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Having Oracle as Backened Database with SmartSuite Software

SmartSuite Software is a web based application with an open source structure. It employs PHP as the core technology behind its development. To power its database needs, it uses one of the world’s most popular database management system, MySQL. MySQL is a popular choice of database for use in web applications, and is a central component of the widely used LAMP web application software stack— LAMP is an acronym for “Linux, Apache, MySQL, Perl/PHP/Python”.

Now, apart from the support for MySql databases, we also provide support for other databases like those in Oracle and MSSQL. Very recently, we had an inquiry from someone asking for the software but with the database backened in Oracle. To all those who have been looking for the same with our software, we are always ready to provide it as desired. There is absolutely no issue with the database part. Be it MySql, MSSQL or Oracle, the software is supported with any database. You can have our software as it is but if you feel like having backened in Oracle or any other database system then you can let us know. We shall complete all customizations and make it available to you in a given time.

Currently, we are able to provide database migration without any problem. The available modules in the software will be same as what we have in the software at present. For any further customization in the software, additional charges will be made. There are no charges for minor customization.

Please let us know if you have any queries related to database migration. You can mail it here – aks@bioenabletech.com

Is LDAP supported with SmartSuite Software ?

This again is a very common query from those who have placed inquiries for smartsuite software. LDAP which stands for Lightweight Directory Access Protocol is currently not supported with the smartsuite software. But it doesn’t mean that we cannot provide the same with our software. As most of you must be knowing that the smartsuite software is open to customization and so having support for LDAP is quite possible and we can surely provide the same once you have ordered your license with support for LDAP as one of the major requirements.

Now to tell you more about the LDAP, LDAP is basically an internet protocol which is used by email and other programs to look up for an information from a server. This information can be anything from email address to name, age, location, etc…  LDAP is particularly useful in cases where you want to seek specific information from a server. Say for example, finding the address of someone who has never ever sent you an email. Apart from seeking information about people and other related details, LDAP can also be used to look up encryption certificates, pointers to printers and other services on a network, and provide “single signon” where one password for a user is shared between many services. LDAP is appropriate for any kind of directory-like information, where fast lookups and less-frequent updates are the norm.

LDAP is supported by most of the email clients and mailing programs other than web based mailing clients do have a support for LDAP. Most LDAP clients can read from a server though writing and updating information is limited to only few clients. LDAP does not include security or encryption, so updates usually require additional protection such as an encrypted SSL connection to the LDAP server.

More information related to LDAP can be found here - LDAP

Does SmartSuite Attendance Software run on Linux Operating System ?

smartsuite_linux

Yes…SmartSuite Software is supported to run on Linux Operating System. We have been receiving queries on the same from some people who have doubted smartsuite software compatibility with the linux operating system. The very first thing you must know is that SmartSuite Software is an open source application. Being an open source application, it is supported to run on any operating system, at present runs well on both windows and linux operating system.

The installation of smartsuite software on Linux is very similar to what we perform on Windows based operating system. The only difference lies with the file system where unlike windows there is no executable file as such. So, instead of clicking on the setup and moving ahead with the installation, you have to manually place all required installation files in the www directory of linux operating system. The default location for www directory is –

/var/www

Incase if you are unable to locate the same, you can type in the required command in the linux console to find the same. The default command for the same is -

locate

Using ‘locate’ command, you can make a quick search for any directory which is located under Linux OS. The locate command is often the simplest and quickest way to find the locations of files and directories on Linux and other Unix-like operating systems.

The basic syntax for locate is:

    locate [options] name(s)

When used without any options, locate displays every absolute pathname for which the user has access permission that contains any of the names of files and/or directories that are provided to it as arguments (i.e., input data).

Once you have copied your smartsuite installation files and folders to the WWW directory of your Linux OS, you can then follow the same installation steps as being carried out while installing the smartsuite software on Windows OS. Type in the following in your linux browser address bar –

http://localhost/smartsuite/install

and then move on till your installation gets completed.

