Faut-il payer pour Skype ? 3 alternatives gratuites

Cet article a été publié une première fois en mai 2018, puis mis à jour en juin 2020.

“Il faut vraiment payer pour cette application ?” Voilà une question typique des consommateurs de la génération Internet, élevés dans un univers où tout est facile d’accès, instantanément et souvent gratuitement : télévision, spectacles, musique, informations… Pourquoi payer s’il existe une version gratuite ?

Évidemment, cette approche est également de mise dans le monde professionnel, où l’on s’interroge notamment sur l’intérêt d’utiliser une version payante de Skype, l’outil de conférence web le plus populaire au monde (acquis par Microsoft en 2011).

De nos jours, toute entreprise a besoin d’un outil de visioconférence en ligne et disposer de canaux de communication puissants est essentiel à la réussite des entreprises.

En particulier lorsque l’on sait que l’échec des projets est souvent dû à un manque de communication.

En tant que gestionnaire de projets, vous devez vous assurer que votre équipe reste connectée (que ce soit pour des réunions Scrum ou pour tout échange, en général), mais vous devez également respecter votre budget. Il semble alors logique de se demander pourquoi utiliser un outil payant alors qu’un logiciel gratuit pourrait offrir des fonctionnalités identiques.

Dans cet article, nous passerons d’abord en revue les options payantes de Skype (installé par défaut sur toutes les machines Windows), puis nous présenterons quelques alternatives gratuites qui permettent notamment de discuter en face-à-face avec des collaborateurs à distance.

Faut-il vraiment payer pour utiliser Skype ?

Pour faire bref : non (enfin, vous devez payer votre connexion à Internet). Vous pouvez utiliser Skype gratuitement depuis votre smartphone ou votre ordinateur pour communiquer avec un autre utilisateur connecté sur un autre appareil.

Mais les choses se corsent si vous voulez entrer en contact avec une personne qui n’utilise pas Skype ou qui n’y a pas accès. Par exemple, un membre de votre équipe en déplacement qui ne dispose pas de l’application sur son téléphone mobile, ou encore un collaborateur qui dispose d’une connexion Internet faible, voire inexistante.

C’est peut-être improbable, mais ça arrive. Pour parer à toute éventualité, mieux vaut avoir une solution de rechange. Sans parler des interlocuteurs qui ne peuvent ou ne veulent pas utiliser Skype. 

Sans oublier qu’appeler un numéro fixe ou mobile depuis Skype (votre correspondant reçoit l’appel sur son téléphone et pas par le biais de l’application Skype), c’est payant.

Pour pouvoir effectuer ce type d’opération, vous devez acheter des crédits ou souscrire un abonnement mensuel.

  • Pour 400 minutes d’appel, vous devrez débourser 7,80 € par mois.
  • Vous pouvez passer des appels illimités dans 63 pays pour 15,60 € par mois (des restrictions peuvent s’appliquer).
  • Enfin, vous pouvez acheter des crédits Skype par tranche de 5 €, 10 € ou de 25 €. Les tarifs à la minute varient selon la zone d’appel.

Au revoir Skype Entreprise, bonjour Microsoft Teams

Tout ce que nous venons d’énoncer correspond à la version de base de Skype.

Elle suffit généralement aux auto-entrepreneurs et aux petites structures. Les organismes de plus grande envergure, en revanche, ont besoin de fonctionnalités supplémentaires : communication simultanée avec plus de deux utilisateurs, tableau blanc et partage d’écran notamment.

Microsoft a récemment fusionné Skype Entreprise et Microsoft Teams, son outil de web conférence. Les utilisateurs y retrouvent toutes les fonctionnalités de Skype Entreprise dans le nouveau logiciel de conversation.

3 alternatives gratuites à Skype

Vous ne voulez pas passer à la version payante de Skype, mais vous avez besoin de fonctionnalités supplémentaires ? Voici 3 logiciels de visioconférence gratuits qui pourraient vous intéresser.

Vous trouverez ci-dessous le détail de leurs fonctionnalités et le prix d’un upgrade, au cas où l’évolution de votre entreprise vous pousse à chercher une solution plus robuste.

Certains de ces outils comprennent d’autres fonctionnalités de gestion de projets, comme la gestion des tâches et le partage des fichiers. Ils pourraient donc se révéler avantageux à plus d’un titre.

Ils sont ici présentés par ordre alphabétique.

