.
    • Job duties: Gather security requirements, design segregation of duties strategy, then translate security decisions into SAP security configuration.
    • Required skills: good interview skills (to interview employees and determine requirements), strong written and oral skills
  • Project Management
    • Also known as: PM, Team Lead
    • Manage scope, cost, schedule, risk, quality, resources, and communications.
    • Background: business undergraduate and/or MBA degrees. Often start as Functional. PMI or other Project Management certification helpful.
    • Job duties: Manage scope, cost, schedule, risk, quality, resources, and communications.Basically, attend a ridiculous number of meetings and do whatever it takes to keep the project moving forward on schedule and on budget at the required quality.
    • Required skills: Excellent social and negotiation skills, strong written and oral skills, good with public speaking, strong knowledge of project management theory and practice
  • Testing
    • Also known as: testers, Quality Control
    • Test the processes either in an automated or manual fashion. Report the results to project management. Coordinate issue resolution with necessary configurers, developers, etc
    • Background: undergraduate
    • Job duties: Organize testing, conduct testing, report test results, follow up on test resolution.
    • Required skills: strong written and oral skills, strong detail orientation
  • Training
    • Also known as: trainer, Organizational Change Management
    • Responsible for creating end user training materials and delivering training prior to go-live
    • Background: business undergraduate and/or MBA degrees. Additional certifications (CPA, CPIM, etc) are also helpful.
    • Job duties: Work with functionals to understand processes as configured and create training materials, stage data and exercieses, conduct training
    • Required skills: Excellent public speaking/training skills, very strong written and oral skills

Implementation vs. Support

  • Implementation
    • Implementations involve gathering requirements and implementing those requirements.
    • Folks in implementations deal with massive change to an organization.
    • Stress level is high, especially near go-live.
    • Implementations often require work at nights and on weekends. Frequently implementations take place on a 4/10 work week, meaning Monday through Thursday, 10 hours per day but Friday is off.
    • Consultants and internal company personnel work together to determine requirements and implement changes. All of the specialties from the first section are typically present.
  • Support
    • “Business as usual”, Production Support
    • Limited change, usually modifications to existing processes. Support does involve change, however, as change requests are made and approved.
    • Since the system is live, production problems have extremely high status.
    • Support personnel tend to work more normal business hours (exception, Basis folks typically work when others don’t, so weekend, night, and holiday work hours should be expected for Basis personnel)
    • Internal personnel only for the most part. Sometimes spot consultants are broughtin for specific issues, but in general all support is handled in-house.
    • All of the specialties from the first section are typically present, but sometimes greatly reduced as compared to implementation (for example, project management team, testing, and training team might be much smaller post-golive)

Consulting vs. In-house/contractors

  • Consulting
    • Employment Status: Consultants are not employees of the company implementing SAP. They are brought in for their expertise, both SAP and non-SAP expertise.
    • Compensation: Base Salary is typically about the same, perhaps a bit higher than in-house, but consultants typically receive bonuses which brings overall compensation higher than in-house. (Note: this is true in the United States. I have seen some data that indicates that consultants in other countries actually make less money than in-house counterparts. I’ve not been able to make much sense of this data.)
    • Home-life: high degree of travel. Typically away from home 4 to 5 days per week. Travel expenses are typically reimbursed and so consultants typically eat well and get to live perhaps a higher lifestyle than in-house counterparts. Travel can be difficult for family, however, and divorce rates are typically higher for consultants than for in-house counterparts.
    • Professional Respect: High degree of respect is typical from company management. If a consultant and an in-house employee disagree, often management will side with the consultant. Projects can be more easily be “sold” to management by consultants (especially consulting partners). Consultants with equivalent skills and job responsibilities often have higher reach into the implementing company.
    • Type of work: Consultants typically are involved only in implementations. This can be great if you primarily enjoy design work. It can be frustrating if you like to see the progression and “perfection” of a system over time. No “ownership” of the system long term.
    • Career progression: Consultants typically have to become project managers and salesmen in order to make partner in a stereotypical consulting organization. Early career skills (functional, technical, etc) often don’t relate to the skills which enable success in late career (project management, salesmanship). Consultants *can* specialize and stay in their specialty but compensation eventually stalls. Consultants who try and miss partner can be frustrated for long periods of time or even be forced out of their consulting firm (up or out). Making partner can actually increase work load and stress and is sometimes seen as a mixed blessing.
    • Requirements to start: Generally consulting companies requires at least one if not two or three complete implementations before they’ll hire someone, although some companies recruit the “best and the brightest” directly from undergraduate and MBA programs.
  • In-house
    • Employment Status: In-house folks are typically employees of the company implementing SAP, although I include contractors as in house as well. Contractors are hired to conduct long-term support of a system and are typically treated similar to employees.
    • Compensation: In general, overall compensation is lower for in-house employees and contractors as compared to consultants, but see comment in the consulting section.
    • Home life: Typically require little to no travel. Working hours will match those of consultants (but won’t get consultant type compensation) during the implementation but will return to “normal” post go-live for long term support. In-house employees and contractors typically have “normal” home-lives, which is generally easier for those with children.
    • Professional Respect: At times, in-house employees struggle for respect of management. If a consultant and an in-house employee disagree, often management will side with the consultant. Projects can be more easily be “sold” to management by consultants.
    • Type of work: Employees/contractors do both implementation and long term support of system post go-live.
    • Career progression: In-house employees have the opportunity to advance within the company to become management and senior management over time. Contractors are barred from this type of progression unless they become employees. Contractors typically have one job and don’t change over long periods of time. In-house employees who miss key promotions can be frustrated for long periods of time. Employees also have the option of staying in one job for along period of time but at the cost of career and salary stagnation.
    • Requirements to start: Generally companies draw from in-house non-SAP support staff to hire SAP support staff although they do also hire experienced folks from outside. To start from an inside position, you’ll generally have worked for the company for a few years as an end user or in some related capacity. To start from outside, companies will expect you to have implemented SAP either as a consultant or as in-house employee at another company. Companies generally do not recruit from undergraduate or MBA programs directly into their support organization.