You can follow smartsuite installation instructions from the pdf manual which is supplied with smartsuite installation package. Also, please make sure you are connected to the internet before installing the software. You may face problems while installing ioncube on your linux server and so here is a manual to do the same without any issue -

http://www.crucialp.com/resources/tutorials/server-administration/how-to-howto-ioncube-loader.php

Once you have followed all of the above instructions and the instructions in the manual correctly, you should be able to install smartsuite software on your system easily without any problem..!

Let us know if you still have any issues with the installation. Mail your queries here – aks@bioenabletech.com

Web based Attendance Software or Desktop based Attendance Software ?

attendance software

Do I require a web based attendance software or a desktop based attendance software ? Why should I go for a desktop based attendance software or a web based attendance software? How is one better from other? What are the benefits? These and perhaps more could be one of your major concerns while you have been searching for a right attendance software for your organization. It is never easy to decide anyways until and unless you are determined enough to go with your decision.

Choosing a right attendance device/software is surely one of the prime concerns for any organization. We have been receiving ‘n’ number of queries on the same. And most of the times, we have been suggesting people to go a web based attendance software like SmartSuite Software for some obvious reasons -

Easy to Manage

A web based attendance software is easier to install and manage. Unlike a desktop based attendance software which works on a single system and is complex to manage, a web based attendance software requires one time installation and can be accessed from anywhere, anytime provided you have an active internet connection and a supported browser program.

Multiple User Access

A desktop based attendance software is a single user attendance software whereas a web based attendance software like our smartsuite software is a multiple user attendance software. It can be accessed by more than one user at a single time.

Easy to Customize

A web based attendance software like SmartSuite Software, is an open source system which is easier to customize as per user’s requirements. The same is not possible with most of the desktop based attendance software. Chances of customization in a desktop based attendance software is less than 5%.

Fast and Reliable

A web based attendance software is fast, reliable and low on resources whereas a desktop based attendance software is often slow and heavier on resources.

Feature Packed Modules

A web based attendance software like SmartSuite Software is a feature packed attendance software offering several modules like Organization chart, Detailed Employee records management, Leaves management, Attendance management, Shift Scheduling along with extensive Reports & Charts. A desktop based attendance software mostly comes with some few basic modules like attendance management, leave management and some basic report management.

So, you can now make out from the points above. There is no reason why you shouldn’t go for a web based attendance software. Inspite of the differences as mentioned above, one thing you must know is that both web based attendance software and a desktop based attendance software can be easily integrated with your attendance devices so as to allow logs to be updated automatically in the software. The reports related to the same then can be viewed later in the software.

Let us know if you are still in doubt. Mail you queries to – aks@bioenabletech.com

Issues on SmartSuite Software Support for Biometric Attendance Devices

attendance_device_support

BioEnable Smartuite Software can be easily integrated with biometric attendance devices like BioAccess v2, BioAccess v2 Plus, NAC2500, NAC5000, etc… The present list of supported hardware is less but we are constantly working upon increasing the support for more devices. On the basis of what we have found, people have been requesting us to enable our software support for more attendance devices. We have been making sure that our software is supported with more and more attendance devices like those from ESSL, Pegasus, etc.. Our software can be integrated with any number of attendance devices provided some prerequisites are met.

If you have any attendance device other than the supported hardware on our site then there is nothing to worry about. Being an open source software, BioEnable SmartSuite Software is independent of the device format. In case if you have any doubts regarding the hardware support, please do let us know by sending us an email. Also, please make sure that you have sent us the database file of your attendance device. The database file is required by us to know whether actually can we provide the integration with your hardware. The database file is analyzed by our technical team and then on the basis of their findings, we are finally in a position to let you know about the integration. Basically we check for the fields and if there is a mismatch in the fields, we then try to make some customizations in our software so as to make sure that we provide the necessary integration finally. Chances are also there where we cannot do much and the integration between software and hardware becomes impossible. Such cases are quite rare anyways.

