IBM C2010-555 : IBM Maximo Asset Management v7.6 Functional Analyst Exam

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Test Number : C2010-555
Test Name : IBM Maximo Asset Management v7.6 Functional Analyst
Vendor Name : IBM
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C2010-555 exam Format | C2010-555 Course Contents | C2010-555 Course Outline | C2010-555 exam Syllabus | C2010-555 exam Objectives


Exam ID : C2010-555
Exam Title : IBM Maximo Asset Management v7.6 Functional Analyst
Number of questions: 72
Number of questions to pass: 46
Time allowed: 100 mins
Status: Live

An IBM Certified Deployment Professional - Maximo Asset Management v7.6 Functional Analyst is a technical professional responsible for supporting, implementing and maintaining an IBM Maximo Asset Management v7.6 solution, the asset life cycle including inventory, contracts, purchasing, resources, work management, preventive maintenance and security. This individual will be expected to perform these tasks with limited assistance from peers, product documentation, and support resources.

Asset Management 18%
- Describe managing and creating failure codes
- Describe managing and creating locations and location hierarchies
- Describe set up and use of meters
- Describe the use of warranty contracts for assets
- Describe moving, modifying and swapping assets
- Describe using and applying Asset Templates
- Identify asset relationships
- Describe creating asset subassemblies and spare parts
- Describe the difference between rotating and non-rotating assets

Predictive and Preventive Maintenance 10%
- Explain the use of Master PMs
- Describe how to configure the various types of PMs
- Identify using Routes
- Describe how to generate and modify a PM forecast
- Describe how Condition Monitoring can be configured to generate work orders
- Describe time based and meter based PMs
- Apply job plan sequencing to PMs

Work Management and Planning 21%
- Describe work orders, child work orders and tasks
- Explain how to assign a work order
- Describe the plans and actuals on a work order
- Describe the work order status change life cycle
- Describe the creation of Job Plans
- Describe how to report labor hours

Procurement Management 10%
- Describe procurement related contracts
- Describe the difference between a company and a company master
- Describe the purchasing life cycle (PR, PO, RFQ, DR, Invoice)
- Describe the receiving processes
- Perform the return of a rotating asset or direct issue item

Inventory Management 15%
- Explain inventory and inventory balances
- Define costing methods
- Describe the use of item assembly structures
- Describe the different types of items
- Describe using the Inventory Usage application
- Describe hard and soft inventory reservations
- Define a service item
- Describe tool records and stocked tools
- Describe adding new units of measure and conversions
- Define the item statuses
- Apply the reorder process

Workflow and Escalations 8%
- Describe the use of workflow processes
- Construct workflow processes
- Describe the use of escalations

Analytics 8%
- Construct adhoc reports
- Identify where KPIs can be viewed
- Describe KPI Templates
- Explain the different reporting options
- Demonstrate knowledge of running and using reports

Administration 10%
- Describe the creation of organization and sites
- Describe managing resources
- Describe managing the security configuration
- Describe configuration of the business financials
- Describe the creation of Calendars and Work Periods
- Describe managing Classifications and attributes
- Describe edit mode and how to apply it



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IBM Management cheat sheet

5 counsel for Managing a virtual team | C2010-555 Real exam Questions and exam Questions

a person standing in front of a television © SDI Productions | Getty photographs

The thought of working at home isn’t a new phenomenon. for many, work and home were the same element ­– from seamstresses to shoemakers and bakers to blacksmiths. earlier than the industrial Revolution, it became the norm when factories demanded people be on web page. Then within the early twentieth century, the provision of electricity and public transportation lured worker's into offices. Now the pandemic has driven us lower back out.

CONSTELLATION brands, INC.

What this skill is that the existing situation, then, isn't “the new usual” as is being touted. It’s the historical usual coming lower back around.

Even this new bout of remote working isn’t that new. IBM, a recognized early adopter, put in remote terminals in personnel’ buildings in the Nineteen Eighties. via 2009, 40% of IBM’s global employees labored from domestic, once again highlighting the influential function of know-how.