Working for a Consulting Company vs. being an Independent Consultant

  • Working for a Consulting Company
    • Somewhat protected from economic downturns, able to collect paycheck while “on the bench”/”on the beach” (in between assignments)
      • Independents argue that consulting companies have a history of cutting folks loose the minute the market gets tight. My observation is that top tier companies will hold on to consultants for 6 months to a year where smaller companies have less ability/inclination to hold on to consultants for that long when times are tight. Your mileage may vary on this one.
      • Independents argue that higher compensation of being independent allows you to ride out the patches in between assignments as easily as if a company were paying you to be on the bench. Your ability to budget for these downtimes makes the difference here.
    • Go where you’re told, when you’re told.
      • Less responsibility to get yourself busy, but less ability to affect type and duration of assignments.
      • More likely to end up at a customer as a bad fit if management doesn’t know your skill set or is incompetent.
      • It’s possible to get “pigeonholed” into the same type of assignment over and over.
      • Since “beach/bench” time effectively kills your bonus, some view the inability find your own work extremely frustrating.
    • Paid vacation and benefits
    • Company pays for training
    • Stuck with whatever training/equipment the company chooses to provide.
  • Independent Consultant
    • FREEDOM. Free to choose when to work and for whom to work and rate of compensation.
    • Requires more diligence with money.
    • Vacation, sick and training time directly affects the bottom line and can encourage some to limit those times.
    • Cost of insurance/benefits are higher.
    • Compensation can be much higher since there is no company to skim profit off the top.
    • Since number of hours worked directly affects compensation, the temptation to work far more than the industry average 2000 hours per year by taking on multiple clients or just putting in long hours for a single client can be irresistible.
    • Responsible for your own equipment.
    • Training is a double whammy. You have to pay to attend and you lose money because you’re not billing a customer.
    • Requires more time to deal with paperwork for invoicing and expenses.
    • Different customers can be better or worse at paying in a timely fashion.

There are more points to be made under each of the categories, but this should be enough to get a discussion going. All combinations here are possible. For example, some companies have a new functionality task groups so you can be an in-house functional person dedicated to new implementations. The great majority of in-house folks do post-go-live support and the vast majority of consultants concentrate on new implementation, but there are no hard and fast rules.

Please ask for clarification if I’ve muddled anything or bring up points I’ve missed/covered badly.

Best regards,

     –Tom

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44 Comments

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  1. Jake Jason Dacquel

    Hi Tom,

    Nice work indeed for creating this blog, it will surely help  everyone especially those “Freshers” to be more familiarize in general to those terminologies used in SAP. 🙂

    Personally, this blog helps me to decide what path should I take after working as an In-house ABAPer in our company right now. Thanks Tom! 😉

    Great job! 😎

    -Jake

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  2. Jarret Pazahanick

    Hi Thomas

    Good job with this blog as it must have taken you quite awhile to pull together all this information.