Currently, Smartsuite Software has a support for databases in MS Access and MSSQL format. There is no support for Oracle at present. So, please make sure you have the databases in the same format which is supported by our software before mailing it to us. We will then do the needful.

Let us know if you have any more doubts regarding the hardware support. Mail you queries to – aks@bioenabletech.com

Contract Labor Management System (CLMS)

bioenable_contract_labor_management_systemContract Labor Management System (CLMS) is an important process in any enterprise. Contracting helps in improvising the bottom-line with keeping the liabilities limited. Today, it is almost unavoidable for any Principal Employer not to avail services of Contract Workers. However due of the Compliance Issues, Safety & Security issues, Accidents, Periodic medical check-ups etc, the entire contract management process becomes a complex subject for the departments like HR, Security & Facilities etc. But Our Contractor Labor Management Module is a comprehensive feature, designed specifically for your businesses. The module comes complete with specific contractor names, dates of expiry of the contracts, all individually tailored for each contractor, complete with the photograph of the contracting party.

Contract Labor Management System is a Web based System for employers to have a better check and control over their contractors and the laborers under them. Using our Labor Management System, organizations are able to implement Security norms that help create a Safe & Secured work environment. Using our Contract Labor Management System, employers can deal with such issues easily and could save few hundred times the investment within few months of implementing our system.

SmartSuite Contract Labor Management System is an enterprise wide system which helps organizations in managing the Contract Labourers. It is an integrated system with the necessary hardware, software & consumables. Hence maximum Large & Medium Corporations trust SmartSuite Contract Labor Management System for their Enterprise.

BioEnable Contract Labor Management System Presentation

 

Features:

  • Projections of labour requirements from Shop floor and sanctions at Admin level.
  • Registration of the labour, Contractor.
  • Projections of labours requirement to the various contractors.
  • Standard Reports for labour and contractor activities.
  • Information of Contractor & his company.
  • Labour Profession – Soft Skilled and Hard Skilled, technical, Non-Technical etc.
  • In and out attendance through various means like Biometric, Barcode and RFID, and storage of Photo, as applicable.
  • Requisition of labour and wage calculations on Daily basis, weekly basis and monthly basis Contractors Payments records and settlements
  • Simple card/fingerprint generation system
  • Details like site, blood group, photographs can be incorporated on the card
  • Color bands for type of labors
  • Rights allocations/Login Managements
  • Valid up-to date is prominently displayed on the badge
  • Attendance using fingerprint scanning
  • Shift logic
  • Over time, double shift logics
  • Time sheet generation
  • Labor/Contractor Restriction
  • Automatic Approval Process
  • Mail Alerts
  • Menu Management.

Available Modules:

  • Plant (company) wise restriction for labors/contractor.
  • Attendance approval process for labors on daily basis by authorized person inside the plant.
  • Quota approval process by authorized person every time when added.
  • Contractor/Contract approval process by authorized person.
  • Mail alert for each approval process to the authorized person
  • Labors restriction in case if quota full for particular day.
  • Labors/contractor restriction in case they are blacklisted/terminated by higher authority.
  • According to IN, OUT Punches Working Hours will be calculated.
  • Skill set wise wages report for labors/contractor.
  • Detail reports of all regarding labors/contractors related activities.

Benefits:

  • In case of accident / threat, man count & individual details can be traced.
  • For labour projections requirements, labour attendance and wage calculations.
  • Reduces manpower at the Gate.
  • Focused activity by the Manpower at the gate.
  • Eliminates the Manual errors
  • User friendly.
  • Productivity improvements
  • Utilization improvements
  • Improve customer Service Levels
  • Compliance and tracking of Working Time Directive
  • Accurate and fair payment of employees
  • Automatic and accurate assignation of costs to projects

Advantages of Contract Labor Management System

  • Save time.
  • Simplify the procurement contract process.
  • Allow for compliance with internal and external regulations.
  • Identify and manage risk.
  • Enhance the standardization of the contract process.
  • Maximum realization of revenue and cost savings through the maximization of the benefits of each contract.
  • Introduce paper free contracts.

