Workpuls Teramind ActivTrak Hubstaff DeskTime Time Doctor RescueTime Kickidler Veriato Work Examiner
OVERVIEW
Price $6/user/month $6/user/month $7.20/user/month $7/user/month $7/user/month $9.99/user/month $6/user/month $9.99/user/month $150/licence/year $60/licence (lifetime)
Free trial 7 days 7 days No 14 days 14 days 14 days 30 days 7 days Yes 30 days
Ease of use Very easy Difficult Very easy Easy Easy Very easy Very easy Very easy Very difficult Easy
TRACKING METHODS
Unlimited (tracker working 24/7)
Fixed (defined working hours)
Automatic (when computer is connected to a specified network)
Manual (start/stop)
Project based (track time only on projects)
GENERAL MONITORING FEATURES
Stealth mode
App and website usage
Real-time monitoring
Offline time tracking
Attendance
Activity levels
Keylogger
Geolocation
Remote desktop control
Website/activity blocking
SCREENSHOTS AND RECORDING
Screenshots
Screenshots on demand
Screen recording
PRODUCTIVITY FEATURES
Productivity trends
Websites and apps labeling
Category labeling
Productivity alerts
ADVANCED SECURITY FEATURES
User behavior analytics
Data loss prevention
Advanced file and web monitoring
REPORTING
Productivity reports
Team reports
Timelines
Email reports
Access management
PLATFORMS
Web
Mac desktop app
Windows desktop app
Linux desktop app
Mobile app iOS, Android iOS, Android iOS, Android iOS, Android iOS, Android Android
Browser extension Chrome Chrome Chrome
Other Citrix, VMware Chrome OS
OTHER
Support Phone, email, online Phone, email, online Phone, email, online Email, online Phone, email, online, in-person Online Phone, email, online Email, online, Viber, Whatsapp Phone, email, online, support ticket Phone, email, online
Knowledge base
Video tutorials
Integrations comming soon
API
Deployment cloud, on-premise cloud, on-premise, AWS, Azure cloud cloud cloud cloud cloud on-premise cloud, on-premise on-premise
Kronos Humanity Timeclockplus Tsheets Wheniwork Deputy Replicon Jibble EbilityTimeTracker OnTheClock BeeBole
OVERVIEW
Price(per month)Available upon requestFrom $2 per userAvailable upon requestFrom $6.40 per user+$16Free for up to 75 usersFrom $2.50 per userBasic plan:$30 for 5 users+$5 per additional userFrom $1.50 per employeeFrom $4 per user+$8From $2.20 per user$5.99 per user per month
Free trial30 days14 daysYes14 days14 days14 days30 days30 days,no credit card required
Ease of useDifficultEasyDifficultVery easyEasyEasyDifficultVery easyEasyEasyEasy
FEATURES
Timecard management
Scheduling
Shift Trading
Timesheets
Break time management
Real-time tracking
PTO Management
Payroll
Invoicing
Client billing
GPS tracking
Clock out reminders
Alerts
Manual time
PUNCH-IN METHODS
Web app
Mobile app
Time clock device
Time clock kiosk
Facial recognition
Fingerprint scanning
Geofencing
Group punch-in
REPORTING
Visual reports
Email reports
Time rounding
MANAGEMENT
Permissions
Manager approvals
Add time for others
Integrations
PLATFORMS
Web
Android app
iOS app
Mac desktop app
Windows desktop app
Linux desktop app
OTHER
SupportPhone and onlinePhone and onlinePhone,chat and onlinePhone and chatEmail and onlineChat and phonePhone,email,chat and onlinePhone and onlinePhone,email,chat and onlinePhone and onlineOnline chat and video support in English,French,and Spanish
Knowledge base
Video tutorials
Community forum
API
Workpuls Hubstaff Toggl TimeDoctor Harvest TimeCamp Timely Everhour Tick TMetric
OVERVIEW
Price (per month) $6 per user $5.83 per user $9 per user $9.99 per user $10.80 per user $5.25 per user $99 for 5 users $7 per user $19 for 10 projects $5 per user
Free trial 7 days 14 days 30 days 14 days 30 days Yes 14 days 14 days 30 days 30 days
Ease of use Very easy Difficult Difficult Very easy Easy Very easy Easy Difficult Very easy Difficult
TIME TRACKING METHODS
Manual
Start/stop buttons
Automatic time mapping
IN-DEPTH TASK AND PROJECT ANALYSIS
Screenshots
App and website usage
Activity levels coming soon
Real-time tracking
TASK AND PROJECT MANAGEMENT
Project adding
Project templates
Project status
Task assignment
Task priorities
Budgeting coming soon
Mark billable/non-billable hours
Payroll calculation
Invoicing
ALERTS
Idle time reminders
Deadline alerts coming soon
Budget alerts coming soon
REPORTING
Client login
Productivity analysis
Email reports coming soon
PLATFORMS
Web
Mac desktop app
Windows desktop app
Linux desktop app coming soon
iOS app Beta
Android app
Browser extension Chrome Chrome, Firefox Chrome Chrome Chrome, Firefox Chrome Chrome, Firefox, Opera, Edge
OTHER
Support Phone and online Email and online Email and online Online Online, email and phone Email, online and support ticket Email and chat Email and chat Email Chat
Knowledge base
Video tutorials
Integrations coming soon
API
On-premise hosting

