Web Access Control - Track4Win controls Internet surfing
Track4Win is a powerful software product to monitor Internet usage and control web access. It can prevent any Internet misuse. Track4win is an inexpensive tool for monitoring web access and computer activities.
Internet Access Countrol. gif(Semapa Software )
Track4Win, a powerful and low cost computer monitoring software product for internet usage monitoring. You can use this software tool to track internet usage on network.
From this screenshot, you can know Track4Win can not only for tracking all website addresses(urls), but also for monitoring each web page caption and tracking the time spent on each web page.
Also. SysTrakcer v2.0 or later version can implement internet / computer usage tracking by groups. And you also can just select a specific software program (such as Internet Explorer, IE) to monitor.
Internet access control is necessary to
prevent Internet misuse. However, company managers can not use Internet filter
software to stop any web abusive behavior because there are always some urls
those software products can not block. Moreover, as an effective web tracker, it
should not control Internet access too strictly because employees need to use
Internet resources for business at workplace. On the other hand, web tracking
and employee surveillance would cause some legal issues in the some countries.
So workplace monitoring software or spyware would cause dispute on privacy
instruction. So Internet access management is a sensitive issue at work. A
manager had better not use some spy software, which log anything including
employee's private data. Spying employee everything is not a good thing at
workplace. But, certainly, abusing Internet at work is becoming more serious
than before. Web access control is important in terms of employee supervision.
We suggest employers use an open
Internet policy to implement Internet access controlling. When workers surf
Internet, managers just need to know which web site address (URL) they access
and track how much time each worker spend. Then management releases a policy to
explain what should their workers do when they access Internet.
Track4Win is good web access control
software to work with this policy. It tracks employee Internet usage and
monitors computer activity across a computer network. (LAN and WAN). In
addition, it can clock employee time on computer usage. It helps manager to
control Internet access through useful web tracking features. With its network
monitoring feature, Track4Win allows boss to check clerks on remote stores.
Track4Win is a pretty good product for employer to evaluate employees'
performance and productivity.
Not only does Track4Win help control Internet access for a clerk or a staff member, but also helps parents to prevent their kids from some porn web sites and other danger contents. Just like tracking staff on Internet, controlling Internet access for children is also important to help kid to use web properly and keep them safe. Track4Win is a very useful Internet monitoring tool for parental control. It can help parents to protect their kids Internet safety. Because Track4Win can also monitor other computer activities and track time use, so in addition to child protection on Internet, you can also use Track4Win to know the time your kids use on computer game and other activity such as watching DVD.
So Track4Win is a powerful workplace monitoring tool to control Internet access, and also a good product for parental control.It is the best and cheapest program for web access control.
New! Track4win Enterprise edition released !File Access Monitoring and Security: (New Feature)
If you have existing client base and are capable to be a reseller, please contact us at email@example.com
Monitor employees, Monitor Internet Usage....
The following article is about employee internet usage monitoring.
Should you monitor your employees' Web use?
SmallTech / Monte Enbysk
Your mission, should you decide to accept it, is to implement software that will monitor your employees' every keystroke typed, every e-mail and instant message sent, every document opened and edited, even every Web site visited.
And then to disclose to your employees - as honestly and completely as you can - what you are doing and why you're doing it.
Good luck, business owner (or mom, dad or spouse, as you'll read later).
This is a situation more and more businesses face today. Employee-monitoring devices - known to many as "spyware" - have become more attractive, affordable and easy to use. Companies see their value in helping to increase security, improve productivity, and to reduce employee misbehavior, competitive information leaks, and liability risks. Many employees, however, believe monitoring software infringes their privacy rights. If the implementation is communicated poorly, or the company simply goes too far in its zealousness, morale could be damaged and good people may quit.
Mission impossible? See my need-assessment and implementation strategies below.
Internet use at work growing
The reality is that an increasing number of companies are making this investment, and not so much because of security concerns prompted by the Sept. 11 attacks. Mostly, it's because of increased business use of the Internet (roughly 30% of all U.S. workers are now online). As more and more businesses provide high-speed and dial-up Internet access to their employees, they seek to avoid employees accessing pornography or games or doing excessive personal business through the Web or e-mail.
A 2001 study found that 14 million employees in the United States - more than one-third of 40 million employees online - have their Internet or e-mail use at work under continuous surveillance. Worldwide, the number of employees under surveillance is estimated at 27 million, according to the Privacy Foundation study. Though still largely the domain of corporations, an increasing number of small businesses are monitoring employee Web and e-mail use. In-Stat/MDR found that as far back as 2000, 19% of the small businesses it surveyed were monitoring employee Web use, with 10% of the respondents also taking action to "block" certain sites considered inappropriate.