Highlights of BioEnable Contract Labor Management System

  • Simple card/fingerprint generation system
  • Details like site, blood group, photographs can be incorporated on the card
  • Color bands for type of labours
  • Valid up-to date is prominently displayed on the badge
  • Attendance using fingerprint scanning
  • Shift logic
  • Over time, double shift logics
  • Time sheet generation
  • Labor/Contractor Restriction
  • Automatic Approval Process
  • Mail Alerts

Download Presentation
Download Brochure

You can also test CLMS demo here - CLMS Online Demo

Login Credentials -

username –
admin@mydomain.com
pass –
admin

Please note that BioEnable CLMS is open to customization. You can mail your requirements for the same here – nikhilj@bioenabletech.com or you can call here to discuss more : 020-66813623

Top 10 HR Mistakes to be avoided

We all make mistakes. However, in business, mistakes that involve your people can severely drain your bottom line, your piece of mind and possibly your entire business. We will start out this month by reviewing the top 10 human resources mistakes” and then, in the coming months, go more in depth on each one.

1. Not hiring for talent and fit
You want to hire for 1) skills and knowledge, 2) talent and 3) fit. There is a difference between the three. Skills are the “how to” of a role and are capabilities that are learned. Knowledge is “what you are aware of,” either factually or experientially, and can be transferred from one person to another. Talents are natural or acquired capabilities and a key recurring pattern of thoughts, feelings or behaviors. Talents are extremely difficult to teach. An ideal fit will not, in itself, result in superior performance, although fit becomes an issue if the person’s values and behaviors are not in alignment with the organization’s culture.

2. Hiring quickly and firing slowly
When companies do not have sufficient staff to cover an open position, they may rush through the hiring process and make a poor hiring decision. Poor hires are typically a costly mistake. They take up a supervisor’s time, create “bad vibes” among current employees and increase costs for an organization. Poor hires can affect service and product quality and create a poor impression with customers. While training supervisors in lawful and effective interviewing and hiring practices, it is important to also develop and train them on a formalized effective disciplinary action process. Too often, poor performers are allowed to languish instead of being held accountable
in a more timely manner.

3. Poor leadership, lack of effective communication
If you want to be an effective and motivating leader — you had better know the difference between leading, managing and coaching. Leaders influence, do the right things and are outward-focused. Remember, leaders do right things. Managers do things right. All of us could use a little more coaching — it helps others become more successful. Always deal with your employees with open, honest and direct communications. Maintain self-esteem during all interactions with your employees and respond with empathy.

4. Not appreciating generational differences
Ask the two people sitting closest to you this question. “Where were you when Kennedy died?” Boomers and older people will think of JFK, while younger people will think of JFK Jr. Boomers have a view of Gen X as “the army of aging Bart Simpsons — armed and possibly dangerous.” Gen X views job security as a big joke and Gen Y is the largest of the three generations at 80-plus million. While they were the centers of their parents’ universe, you as a Boomer or a Gen X supervisor do not have to send the “carbon copy” of their latest performance appraisal home to their mother.

5. Winging it with pay practices
Having no system is not defensible and may result in perceptions of favoritism. A recent World at Work survey of HR and compensation professionals found that 78 percent of their organizations had a “formal compensation philosophy,” yet only 26 percent said theirs was in writing. A formal compensation system, including written compensation philosophy, will support the attainment of your strategic goals by helping your organization’s ability to attract, reward and retain the necessary organizational talent. It also allows supervisors, managers and business owners to have a rational conversation with employees regarding how they are compensated.

6. Failing to recognize and reward people effectively
Fifteen percent of the value of a company is traceable to tangible assets; the other 85 percent is intangible. Human capital is the dominant asset in modern business strategy. Employees leave for a variety of reasons, the most common among them being:

  • Poor supervisory relationships
  • Lack of opportunities for growth and development
  • Inadequate recognition and rewards.