    One additional comment for being Independent is many work more than the standard 2000 hours as there is incentive to have multiple clients given you get paid for every hour your work.  If you work for a consulting firm you will get a slight addition to you billable bonus but there isnt the same financial incentive to take on additional clients.

    Keep up the great work.

    Jarret

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    1. Thomas Dulaney Post author

      Great point! I added it in as per your suggestion. I appreciate the kudos and I appreciate the help filling in gaps even more! Thanks for the tweet, too. I still haven’t quite gotten into the habit yet, so I appreciate the help there as well. Thanks again!

      Best regards,

        –Tom

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  3. Luke Marson

    Hi Tom,

    This is an excellent blog and I hope it offers some use to people choosing a career in SAP consulting.

    Best regards,

    Luke

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    1. Thomas Dulaney Post author

      I’m glad you liked it and hope that it is helpful. Thanks for the feedback! It really helps me to know what types of information folks value. Thanks again! -td

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  4. Stephen Millard

    Thomas.

    Great post with lots of useful detail.  I think you’re managed to present an unbiased and balanced overview and I learnt quite a bit from reading it – thank you.

    I have one question around the Technical (Basis) role.  Under required skills you’ve listed “good with public speaking”.  In many roles as you become more senior there is typically more demand to pass on knowledge and experience through presenting, and some roles have this as a core skill (e.g. trainer, project manager).  I wondered what aspect of the role makes public speaking a required skill rather than just something you might need to develop over time?

    Stephen.

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    1. Thomas Dulaney Post author

      Hi Stephen,

      This is why I love it so much when folks give good feedback! The answer is: observational bias. I’m a basis guy and my personal history involved a great deal of public speaking from early in my basis career because worked for SAP America. Since SAP America charges premium rates and when you work there you are the de facto voice of SAP, I was often asked to brief upper management or train the entire basis team. I had to present plans/train folks on high availability, backup strategies, SAP instance strategy, SAP client strategy, etc. In retrospect, you’re absolutely right, that’s more typically developed over time in the basis role, and not one required at entry level. I kind of started in the deep end in this one respect. (Plus, it’s a personal favorite activity so I tend to seize any opportunity to conduct training or give a presentation.) I’ve updated the blog accordingly. Good catch!  Thank you!!

      Best regards,

        –Tom

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      1. Thomas Dulaney Post author

        Now I’m debating the strong oral/written skills part of the basis description. Strong oral and written skills are definitely required as you progress in basis, but maybe not so much in the beginning. I’m thinking of adding strong attention to detail (which is kind of ironic since I messed up this section, but in the early part of the career in basis, EVERYTHING is details and persistent follow-through). Any thoughts basis folks?

             –Tom

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      2. Stephen Millard

        No problem.  I’ve worked with several basis folk, but mainly remotely and I figured it was quite possible I might just not know about one or more aspects where presenting is key.

        There’s a lot of content in your post, so I don’t think anyone would hold including something like that against you – particularly as that *is* your experience of basis 😀

        I think attention to detail is certainly a key consideration for the basis role … but I can’t imagine anyone having much success in any of the roles you’ve described if they don’t pay attention to the details.  That goes for technical, project management (budgets, timings, issues, risks, etc.) and training (imparting the right knowledge, answering tricky questions).

        Think of the impact for each of them if they do miss the details.  I’m sure we all have examples of where the lack of attention to detail (by self and/or others) has caused issues down the line.

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  5. Jelena Perfiljeva

    Thomas, another excellent blog. I just want to comment on this piece:

    At times, in-house employees struggle for respect of management. If a consultant and an in-house employee disagree, often management will side with the consultant.

    I have been in both roles (consulting and in-house) and feel it’s important to note that the last thing the consultants should do is to get into any kind of disagreement. Consultant’s role is exactly to consult – present different options, explain the consequences and walk away. Provide expertise but maintain neutrality. On the other hand, management should really listen more to their own employees, because they’re the ones who will be maintaining the solution when consultants are gone.

    To the benefits of the consulting work I’d also add not having to deal with the “office politics” as much as in-house employees.

    And I just have to comment that Technical (Development) description is for rather a junior or a “plain vanilla” ABAPer. In reality we need to know at least a bit about all of the functional areas we “touch” and even some Basis/Security. Maybe it was implied as part of “translating the specs”, but thought I’d point this out.

    Thank you!