In our quest to maximize team development at Insightful, we recognize that building various technical and soft skills requires more than external education opportunities. Our strategy incorporates internal training sessions aimed at nurturing people-oriented competencies. 

‍

This blog post unravels our approach to fostering an empowered, confident, and highly skilled team and how you can accomplish the same in your organization by leveraging Insightful’s tools for remote teams and learning how to monitor employee work from home.

‍

Identifying Competencies and Designing Internal Training

‍

The journey towards well-rounded competence development begins with identifying the specific skills and knowledge our team members need. We create training sessions that cover real-life scenarios, problems, and challenges our employees face at work, helping them transition smoothly to their new roles and fostering team-oriented activities.

‍

For companies looking to implement a similar approach to competence development, the process can be broken down into several steps:

‍

1. Skills and Knowledge Identification

‍

Start by identifying the specific skills and knowledge your team members need to excel in their roles. This process could involve one-on-one discussions, anonymous surveys, or performance reviews. Analyze your business goals and align these with the skills that your employees need to help achieve these objectives.

‍

2. Analyzing Real-Life Scenarios

‍

The next step is to analyze the real-life scenarios, problems, and challenges your employees face at work. This can be accomplished by asking your team for input and using performance data to identify recurring issues. Remember, the aim is to create a training program that is practical and relevant.

‍

3. Designing Training Sessions

‍

Design your training sessions based on the identified needs and real-life scenarios. Use different training methods to cater to diverse learning styles. These could include hands-on workshops, webinars, interactive e-learning modules, or even role-playing activities. Each session should focus on a particular skill or challenge, and provide actionable strategies that employees can use.

‍

4. Facilitating Smooth Transitions

‍

When employees are transitioning into new roles or taking on additional responsibilities, provide them with additional training and support. This will help them adjust to their new roles quickly and effectively. Consider implementing a mentorship program where experienced employees can guide and support those making transitions.

‍

5. Encouraging Team-Oriented Activities

‍

Promote team-oriented activities within your training sessions. This can help foster a collaborative work environment and improve communication among your staff. These activities can also enable your employees to learn from each other, thereby enhancing their skills and knowledge.

‍

6. Review and Improvement

‍

Finally, continually review and improve your training sessions based on feedback from your employees and the results you see. This could mean making updates to the content, changing the delivery method, or adjusting the frequency of training. Regularly updating your training program ensures it remains relevant and effective.

‍

The Power of Mentoring at Insightful

‍

Mentorship forms an integral part of our onboarding process, contributing significantly to better assimilation of new team members and guiding their professional growth. But mentorship at Insightful goes beyond onboarding. It's a two-way learning process that also helps mentors hone their leadership competencies, such as leading by example, knowledge-sharing, adaptability, and more.