Three key ways to keep your employees:

  • make them feel valued (supervisory issue)
  • make them feel appreciated (rewards and recognition)
  • provide opportunity for growth (learning and growing)

7. Not providing growth, development opportunities even with limited budgets for formal “employee development programs
Companies need to invest in their human capital” to meet ever-increasing customer requirements in today’s global economy and leaner organizational structures. With a higher percentage of employees being described as knowledge workers, providing new technologies and the opportunities for “continuous learning” is essential, particularly with younger workers. Organizations that fail to provide more than lip service to the development of their people are likely to experience higher turnover and lower levels of customer and employee satisfaction.


8. Allowing an inwardly-focused culture to develop.

Who is your customer and what’s the reason your organization exists? Customers these days are smarter, price-conscious, approached by more competitors, more demanding and less forgiving. It takes 12 positive occurrences to overcome one negative experience.

9. Failing to successfully navigate the changing legal landscape
U.S.-based companies and their employees enjoy many employment rights and freedoms (i.e. from unlawful discrimination to sexual harassment) that have evolved over the past 40 years of federal, state and local legislation and through legal rulings on statutory law.
New legislation and legal rulings are continuously occurring, requiring employers to stay on top of the changes and ensure that they — including all of their supervisors and managers — are in compliance while performing and interacting in their daily roles.

10. Not effectively dealing with complex HR issues
Not everyone has the ability or desire to deal with people and their issues. If you are the one dealing with employees at your business, know your limitations. What is your personality, motivation, expertise of the jobs and how much time do you realistically have to recruit and manage employees? If you have a person who handles your HR, do they understand people? Do they keep their technical skills sharp? Do they support the organizational direction? Do they have attention to detail?

Employees are the only truly unique component of any organization and can help it grow and prosper as well as fail and die. The investment in effective HR practices and functions is as critical to the success of an organization as having the right equipment, materials, products and processes.

Top 10 Tips for Hiring and Retaining Solid Employees

All of a company’s employees add value and contribute to its success – some in small way, others in large measure. Because sound recruitment and retention strategies provide a competitive edge, hiring should be done carefully, methodically and strategically. Here are ten ways to attract top prospects to your company and retain them once they’re on board.

1. Recruit Continuously
Aggressive companies are always on the prowl for talent. They have a sense of what skills they need now and in the future, and what type of person will be a good fit. They look even when there are no current openings, because one can never predict when an employee might leave.

2. Know What You Nee

Know the skills and personality traits that will make a person successful in a given job, so you can develop job descriptions when you’re hiring. This helps in framing interviews with potential applicants, who in turn learn in advance more about the skills needed for the position.
Initially, a job description facilitates the selection of the right employee. But a good job description also ensures that he or she has a clear understanding of responsibility, authority and expected results, so it also becomes a useful training outline.

3. Interview Many Candidates

Don’t hire the first person you like. Commit to meeting a number of people – even though you won’t be interested in most of them. If you don’t think a person is a good fit for your company, use the interview to dig up information on your competitors or create a business-development opportunity. (Who knows where your company’s next alliance partner will come from?)

4. Ask Probing Questions

The only way to find out if candidates will be a good fit for your company is to ask a lot of questions to discover whether:
they possess a positive attitude.

  • they have high energy.
  • they are trustworthy and possess good character.
  • they feel good about themselves and life.
  • they take responsibility without making excuses.
  • they desire to keep learning and hunger for growth.
  • they are willing to follow the leader and work with the team.
  • they have a good track record.
  • they are able to flow with the organization and accept change.

5. Check References

Today’s employment laws are extremely strict on how much information can be obtained regarding past employment; previous employers are not supposed to give out any information other than the length of employment. They cannot give out any information with regard to skills, attitude, attendance or anything else in the applicant’s job history while employed there.

6. Clarify Expectations
New employees seldom know exactly what is expected of them, how they will be measured, or with whom they will work the most. It’s important to communicate expectations and metrics clearly and succinctly from Day One.