Monitoring products vary from piecemeal solutions to comprehensive. Websense, for example, is a frequently used product to monitor employee Internet use; it can filter out Web sites, as appropriate. Likewise, MIMEsweeper, is a popular e-mail monitoring product.
Meanwhile, Investigator, a $99-per-user, downloadable program from WinWhatWhere, monitors every e-mail, instant message and document sent and received, and also every keystroke typed on a PC where it is installed. The latest version even snaps pictures from a WebCam, saves screenshots, and reads keystrokes in multiple languages. WinWhatWhere president Richard Eaton says about 80% of its sales have been to businesses, and the remainder to government agencies, parents monitoring their kids' PC use and men or women suspicious of their lovers.
Achieving the right balance
Yes, it is in the best interests of companies today to consider using surveillance software, many analysts say. But if they choose to do so, companies must tell their employees what they are monitoring and why, says Michael Gartenberg, research director at Jupiter Media Metrix.
"Employees need to understand that it is the employer's right to protect its business communications vehicles from abuse, including situations that could prove to be liable or embarrassing to the company," Gartenberg says. "Employers need to understand that expectations need to be set and met, and that an appropriate balance needs to be achieved" between total trust of employees and total lack of trust.
Before you buy any monitoring software, answer these questions, says Ann Meany, a human resources consultant for Watson Wyatt Worldwide.
Are you solving a problem or concern, or are you just paranoid?
"Doing it just because you are paranoid is not the right reason, in my opinion," Meany says. There are better reasons, such as the security and safety of your employees, problems and concerns about sexual harassment of employees, and genuine concerns about employee fraud, espionage, and misbehavior, she says.
Is it a cultural fit
An organization that thrives on independence, such as a research-and-development company, may create more problems than it is solving with significant monitoring. Also, Meany points out, if your company has instituted employee-retention perks such as dry cleaning, pet-sitting, child care, and so on, "you have to expect that your employees will be spending some time during the work day on personal business."
If you are satisfied with your answers here, follow these five tips:
- Disclose your plans in advance and accept employee feedback. WinWhatWhere's Eaton suggests demonstrating to employees the monitoring software and the reports it prepares for IT administrators and others. (Investigator, for example, can send a myriad of different reports on PC use to a requestor's e-mail address.) Warns Meany: How you introduce the subject to your employees is critical. Unless you can make a case for the benefits, in terms of increased productivity and safety and reduced concerns about internal fraud and other liability risks, she says, expect a backlash. And if you don't give notice at all, you could be forced to explain why in a lawsuit.
Have clear guidelines on what behavior is not acceptable. Spelling out every potential scenario is not possible, nor expected. But if you plan to filter out certain Web sites, such as pornography, gambling, or perhaps even job posting sites or F***edCompany.com, you would be smart to disclose this to your employees. Going too far in what you block could be costly, Meany says, but each company has to decide for itself. The point is, your employees will be better served, and more responsive, if you set their expectations on what is inappropriate. Same with personal e-mails and instant messages. Regarding instant messages, many employees don't realize their unencrypted, one-to-one messages can be monitored. Tell them; even show them, if necessary.
A word to employees: Never send an e-mail or instant message at work that you wouldn't be afraid to read the next day on the front page of a newspaper, Gartenberg warns. Likewise, don't visit Web sites at work whose URLs you'd mind seeing posted, next to your name, in a public forum.
Be respectful of employee needs and time. If your company is one where employees work a lot of hours in the office and significant overtime, expect them to be doing some personal business on company time. A certain amount of employee "undertime" - which is stealing off time during the workday for appropriate personal needs, to compensate for heavier workloads and more stress - should be allowed if the employee is discreet and otherwise efficient.
Strike a reasonable balance between security and privacy. If an employee wastes excessive amounts of his or her work time, you haven't hired well. Otherwise, isn't it more important to protect your company from inside information being leaked to the press or competitors, internal hackers or virus writers, sexual harassment or other potentially embarrassing situations, and threats to national security, than it is to know if an employee is rewriting his resume or has found a new love interest? Keep in mind that overzealousness in monitoring, such as stockpiling of employee records, could backfire - the records could be used as evidence against your company in future litigation.
Hire people you can trust. This is easier to say than to do, especially if you are a rapidly growing company or one with thousands of hires each year. Still, trustworthy employees will be easier to monitor - and require less monitoring - than those you can't trust.