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Hey, Planner:
What drives the change?
* Upper corporate decision?
* On-site management decision?
* Performance of / support for actual system?
* Other?

This message has been edited. Last edited by: Eugene,


Darth Eugene Vader
 
Posts: 1041 | Location: Puerto Rico, USA | Registered: 28 October 2005Reply With QuoteEdit or Delete MessageReport This Post
Posted Hide Post
I consider DataStream a CMMS. The EAM acronym is just another way to separate customers from their money, at least it sounds expensive, Enterprice Asset Management. The accountants/CEO's etc. will fall for the word Enterprise instead of just plain Computerized Maintenance
"Maintenance" is associated with people in dirty coveralls lying under a car so they are not allowed to touch computers. Big Grin


Steven van Els, CMRP
 
Posts: 848 | Location: Suriname | Registered: 16 June 2004Reply With QuoteEdit or Delete MessageReport This Post
Posted Hide Post
Yes. The difference in price is probably one of the most significant differences in EAM and CMMS ;o)
 
Posts: 136 | Location: Scotland, UK | Registered: 13 April 2004Reply With QuoteEdit or Delete MessageReport This Post
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I started another discussion on the definitions of EAM vs CMMS. I was (am Confused) under the impression that a EAM is more than a CMMS. That a EAM covers other modules/functions not relevant to Maintenance perse as well as to cover the Maintenance modules such as: work order management, order scheduling, equipment master/history records, stock parts, purchasing requisitions/orders, reporting utility.

For example: A CMMS does not have to have the HR payroll module but for a EAM payroll is a must be.


Darth Eugene Vader
 
Posts: 1041 | Location: Puerto Rico, USA | Registered: 28 October 2005Reply With QuoteEdit or Delete MessageReport This Post
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HR payroll? Why on earth should people be treated like "assets". Don't get me wrong I like the phrase "our employees are our biggest assets" but in the real world these assets are expendable (just like obsolete equipment).

If I was looking for a payroll module, and I am aware that you don't have the one size fits all,
1) I would look at how to pay overtime?
2) are the employees payed on a hour basis or some other complicated formula
3) deduct taxes (which will vary from country to country)
4) vacation leave
5) leave without pay
6) (company) loans etc..
7) deduction
8) employee history etc..

If the rules change you need a system/database administrator to change the code/reports.
How are we going to calculate the cost of the workforce. Are we going to charge each other for the time we enter the system?
No wonder that with all these bells and whistles these systems are under-utilized.


Steven van Els, CMRP
 
Posts: 848 | Location: Suriname | Registered: 16 June 2004Reply With QuoteEdit or Delete MessageReport This Post
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