‍

Our training equips every first-time Insightful mentor with the necessary tools to navigate this new experience. We've received positive feedback from our mentors who express that the training has helped them better manage their time, create improved learning materials, effectively transfer knowledge, and adapt their mentorship approaches.

‍

Implementing similar mentorship programs in your company can be a significant step towards nurturing a culture of continual learning and growth. Here's how you can accomplish this:

‍

1. Incorporate Mentorship into the Onboarding Process

To facilitate smooth transition and assimilation of new team members, integrate a structured mentorship program right from the onboarding stage. Assigning a mentor to a new team member can provide a personal touch and guide them through the initial stages of their job.

‍

2. Promote Reciprocal Learning

Position mentorship not just as a one-way street, but a two-way learning process. This perspective can encourage mentors to actively participate, knowing they also stand to learn and grow from the experience.

‍

3. Develop Mentorship Training Programs

Create specialized training programs for first-time mentors. These programs should cover essential areas like time management, creation of effective learning materials, and strategies for effective knowledge transfer. Utilize tools like Insightful's software to monitor the progress of these training initiatives and their impact.

‍

4. Foster Leadership Skills

Use mentorship as a pathway for developing leadership competencies within your organization. Encourage mentors to lead by example, share their knowledge, and adapt to the needs of their mentees. Insightful's software can provide analytics to track the development of these competencies.

‍

5. Gather and Act on Feedback

Regularly collect feedback from both mentors and mentees. This will help you identify what's working in your program and areas that may need improvement. Use this feedback to continually refine and enhance your mentorship program.

‍

Training the Interviewers

‍

At Insightful, we believe in the power of collective expertise and experience. That's why we empower our team members to be part of the selection process, thereby impacting our team's growth. This responsibility translates to a new role - that of a technical interviewer.

‍

We offer specialized training designed to equip our team members with the skills needed for conducting technical interviews. This includes learning about the interview flow, crafting interview questions, and mastering effective interviewing methods. The training also focuses on communication tips and tricks to foster best practices in the interview setting.

‍

Our team members express that this training has provided new perspectives on the interviewing process, offered real-life examples and situations to better understand candidates, and helped them set aside biases and subjectivity.

‍

Companies looking to train their interviewers more effectively can adopt a similar approach by following these steps:

‍

1. Encourage Collective Expertise

‍

Involve team members in the selection process to ensure the growth and development of the team is a shared responsibility. This helps diversify the perspectives involved in hiring decisions.

‍

2. Develop Specialized Training

‍

Create a training program specifically designed to equip team members with the skills required to conduct effective interviews. This should cover areas such as understanding the interview flow, crafting insightful questions, and mastering effective interviewing techniques.

‍

3. Include Communication Training 

‍

The training program should also focus on improving communication skills, as these are key to conducting successful interviews. This could include learning how to actively listen, ask open-ended questions, and create a comfortable environment for the candidate.

‍

4. Emphasize Objectivity

‍

Training should also stress the importance of objectivity in the interview process. This includes teaching interviewers how to recognize and set aside their own biases to ensure fair and impartial decision-making.

‍

5. Use Real-Life Scenarios 

‍

Incorporate real-life examples and scenarios into the training to provide practical, hands-on experience. This can help interviewers better understand the process and how to handle various situations that may arise.

‍

6. Provide Feedback

‍

Regularly review the performance of interviewers and provide constructive feedback to help them continually improve their skills.

‍

7. Emphasize Continuous Learning

‍

Encourage interviewers to continue learning and developing their skills. This can be done through additional training, workshops, or self-guided learning opportunities.

‍

Understanding Insightful's Software: Demystifying Monitoring Tools

‍

Insightful is a technological solution that provides managers and leaders with insights into how team members utilize their time during work hours. But what is monitoring software, and how does employee monitoring software work?

‍

At Insightful, we've developed software that tracks a variety of activities. This could encompass websites browsed, applications utilized, and the duration spent on diverse tasks. This objective data is then analyzed to discern patterns, assess productivity levels, and inform decisions about resource distribution, training needs, and performance enhancement strategies.