7. Offer Attractive Compensation
Money buys the house and the bacon, but it also represents recognition and fairness. Talented people expect their contributions to be acknowledged and their compensation to reflect their impact. If necessary, do a competitive compensation survey.

8. Establish a Buddy System
Often overlooked yet consistently successful, mentoring systems give employees a sense of history and community when they enter a new company environment. By introducing recruits to the office culture immediately, mentors make them feel important and necessary to the company’s success.

9. Develop People to Their Full Potential
Every company leaves a tremendous amount of human potential untapped because its people are inadequately developed. Provide informal feedback and coaching, cross training and opportunities for advancement. Train all new employees thoroughly in job requirements immediately upon hiring. Putting a new employee on the job to “sink or swim” results in frustration, sloppy work habits and omission of important details. Reinforce the attitudes and behavior patterns you want. A new employee is usually highly receptive to suggestions and eagerly assimilates and readily accepts the organizational vision, mission and goals.

10. Conduct Exit Interviews: Retention of talent often begins at the end of the process. Chances are, an employee who is walking out the door will be more honest and forthcoming than a person who still depends on your company for a paycheck. But in order to ensure truly effective exit interviews, a leader must establish a climate of trust long before he receives the letter of resignation.

Dealing with employee absenteeism

Business analysts often hesitate to put a concrete valuation on service firms because, as they note, “their inventory walks out the door every night,” referring, of course, to the companies’ employees.

Problems of such mobile inventory begin when employees don’t walk back in the door the next morning due to absences for any number of reasons. This hazard of operation applies as well to manufacturers and companies engaged in retail or distribution, not to mention all the government organizations that serve the public – in short, every employer.Work absences cost

U.S. employers an estimated 17 percent of payroll costs — a huge penalty that can make the difference between profit and loss for private organizations, or massive budget overruns for public employers.

The reasons people are absent from work usually have something to do with health — their own or that of someone else in their families. People tend to use their allowable sick leave because they confuse it with vacation days and take the attitude of “use it or lose it.” And who can blame the working mom for staying home with her sick child, or taking time during the day to tend to an ill parent.

Other people are absent from work under programs ranging from the Family Medical Leave Act to long-term disability under workers’ compensation rules. Some are absent due to problems of mental health or substance abuse.

A survey of U.S. insurers and employers indicated that on any given day, 25 percent to 33 percent of the typical work force is not at work for a variety of reasons, including scheduled time off for vacations or paid holidays, incidental absences and employee disabilities due to both occupational and nonoccupational injuries, or illnesses ranging from the mild to serious.

It gets worse: The U.S. General Accounting Office reports that three out of 10 people eligible to return to work on a given day do not, largely due to a lack of disability management by employers. That could mean that employers could cut disability costs by as much as 30 percent if they managed employee health and absences more aggressively.

The management problem stems from a general lack of coordination among all the functions that deal with employee absences. Often, companies and public organizations view employee health and disability as uncontrollable costs. They pay for absences in a variety of ways such as direct payments to disabled employees, workers’ compensation insurance premiums, employee assistance programs, medical insurance, short and long-term disability plans and sick leave.
Often the uncounted costs are even greater. These include loss of productivity and erosion of customer services that can lead to loss of business and revenue.

Direct costs of employee absences are typically managed by various individuals and departments, without coordination or cross currents of information. For the same people with the same disorder, the management of absence and the payment to employees may be handled by the supervisor (sick leave), various people in the human resources department (FMLA or short-term versus long-term disability), the employee health center (work injury and modified duty), the risk management group and insurance administrator (work injury and workers’ compensation).

All these functions are managed without much direct knowledge of the individuals involved. Many organizations are unable to answer questions such as: Is an absent person getting the right treatment from the right provider, in a timely manner?

Would an absent person be able to return to work if duties were modified to accommodate recuperation? Is absence part of a pattern that could indicate a shortfall of responsibility by the employee?