1. Glip

Aperçu de Glip (source)

Note des utilisateurs sur Capterra :  4,5/5 (161 avis)

Glip, créé en 2012 et racheté par RingCentral en 2015, présente quelques fonctionnalités supplémentaires dont la gestion des tâches et le partage de fichiers.

Version gratuite : publications, espace de stockage, intégrations et utilisateurs invités illimités. La version gratuite inclut 500 minutes de conversation vidéo par mois.

Si vous voulez passer à la version supérieure : pour 5 $ par utilisateur/mois (environ 4,5 €), vous obtenez 1 000 minutes de visioconférence par personne et par mois. Vous bénéficiez également de fonctionnalités de contrôle administratif avancé, de politiques de rétention des données, d’exportations conformes et d’une assistance prioritaire en permanence.

En savoir plus

2. GoToMeeting

Aperçu de GoToMeeting (source)

Note des utilisateurs sur Capterra :  4,5/5 (7 244 avis)

GoToMeeting, disponible depuis 2004, fait partie de la famille des logiciels Citrix Systems. Connu pour ses réunions “en un seul clic”, le logiciel vise avant tout à simplifier l’organisation de visioconférences. Il permet de lancer immédiatement la conversation sans avoir à  télécharger un logiciel supplémentaire ou à fouiller différents menus.

Version gratuite : avec GoToMeeting Free, collaborez avec 3 personnes au maximum depuis votre navigateur Google Chrome, jusqu’à 40 minutes par session. Inclut le partage d’écran.

Si vous voulez passer à la version supérieure : disponible à partir de 12 € par organisateur/mois (forfait annuel), la première version payante prend en charge jusqu’à 150 participants et vous donnent accès à des fonctionnalités comme les applications mobiles, les outils de dessin et le partage de clavier.

En savoir plus

3. Wimi

Aperçu de Wimi (source)

Note des utilisateurs sur Capterra :  4,7/5 (93 avis)

Wimi, logiciel conçu à Paris, est bien plus qu’une plateforme de visioconférence : c’est un véritable outil de gestion de projets incluant des fonctionnalités comme la gestion des tâches, le suivi des jalons ou encore les tableaux Kanban.

Version gratuite : inclut la gestion de 8 projets, 10 Go de stockage et un support client par e-mail pour 3 utilisateurs.

Si vous voulez passer à la version supérieure : disponibles à partir de 9 $ (environ 8 €) par utilisateur/mois, les versions payantes vous permettent d’enregistrer un nombre illimité de projets et d’invités et vous donnent accès à 250 Go de stockage, au partage de fichiers et à une assistance téléphonique.

En savoir plus

D’autres alternatives à Skype ?

Et vous, comment communiquez-vous à distance avec vos collaborateurs ? Utilisez-vous Skype, une des alternatives présentées dans cet article ou bien une autre solution ? Partagez votre expérience en commentaire !

Vous souhaitez en savoir plus ? Consultez notre catalogue de logiciels de visioconférence pour découvrir davantage de produits.

El 54 % de las pymes ve clave ofrecer productos online para renovar su modelo de negocio ante la crisis

Cambios en el modelo de negocio

Cambios en el modelo de negocio

Los distintos frentes abiertos de las pymes ante la crisis

El impacto del coronavirus en los negocios tiene muchos frentes. La supervivencia ante la crisis actual se basa en la adquisición de nuevo software, la oferta de productos y servicios en formato virtual, el aprendizaje y la integración de herramientas de teletrabajo, el cambio de mentalidad a la hora de operar y, por supuesto, los cambios en la organización.

Capterra ha realizado un estudio* a fin de conocer la transformación del modelo de negocio y la organización interna de las pymes para poder navegar en los peligrosos oleajes de la nueva realidad. ¿Cuánto tiempo creen poder sobrevivir bajo las condiciones actuales? ¿Estaban preparadas para una crisis así? ¿Han hecho cambios internos para habituarse al emergente mercado virtual? ¿Cómo han tenido que adaptar su producto o servicio?

Al ser cuestiones que competen a la directiva de las empresas, para este artículo se analizaron únicamente las respuestas de los participantes con poder de toma de decisión.

Puntos destacados del estudio

  • Sólo el 32 % prevé que puede sobrevivir más de seis meses bajo las medidas especiales sin ayudas económicas gubernamentales.
  • El 54 % de las pymes ha implementado o consideran ofrecer su producto/servicio de forma online.
  • El 73 % de las pymes ha cambiado los roles de los empleados o están pensando en hacerlo.