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    1. Thomas Dulaney Post author

      Hi Helena,

      I agree that companies *should* listen to their employees more, but in my experience, that hasn’t been the way it works. I also have worked both sides of the fence. In fact, I worked for a specific (wonderful) company first as a consultant and later as an employee. I noticed a distinct difference between the weight my suggestions were given in each situation. As a consultant, my assertions were taken as fact, at face value. As an employee, I had to produce lengthy justifications. It should have worked the same in both cases, but it didn’t. When I was a consultant, I also had several employees at different companies ask me to champion an idea they’d been trying unsuccessfully to get accepted by management, so my experience has been that this is a fairly widespread issue.  I worked for SAP America for 14 years, so when I was on-site I was often viewed as the “voice of SAP”, so perhaps my experience is skewed.

      And yes, the descriptions are all for junior, first true SAP job type roles. In every case the skillset gets much broader over time. I have a separate blog somewhere about mid-career progression. It’s not quite as extensive as this one, though.

      Thank you for your feedback!!

      Best regards,

        –Tom

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      1. Jelena Perfiljeva

        Based on my own experience, the SAP consultants do have a “brand name” advantage over the other consulting companies. Not sure if it’s true or not, but I think the common perception is that SAP consultants have access to some sacred knowledge that is purposely hidden from the mere mortals.

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        1. Thomas Dulaney Post author

          Consultants who work for SAP actually do have an advantage over everyone else.

          1. Access to every customer’s messages. Individual experiences with SAP Global Support vary from customer to customer and from message to message, but collectively, every problem you might ever have has probably been run into and solved (or not) multiple times. Consultants who work for SAP have access to the full database of messages, not just the “solved” problems that are available in notes. Even if only one other customer has had the same issue, often the message is filled with the techniques that were tried to try to diagnose the issue and you can use those to gain greater insight into whatever problem you face.  If you don’t work for SAP, you’re only as good as your personal experience and insight. Consultants who work for SAP have access to the sum total of the knowledge and experience of all customers, consultants, and developers who have ever logged a message.
          2. Access to developers. When things get really rough and you know you’ve done your due diligence, as someone who works at SAP, you can always just fire off an email to the developer. If you’ve obviously done your homework, they’re typically more than willing to push you in the right direction. In fact, most developers have a true love for whatever their developing, so they are happy to talk to you about all the technical details. I learned quite a bit that way when I worked at SAP (not just corresponding on bugs, though, I was stationed in Walldorf for a year as a technical liaison, so I got to talk to folks over coffee about their specialties for fun. It was tremendously enlightening.)
          3. Access to colleagues. SAP tends to hire very bright people. Customers (and systems integrators) tend to hire SAP to solve the toughest problems. That combination means that there are a number of very bright people who have unusually deep experience all working for the same organization. Whenever I got really stuck, there was always half a dozen folks I could call that I knew had probably tackled something similar enough to what I was dealing with to give good advice. Top 5 consulting firms tend not to have core competence in SAP, per se, but rather in project management. They tend to bring in subcontractors or SAP for the hard core SAP stuff. Independents are, if anything, smarter and more resourceful than even SAP consultants, but rarely have the ready network that you have if you are a consultant who works for SAP.

          If it sounds like I miss living inside the castle, I do. Don’t get me wrong. I love what I’m doing now, but I do miss the instant access to the definitive answer and the company of similarly focused technical consultants. (SAP’s technical practice is probably the largest in the country, although I think very few folks actually realize that. The Big 5 consulting firms have technical folks, but they tend to rise through the technical hands-on stuff fairly quickly and graduate to more technical management while SAP enables folks with a love of the technology focus on technology to the exclusion of all else if they so desire. I miss that.)  But I can’t travel for a few years, so no use wishing for what you can’t have.

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  6. Uday Kumar Kanike

    Hi Thomas,

             Nice blog.

             I have a question. How much experience do you think a SAP Consultant need to gain if he want to start working as independent consultant? Are there any specific agencies or recruites who would help these independent consultants find work?

    Thank you,

    Uday

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    1. Thomas Dulaney Post author

      Hi Uday,

      I think this is an excellent discussion that will not get enough attention buried in the comments of this blog. Please start a new discussion and I will certainly chime in. There are others that are far more experienced than I with respect to independent consulting (Yes, I’m looking at you Jarret Pazahanick , and Craig S!)

      This will be certain to spark a lively discussion. I look forward to contributing comments!

