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.

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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)
  • Keep track of file related activities real time, including: create,copy,modify,delete,rename,move
  • Immediately identify the file access type, the file location, the action date and time, the user, and the workstation
  • File Security...Know which files were deleted/renamed/copied in your networked computers, find out who did it and when!

If you have existing client base and are capable to be a reseller, please contact us at resale@Track4win.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

(http://www.bcentral.com/articles/enbysk/156.asp )
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.

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  1. 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.


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