Preocupante pronóstico de supervivencia de las pymes a pesar de la existencia de plan de continuidad

La economía se está reactivando y los negocios poco a poco vuelven a un tipo de normalidad que está condicionada por las medidas especiales tomadas como respuesta a la pandemia. La percepción de supervivencia de las pymes bajo esta situación no es positiva. El estudio indica que únicamente un 32 % prevé que puede sobrevivir más de seis meses sin ayudas económicas gubernamentales.

Pronostico continuidad de pymes en medidas especiales de la pandemia

¿Estaban las pymes preparadas para una crisis de esta índole? El análisis indica que no, incluso teniendo un plan para asegurar la continuidad del negocio. Un 45 % sí tenía plan de continuidad, un 40 % no lo tenía y el resto no está seguro. Pero, sorpresivamente, el sí tenerlo no garantiza la supervivencia del negocio ya que una crisis económica derivada de una pandemia es un caso excepcional.

Casi la mitad de las pymes tenían plan de continuidad previo a la pandemia

Un porcentaje considerable de las organizaciones (64 %) que sí tenía un plan para asegurar la continuidad del negocio frente a una crisis económica está en el segmento que considera no aguantar más de seis meses. Esto sugiere que la pandemia desarrolló frentes inesperados incluso para los escenarios previstos por estos planes.

Renovar el modelo de negocio para enfrentar la crisis: productos online y cambio de roles de los empleados

La reacción principal de las pymes ante esta situación ha sido la digitalización: adaptar y ofrecer su producto o servicio vía online. Un 66 % de ellas considera importante cambiar el modelo de negocio para operar de manera remota o digital.

Por ejemplo, utilizar software de videoconferencia para las reuniones de equipos, instalar un chatbot de asistencia al cliente en la página web o incluso abrir un ecommerce para una experiencia optimizada al usuario.

Como expone la encuesta, las empresas también están realizando cambios en la estrategia de negocio para resistir en la nueva realidad: ofrecer un producto o servicio gratis, entregar a domicilio o modificar el modelo de precios. 

Son cambios en el modelo de negocio que principalmente residen en la digitalización de los productos. Para ello fue necesario comprar nuevo software, una decisión considerada crucial por el 75 % de las pymes

Software adquirido por pymes debido a COVID-19

Un 63 % de las pymes ha adquirido nuevo software para trabajo en equipo, procesos internos y entrega de producto. Por ejemplo, herramientas de colaboración, software de gestión de proyectos o software de chat en directo.

Adquirir e implementar nuevas herramientas implica aprender a utilizarlas, ya que una herramienta mal usada no sólo es pérdida de dinero sino también de tiempo y calidad en el servicio al cliente. Las pymes lo tienen claro, ya que un 82 % de ellas dio formaciones online ya fuese mediante un curso certificado (36 %) o informal (46 %) por medio de un miembro del equipo.

Empleados han recibido formación online informal en las nuevas herramientas digitales

Este nuevo escenario, donde se opera a distancia y se reconfiguran los equipos y los procesos de trabajo, ha supuesto que el 73 % de las pymes hayan cambiado los roles de los empleados o estén pensando en hacerlo. 

Pymes planifican o implementan recolocación de empleados debido al coronavirus

Es consecuente que en situaciones extraordinarias las organizaciones también tengan que tomar medidas no sopesadas anteriormente. De momento, la implementación o consideración de cambio de roles temporal es mayor al permanente pero el mundo de los negocios no es ni será el mismo que el previo al coronavirus, por lo que estas modificaciones podrían mantenerse incluso terminando la crisis, en la nueva realidad. 

Revolución integral de las pymes: modelo de negocio, producto y estructura interna

La crisis causada por la COVID-19 está afectando de manera integral el mundo de los negocios. No es únicamente adaptarse al teletrabajo y expandir el producto a canales virtuales, sino también cambiar el modelo de negocio: planes, precios, servicios, roles de los empleados y la manera de pensar el mercado.

Estos cambios no son fáciles y la mayoría de las pymes no estaban preparadas para un paro tan agresivo y repentino como el que supuso la pandemia, ni siquiera las que tenían planes de continuidad.

El camino que están siguiendo las pymes para mantenerse operativas es ofrecer el producto o servicio online. Y muchas de ellas están haciendo lo necesario para lograrlo: comprar software, formar a los empleados, reorganizarse internamente, abrirse a los nuevos canales y cambiar la mentalidad de funcionar en el mercado.