      Best regards,

        –Tom

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      1. Craig S

        Tom,

        I have dropped my participation a LOT here at SDN mostly due to performance issues with my IPad and my client issued laptop which runs an old version of IE.  I’m not about to lug a second laptop around just for SDN.  But I do try to check in every few weeks and when I checked in, I saw my name dropped in my communications tab.  So you can thank the new platform for that! 

        As far as Uday’s question goes I’ll answer with an independent’s favorite canned response…  “It depends..”.

        A lot depends on the demand in your particular field.  I was fortunate to start out as an independent in the mid nineties leading into the year 2000.  A lot of companies from 1994 on ramped up SAP projects to meet the Y2K issues.  So demand was high and you didn’t need as much experience.

        Today, it still depends but more so on the particular area you serve and what modules you support.  Are you looking to be an independent with regard to being a programmer? Or functional consultant?  Or a BASIS consultant?  Each type of independent consultant will require their own set of skills and experience levels.  The experience required will based on the current demand for that current area.  It’s still down to supply vs. demand!

        In general, I think you need 7-10 yrs of experience and 4-7 projects under your belt as well as good in-depth knowledge of your area. Interpersonal skills MUST be good unless you are really into a very technical area of consulting, (like a BASIS person consulting on system sizing and infrastructure who only deals with other techies). 

        For functional consultants you need to be well versed your field as most clients are expecting to see process change and improvement, not just a computer system slapped in.  You need to know how your area interfaces (both technically in SAP and business process wise) to other areas intimately.  You need to be able to provide multiple options to clients including NON-SAP solutions, such as manual processes or in some cases third party solutions.

        Also, as Tom has pointed out, there are difference between independents and employees when it comes to family lifestyles.  These are a requirement also!  Please look at my blog for one example. http://SCN.sap.com/community/about/blog/2012/01/19/bench-time-and-family-dynamics

        Tom..  I think I wrote a blog above!!  Maybe I’ll cut this out and paste it to a real one!

        FF

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    2. Jarret Pazahanick

      Hi Uday

      I would do a lot of research as being independent isnt for everyone but at the core I think people are ready when they are confident that their skill set is marketable in that they will be able to differentiate themselves to find new projects (easier said than done) and also have a strong network and deep understanding of their SAP area of expertise. 

      Here are some good resources on Independent Consulting that I would recommend

      What is the Key to Marketing Yourself as an SAP Consultant?

      Why it rocks and sucks to be a SAP Freelancer or Contractor

      7 suggestions for new SAP Freelancers

      Hope this helps and good luck.

      Jarret

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      1. Uday Kumar Kanike

        Hi Jarret,

                   Thanks for sharing such a useful links. I do understand that its not easy to become independent consultant at a very young age like me.  I have been reading through the blogs written by Fire Fighter and Thomas Dulaney. They explained many possible situations and hard times faced by independent SAP Consultant. Reading their blogs and your blogs, would only suggest me to to improve my technical and soft skills and prepare a strong website first to advertise myself. Only when I feel enough confident, then I will jump into market as independent SAP consultant.

        Thanks once again for all of your valuable suggestions. As always, It has always been a very healthy and supportive environment, I found on SDN.

        Uday

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        1. Jarret Pazahanick
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  7. Ajay Venkatesh

    HI

    I just got certified on SAP HANA. Otherwise I have no prior hands-on work experience in SAP.

    Also I am a APICS ‘Certifiied Supply Chain professional’ (CSCP), having 7-8 years experience in an automotive supply chain & manufacturing domain in the US.

    Based on my background, please let me know if i need to get into SAP SCM functional modules (listed below), or would SAP BW/BO be more complimentary to my SAP HANA certification?

    Any information on this would be really helpful

    Thanks

    Ajay

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  8. The G

    Hello Tom

    I don’t know if this the appropriate forum for the following enquiry, please bear with me if its not & advice where to go:

    I am  an Industrial Engineer & I have been exposed to SAP  in consulting projects but in a Change Management role. I now desire to  invest in SAP SCM training so that I may fined a better Job in SAP with  my four years experience in Change Management for SAP. I am in north  America.