‍

Here's how Insightful's employee monitoring software works:

‍

  • Activity Tracking: The software monitors employees' activities during work hours, tracking elements such as applications used, websites visited, and the time invested in different tasks.

‍

  • Data Analysis: The software analyzes this data, identifying patterns and trends. This provides a clear, objective overview of how employees spend their working time.

‍

  • Insight Generation: The software provides insights that can help managers identify where employees may need additional support or training. This could be in areas such as technical skills, time management, or specific tasks related to their role.

‍

  • Performance Improvement: Using the insights from the software, managers can make informed decisions about how to improve performance, whether that involves providing training, reallocating resources, or implementing new strategies.

‍

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Business Management

Empowering Employees: The Insightful Approach to Competence Development

Written by
Kendra Gaffin
Published on
May 15, 2023

In our quest to maximize team development at Insightful, we recognize that building various technical and soft skills requires more than external education opportunities. Our strategy incorporates internal training sessions aimed at nurturing people-oriented competencies. 

‍

This blog post unravels our approach to fostering an empowered, confident, and highly skilled team and how you can accomplish the same in your organization by leveraging Insightful’s tools for remote teams and learning how to monitor employee work from home.

‍

Identifying Competencies and Designing Internal Training

‍

The journey towards well-rounded competence development begins with identifying the specific skills and knowledge our team members need. We create training sessions that cover real-life scenarios, problems, and challenges our employees face at work, helping them transition smoothly to their new roles and fostering team-oriented activities.

‍

For companies looking to implement a similar approach to competence development, the process can be broken down into several steps:

‍

1. Skills and Knowledge Identification

‍

Start by identifying the specific skills and knowledge your team members need to excel in their roles. This process could involve one-on-one discussions, anonymous surveys, or performance reviews. Analyze your business goals and align these with the skills that your employees need to help achieve these objectives.

‍

2. Analyzing Real-Life Scenarios

‍

The next step is to analyze the real-life scenarios, problems, and challenges your employees face at work. This can be accomplished by asking your team for input and using performance data to identify recurring issues. Remember, the aim is to create a training program that is practical and relevant.

‍

3. Designing Training Sessions

‍

Design your training sessions based on the identified needs and real-life scenarios. Use different training methods to cater to diverse learning styles. These could include hands-on workshops, webinars, interactive e-learning modules, or even role-playing activities. Each session should focus on a particular skill or challenge, and provide actionable strategies that employees can use.

‍

4. Facilitating Smooth Transitions

‍

When employees are transitioning into new roles or taking on additional responsibilities, provide them with additional training and support. This will help them adjust to their new roles quickly and effectively. Consider implementing a mentorship program where experienced employees can guide and support those making transitions.

‍

5. Encouraging Team-Oriented Activities

‍

Promote team-oriented activities within your training sessions. This can help foster a collaborative work environment and improve communication among your staff. These activities can also enable your employees to learn from each other, thereby enhancing their skills and knowledge.

‍

6. Review and Improvement

‍

Finally, continually review and improve your training sessions based on feedback from your employees and the results you see. This could mean making updates to the content, changing the delivery method, or adjusting the frequency of training. Regularly updating your training program ensures it remains relevant and effective.

‍

The Power of Mentoring at Insightful

‍

Mentorship forms an integral part of our onboarding process, contributing significantly to better assimilation of new team members and guiding their professional growth. But mentorship at Insightful goes beyond onboarding. It's a two-way learning process that also helps mentors hone their leadership competencies, such as leading by example, knowledge-sharing, adaptability, and more.

‍

Our training equips every first-time Insightful mentor with the necessary tools to navigate this new experience. We've received positive feedback from our mentors who express that the training has helped them better manage their time, create improved learning materials, effectively transfer knowledge, and adapt their mentorship approaches.

‍

Implementing similar mentorship programs in your company can be a significant step towards nurturing a culture of continual learning and growth. Here's how you can accomplish this:

‍

1. Incorporate Mentorship into the Onboarding Process

To facilitate smooth transition and assimilation of new team members, integrate a structured mentorship program right from the onboarding stage. Assigning a mentor to a new team member can provide a personal touch and guide them through the initial stages of their job.