These and other questions can only be answered if employers begin a focused absence management effort that would knock down the walls separating management functions and, more important, penetrate the barriers to open communications between employer and employee.

According to one survey, companies that applied integrated disability management strategies averaged 19 percent in savings. More than a third of the companies surveyed saved 25 percent or more.

The most successful absence management programs were those that applied safety education programs to prevent injuries, return-to-work management, medical care management, use of independent medical examinations and other services that can facilitate employees’ early return to work.

The concept of facilitation of care has emerged as a keystone approach to absence management. When employees have an advocate for their prompt and effective care, the costs of their treatment and absence from work are considerably less.

Hardware Support

BioEnable supports multiple different hardware devices to increase efficiency for employees punching in/out, job costing, and invoicing. The hardware listed below can be used with our web based attendance software (smartsuite software) as well as contract labor management software.

Below is a list of biometric devices which are currently supported with our software -

BioAccess v3 – The New Age Access Controller

bioaccess v3BioAccess v3 is the new age access controller with all fingerprint, card and password option. With its high definition color LCD display and the unique open design of the keyboard it has got and elegant design to suite the interiors and offers a class look.

BioAccess v2 – Time Attendance Recorder

BioAccess v2
bioaccess v2BioEnable launches BioAccess v2 model of its popular BioAccess Time attendance recorder. BioAccess v2 is powered with advanced features and come with quality & service assurance form BioEnable.

BioAccess v2 offers the fastest fingerprint identification and verification speed in the industry and features intelligent fingerprint recognition technology for the first time. It automatically learns and adapts to the changes in the fingerprints, leading to lowest false rejections in the industry.

NAC 5000 – Standalone Fingerprint Access Control

NAC 5000

nac5000NAC-5000 is a cutting edge fingerprint access controller, which comes with NITGEN’S superior own algorithm, large LCD& touch screen. It is very convenient and innovative design, it’s a market leader in access control with high value. NITGEN’S fingerprint algorithm enables to high speed authentication, NAC-5000 is  designed for large scale of security system using TCP/IP & wireless LAN.

NAC 2500 – High Speed Fingerprint Access Controller

NAC 2500
nac2500
Designed and produced using outstanding fingerprint recognition technology NAC2500 fingerprint recognition Access control system is capable of speedy and accurate authentication of fingerprint data. With this product have we made it possible for you to build a more improved and efficient security system for a lower installation cost. in addition, this product offers you enterprise level entry management and employees’ work hour management with its LAN communication-based network structure and enhanced server management program.

NAC 3000 – Fingerprint Access Control Security System

NAC 3000
 nac3000
Fingerprint Access Controller (NAC-3000) is the state of the art biometric system by adopting fingerprint technology, which has very excellent biometric security and user’s convineance. Designed and manufactured with the sensor and algorithm developed by nitegen’s superior biometric technology , it has very accurate and speedy fingerprint recognition rate while a user can build very robust security system at inexpensive cost. Also if using server management program of which network configuration and functions have been strengthened, you may advantageously apply it for Access Control System and Time and Attendance Management of  enterprise level.

Proximity Card Access Control

proximity_access_control

The proximity card access control system, is a professional access control product. It is a proximity T&A and A&C system, as it adopts proximity communication PSK and encrypt professional proximity card to check ID which is much safer and more credible than those without encrypt proximity cards. It gets maximum security and maximum value to the customers, which is a senior and a safe equipment, to achieve the professional management of automatic and modern.

Fingkey Hamster I – USB Optical Fingerprint Scanner

Fingkey Hamster I
fingkey_hamster1
NITGEN’s Fingkey Hamster is a fingerprint identification device for computer security that is equipped with the fingerprint identification module featuring its superior performance, accuracy, durability based on unique NITGEN Fingerprint Biometric Technology. It can be plugged into a computer separately with your mouse and it is very safe and convenient device for security instead of passwords that is vulnerable to fraud and difficult to remember.
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