    I’m considering one of the following courses:

    SAP eAcademy  SCM – Procurement


    SAP eAcademy SCM – Order Fulfillment


    However I went online to see what employers are looking for in a SAP analyst/consultant and one of the adverts was as follows:

    Expertise in SAP: SCM-Advanced Planner & Optimizer  (APO), SCM-APO-Demand  Planning & Forecasting, SCM-APO-Supply Network Planning (SNP),  SCM-Manufacturing-Production Planning (PP),  SCM-Manufacturing-Detailed  Scheduling (PP-DS), SCM-Global  Available-to-Promise (GATP),  SCM-Transportation Planning & Vehicle  Scheduling (TPVS),  SCM-APO-Inventory Collaboration Hub (ICH),   SCM-Warehousing-Distribution, SCM-Warehousing-Multiple Handling Units,   CS-Global Trade Services (GTS), Logistics Execution (LE), LE-Shipping   (LE-S), Inventory Management (MM-IM), LE-Warehouse Management (LE-WM),   Transportation Management (LO-TR)

    • Ability to meet travel requirements, when applicable• Minimum 4 years of experience plus 1 full implementation• Relevant degree or equivalent in professional experience

    I have three questions based on the information I have given you above:

    >Which of the two courses will better position me strategically for employment as an SAP analyst/consultant in Supply Chain (I known there are no  grantees, I just want an opinion.. responsibility lies with me  )

    >looking at the advert displayed above and using your experience in the field do think any of these two courses are accurate in terms of what is needed  as SAP SCM practitioner or are they just an overview.  Should I rather  pursue training in one of the skills mentioned in the advert e.g.  ‘LE-Warehouse Management (LE-WM)’

    > Are there  any other SAP SCM training that you would suggest that you consider more useful or accurate in terms what is needed in the SAP SCM field

    Thanks, Hope you will be able to help.

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  9. CLM Mishra

    Hi Tom,

    This is an excellent post. Very informative.

    My total experience in IT industry is 8 years.

    Currently, I am working in Oracle CRM and I want to move my career path towards SAP CRM. Please help me in deciding whether to choose SAP Implementation Consultant or SAP Basis Consultant.

    Thanks,

    CLM

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  10. Suseelan Hari

    Hi Thomas,

    I enjoyed reading this blog which explains about different faces & characters. This blog explains most of the designation in IT field. I am very much impressed and liked this blog. Keep posting this type of blogs which helps others to understand more about IT. All the best !

    Regards,

    Hari Suseelan

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  11. Otto Gold

    Great one. It is interesting that after the years with SAP one somehow knows all these things but I am not aware of anyone else that would invest the time and put that black on white for the newcomers. If I only had this years ago 🙂

    keep up the good work, cheers Otto

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  12. TULSIDAS ANKAM

    Hi Thomas,

    I am new to SAP and learning through SCN.

    I seen your BLOG and gone thoroughly with each one point.

    You have done hard work for fresher to read such a lovely, informative, immense knowledge and information.

    Thank you so much.

    Regards,

    Tulsidas

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  13. Usha Nimishakavi

    Hi Thomas ,

             I  have over 3 years experience as ABAP Consultant . Currently am on sabbatical and I feel I fit more into writing end user training materials. Though I have taken a long gap , I wish to enter again into SAP . Need suggestions on “how to start off as a tech writer in this field”.

    Regards,

    Usha.

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  14. Vivekanand Gadam

    HI Thomas,

              I working in SAP ByDesign Implementation. I’m translating functional requirement into actual implementation in ByDesign SDK. Then what I’ll get considered as on your hierarchy shown above? (I think I’m Technical(Developer).). And one more as i’m implementing the business process in SAP ByDesign SDK then my organization must be a SAP partner? Also SAP Consultancy companies do the functional and technical development too? What the SAP ByDesign Consultant actually is?

    Please reply as i’m getting very confused with these terminologies and want to clear where i’m and where i want to be?

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  15. Sriranjani Chimakurthy

    Hi Tom,

    Very well detailed on the different career paths available in SAP.

    Often people who want to purse a career in SAP come with lots of Questions and this blog is a one stop for them. Very informative!!

    Thanks and Regards,

    Sriranjani Chimakurthy.

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  16. Krishna Chaitanya

    Hi Thomas Dulaney,

      Thanks alot for the loads of info up there regarding SAP consulting.

       But i have a doubt about other careers in SAP that is presales and sales.

       Could you suggest me whether consulting is better or Sales/presales.

    Thanks!

    G K Chaitanya.

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  17. Christian Manzano

    Good day sir Tomas,

     

    I’m a fresh graduate and I want to start my career in SAP BASIS. But many of the companies don’t accept fresh graduates on the SAP BASIS.  Do you have any suggestion with me sir? Thanks a lot!

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