‍

2. Promote Reciprocal Learning

Position mentorship not just as a one-way street, but a two-way learning process. This perspective can encourage mentors to actively participate, knowing they also stand to learn and grow from the experience.

‍

3. Develop Mentorship Training Programs

Create specialized training programs for first-time mentors. These programs should cover essential areas like time management, creation of effective learning materials, and strategies for effective knowledge transfer. Utilize tools like Insightful's software to monitor the progress of these training initiatives and their impact.

‍

4. Foster Leadership Skills

Use mentorship as a pathway for developing leadership competencies within your organization. Encourage mentors to lead by example, share their knowledge, and adapt to the needs of their mentees. Insightful's software can provide analytics to track the development of these competencies.

‍

5. Gather and Act on Feedback

Regularly collect feedback from both mentors and mentees. This will help you identify what's working in your program and areas that may need improvement. Use this feedback to continually refine and enhance your mentorship program.

‍

Training the Interviewers

‍

At Insightful, we believe in the power of collective expertise and experience. That's why we empower our team members to be part of the selection process, thereby impacting our team's growth. This responsibility translates to a new role - that of a technical interviewer.

‍

We offer specialized training designed to equip our team members with the skills needed for conducting technical interviews. This includes learning about the interview flow, crafting interview questions, and mastering effective interviewing methods. The training also focuses on communication tips and tricks to foster best practices in the interview setting.

‍

Our team members express that this training has provided new perspectives on the interviewing process, offered real-life examples and situations to better understand candidates, and helped them set aside biases and subjectivity.

‍

Companies looking to train their interviewers more effectively can adopt a similar approach by following these steps:

‍

1. Encourage Collective Expertise

‍

Involve team members in the selection process to ensure the growth and development of the team is a shared responsibility. This helps diversify the perspectives involved in hiring decisions.

‍

2. Develop Specialized Training

‍

Create a training program specifically designed to equip team members with the skills required to conduct effective interviews. This should cover areas such as understanding the interview flow, crafting insightful questions, and mastering effective interviewing techniques.

‍

3. Include Communication Training 

‍

The training program should also focus on improving communication skills, as these are key to conducting successful interviews. This could include learning how to actively listen, ask open-ended questions, and create a comfortable environment for the candidate.

‍

4. Emphasize Objectivity

‍

Training should also stress the importance of objectivity in the interview process. This includes teaching interviewers how to recognize and set aside their own biases to ensure fair and impartial decision-making.

‍

5. Use Real-Life Scenarios 

‍

Incorporate real-life examples and scenarios into the training to provide practical, hands-on experience. This can help interviewers better understand the process and how to handle various situations that may arise.

‍

6. Provide Feedback

‍

Regularly review the performance of interviewers and provide constructive feedback to help them continually improve their skills.

‍

7. Emphasize Continuous Learning

‍

Encourage interviewers to continue learning and developing their skills. This can be done through additional training, workshops, or self-guided learning opportunities.

‍

Understanding Insightful's Software: Demystifying Monitoring Tools

‍

Insightful is a technological solution that provides managers and leaders with insights into how team members utilize their time during work hours. But what is monitoring software, and how does employee monitoring software work?

‍

At Insightful, we've developed software that tracks a variety of activities. This could encompass websites browsed, applications utilized, and the duration spent on diverse tasks. This objective data is then analyzed to discern patterns, assess productivity levels, and inform decisions about resource distribution, training needs, and performance enhancement strategies.

‍

Here's how Insightful's employee monitoring software works:

‍

  • Activity Tracking: The software monitors employees' activities during work hours, tracking elements such as applications used, websites visited, and the time invested in different tasks.

‍

  • Data Analysis: The software analyzes this data, identifying patterns and trends. This provides a clear, objective overview of how employees spend their working time.

‍

  • Insight Generation: The software provides insights that can help managers identify where employees may need additional support or training. This could be in areas such as technical skills, time management, or specific tasks related to their role.

‍

  • Performance Improvement: Using the insights from the software, managers can make informed decisions about how to improve performance, whether that involves providing training, reallocating resources, or implementing new strategies.

‍