Even earlier than the spread of the pandemic in 2020, faraway working was turning out to be. The pandemic pressured our hand, pushing many out of their places of work and locking the door in the back of them. We don’t be aware of what happens subsequent, however this hyper-boom in working at home is more likely to have an extended-time period influence.

meanwhile, listed here are 5 suggestions to aid your digital group on the highway to real success.

  surround your self with the correct individuals

Let’s face it, working in a digital group isn't for everybody. just as some people thrive in an workplace environment, others will take a shine to far flung working. it is vital, then, in case you’re recruiting a virtual group, to put together a bunch of people who fall into the latter camp or who can, at the least, adapt to this distinctive working style. members of a virtual crew should have extremely good communication advantage, the capacity to work independently and technology capabilities. like any job, a sense of humor helps, too.

Skyler Stein, President of Gladskin, a biotechnology-driven skincare manufacturer, hasn’t met the entire individuals he works with in adult. “We launched Gladskin into the U.S. market in January and, due to COVID, have developed our team with out the capacity to for most people on our team to satisfy many of our group contributors in person. in the absence of the biological relationship building that occurs from sharing the identical office area each day, we prioritized constructing our crew culture this previous yr through retaining periods the place people share their character types and the way to work optimal with themselves. this manner, everybody has a ‘cheat sheet’ on the way to collaborate surest with every person else on the crew. It’s been an invaluable part of our team constructing and something we can continue even after the pandemic is over.”     

linked: 7 virtual group-building concepts to preserve Your group related

  select your technology wisely

There are a plethora of far flung working equipment on the market, from the Google and Microsoft suite of tools to Slack, Zoom, and Skype. Virbela gives an entire immersive virtual campus, finished with customized avatars. Smartsheet gives personalised but collaborative workflow management. There are apps for time management, doc sharing, mission administration, HR, assembly schedules. The record goes on.

It’s essential to be aware that these tools are only that ­– tools to enable work. in case your digital team struggles to make use of a device, it might probably no longer be the appropriate one for you. once you find the know-how steadiness, your virtual group's communication and workflow may still be easy and productive.

  implement training

practicing doesn’t lose its magnitude simply as a result of your team works from home. There are still work tactics that deserve to be discovered and facilitated, now not to mention all that know-how. since the virtual group environment also breaks down geographical recruitment limitations, working towards in go-cultural work practices may additionally also be essential.

remember, too, that americans be taught in other ways, however most study choicest through interaction and participation. practising should be greater than a collection of pre-recorded visuals with a numerous-choice check at the conclusion. interaction and neighborhood learning, the place viable, should be protected to facilitate field mastery and start the group-constructing process. “At Gladskin, we established clear team norms, so everybody knows what's expected. What class of suggestions is communicated by way of e-mail versus Slack versus Asana, and what sorts of response instances are anticipated for each and every channel? These are all norms we now have evidently described to be certain every person's on the identical web page. as an instance, at Gladskin, if you get an inside electronic mail over the weekend, the expectation has been set that there isn't any deserve to reply until Monday.” 

linked: a way to Get The most effective Out of virtual groups

  build a digital crew culture

virtual groups want all of the equal issues typical teams do to function smartly, together with encouragement, recognition, and reward. German utility business E.On added a Buzz focus application that encouraged customized consciousness by means of digital and genuine thank you notes. elementary, however it worked, expanding team of workers motivation via americans feeling valued.

certainly, a team that builds have confidence, mitigates conflict, encourages communique and raises collaboration has an increased chance of being a hit. So, how can you do it? together with featuring communication mechanisms, motivate collaboration through work projects. herald team constructing actions, too – more and more digital alternate options are bobbing up with the raise admired. be cautious with this, even though. choose actions with a view to make your team cheer as opposed to groan. i do know a team that changed into none too excited a few Zoom work drinks get-collectively earlier than Christmas, who was pleasantly shocked when a bottle of wine and a basket of local produce arrived on each and every of their doorsteps on the day in question. a bit little bit of effort goes a protracted manner.

it may go with out asserting, too, but when it’s viable to satisfy in grownup now and again, do so. Face-to-face conferences or routine are widely used to make contributions to relationship constructing.

connected: smart counsel for Working along with your digital crew

  Be company however bendy

Working in a virtual crew is not the equal as working in an office, and it likely certainly not should be. one of the most main advantages for employees is flexibility (together with the zero travel time). It’s important to admire this and maintain a versatile work environment. through the same token, work must be completed.

organising core hours along with project-oriented work scheduling can enhance productiveness. Core hours ensures team contributors can contact every different and expect responses, even across different time zones, whereas project-oriented productivity dreams enable for individual flexibility in time management.

     

related:

5 suggestions for Managing a virtual group

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