¿Buscas plataformas de comercio electrónico? Consulta nuestro catálogo.

*Metodología de la encuesta
Para recopilar los datos de este informe hemos llevado a cabo una encuesta en línea durante mayo 2020. Las respuestas provienen de una muestra del mercado español. El cuestionario se envió a 1009 personas, entre las que se seleccionaron 421 para participar. El criterio de selección es:
  • Residente en España
  • Empleado o dueño de una pequeña o mediana empresa
  • Empleado a jornada completa o parcial
Los participantes provienen de diferentes sectores de la industria. 
De los 421 participantes, 325 son directivos, gerentes o dueños con poder de toma de decisiones y 96 son empleados sin poder de toma de decisiones. Este artículo está basado en el análisis de las respuestas de los participantes con poder de toma de decisiones.
Nota: La gráfica 3 corresponde a una pregunta con opción de respuesta múltiple, debido a esto la suma total de los porcentajes es mayor a 100 %.

Millennials Are Open To AI In HR—But Say There’s Still A Place For Humans

AI in HR

HR technology has integrated into the human resources department over the last decade—and as technology advances, the inclusion of artificial intelligence (AI) technology has grown with it. Many HR professionals are embracing this type of technology. However, to some, the notion of machines taking over a role that is based upon building very human relationships is a big concern.

But what about the employee perspective? With 40% of millennials making up the Australian workforce, we wondered if this generation of employees will embrace the involvement of AI-powered technology in HR.

AI in HR

The results indicate that millennials are open to AI technology handling HR tasks but they’d still prefer some activities to be owned by humans.

Other key highlights from the survey include:

  • 63% of millennials believe AI could make HR a fairer department.
  • The older the millennial, the less comfortable they feel with AI in HR.
  • Men are the most open to AI-driven HR technology, women are on the fence.

How is AI used in HR?

Artificial intelligence is already transforming the jobs of HR professionals in several ways. Here are just a few examples:

Administration

Artificial intelligence is well-suited to handling repetitive, low-value tasks. By automating these, HR professionals can focus on more strategic work as well as ones that require uniquely human abilities (such as the analysis of a specific context.)

To give some context, AI can relieve HR staff from administrative tasks like:

  • Payroll processing
  • Workforce analysis
  • Policymaking and implementation
  • Employee paperwork processing.

One example of deep learning AI within HR administration is chatbots. Through natural language processes (NLP), the AI learns to understand language that humans use rather than the language that a computer uses. As hinted by the name, NLP sets out to understand human language in its more natural form, in both written and spoken context. It takes into account tone, context and intent to make a judgement on what information the user is seeking.

By powering the chatbot with an algorithm that provides prompt and accurate responses to employee queries, it relieves HR staff from constantly relaying the same information to different people.

Recruitment

It’s difficult to know the true financial cost of hiring the wrong candidate, but a SmartCompany survey found 18% of small business owners felt their hires were worse or much worse than they had expected.

A great hire, on the other hand, can boost productivity, positively impact a company’s culture, and drive business revenue. For this reason, HR departments are using AI in their recruitment efforts to make smarter hiring choices.

The technology can automate candidate CV screening through to providing feedback to unsuccessful candidates. For candidates entering the interviewing stage, companies are using AI to ask interview questions. This includes the more basic questions, such as ‘How many years experience do you have?’ to more complex questions—like asking them to describe a professional difficulty they’ve had to overcome?’

Additionally, companies are using AI to make an assessment of a candidates personality type to help them decide whether they would fit in well with their company’s culture and values.

Onboarding new hires

AI-integrated systems can introduce new employees to relevant company information on their first day on the job. In a timely manner, an AI application will automatically send a new staff member information about their:

  • Duties
  • Benefits
  • Company policies and practices
  • Reporting authority figures
  • Team members
  • Training schedules
  • Meet-and-greets
  • Task assignments
  • Documentation to sign.

More than this, AI allows for customisation. The application will adapt the information included in the onboarding process based on the specific job role. For example, requesting specific devices that the employee will need or providing readily-prepared answers to frequently asked questions for that position.

Correctly onboarding new employees, especially in a virtual setting, is important because it sets them up for maximum success. It gives them a clear idea of what is expected of them and what they can achieve. For HR professionals, automating this process frees up a great deal of administration time.

Learning & development

HR departments are making use of personalised individual learning and development programs for their staff, which are powered by AI algorithms. Rather than providing a standardised program, the AI analyses which content and training need to be relayed to the employee to maximise their educational experience.

Often, this is based on the new employee’s job role, existing knowledge levels, skill sets and development plan. At the same time, the AI draws upon data and analytics from the business to factor in which skills the employee needs to develop to:

  • Positively impact the company’s bottom line
  • Drive business resiliency
  • Future-proof the business (by ensuring it has the right talent and expertise to meet long-term goals).

Tracking flight-risk employees

Some employers use AI to alert them to employees demonstrating behaviours that would suggest they’re unhappy in their job—putting them at risk of leaving the company. This includes tracking the way they express themselves on email and other company communication platforms to detect whether they change their overall tone. It also checks for keystrokes and internet browsing.

Of course, it’s for the employee to decide whether they want to seek out an opportunity elsewhere. However, by being aware that they’re considering other options, the HR department can proactively engage with them, and hopefully, encourage them to stay.

Incident management

AI-powered technology is also evident in the management of ethics and compliance situations. One business offering this technology is TalkToSpot. It allows businesses to identify cases of harassment and discrimination, policy violations, and whistleblowing.

According to the company: ‘Research shows that talking to a human is one of the biggest obstacles to reporting inappropriate behaviour at work.’ By allowing employees to communicate with its chatbot, a complaint is made anonymously—and importantly, the AI automatically triggers the appropriate corrective and disciplinary actions.

This sort of technology helps champion a healthy and inclusive culture; as well as demonstrating a no-tolerance attitude toward any behaviours that work against it.

The employee perspective: Are they ready for the future?

We surveyed 515 Australian millennials to ask how they’d feel about employers using AI within their HR department—a full methodology of the survey is available at the bottom of this page.

We set out to discover where the boundaries lie, from onboarding through to disciplinary actioning.

63% of millennials believe machines could make HR fairer

All humans are prone to bias. Unconscious biases are outside of our control and happen without us realising or intending it to happen. Our brain will trigger a biased response to help us make a quick judgement of a situation or person, and these thoughts are often based on our background, environment and personal experiences.

This was given as one of the key drivers behind the belief that AI could make HR fairer, according to 63% of Capterra’s survey respondents. One respondent said:

‘Artificial intelligence is impersonal. It does not judge on race, gender, or culture. It purely bases its judgments looking at skill whereas people can be unintentionally influenced.’

 

Respondents also made points about the potential for conscious bias in humans too. One millennial suggested that ‘human emotions sometimes get in the way of processes.’ Another said they believe AI ‘eliminates the possibility of favouritism and the involvement of personal preference’

On the other hand, 57% of respondents said they believe there is still an opportunity for bias to occur within AI. Of this number, 39% said the potential for bias depends on the situation.

Bias in AI in HR

Unfortunately, machines are only as good as the programmers that train them. It’s possible for AIs to learn biases due to engineers unwittingly introducing their hidden biases into the training data they use. In this respect, there are real concerns that AI could make issues of human and societal bias in HR worse. Mckinsey summarises this well:

‘AI can help reduce bias, but it can also bake in and scale bias.’

 

For this reason, experts advise companies to apply innovative training techniques and involve human judgement to ensure AI-supported decision making is fair.

Millennials value the people in HR but feel comfortable with some AI involvement

Recruitment

78% of millennials believe AI could help tackle bias in recruitment. 65% of respondents said they think AI could make HR fairer in the hiring process in general. However, the majority want a hybrid of AI and human recruiters to be used in the industry.

Within the hiring process;

  • 61% of millennials would be happy with an AI screening their CV, as long as a human review it too.
  • 40% of millennials aged 30 years old or more said they wouldn’t want an AI looking at their social history, compared to 32% of people under 30.
  • 27% of millennials said they’d be okay with an AI asking them basic interview questions.
  • 49% would be comfortable with an AI asking them more complex questions, as long as a human also makes a judgement.
  • 37% were interested in their skills being tested via an AI-powered game.
Read more on Capterra’s research into the millennials perspective of AI in recruitment.

The verdict: Millennials prefer a combination of humans and AI in the recruitment process

The use of AI within the recruitment industry relies partly on Australia’s readiness for it. Millennials are already showing indications of interest—and in some areas, such as tackling unconscious bias, they’ve demonstrated enthusiasm. But on that topic, employers must also consider ways that an AI-powered program could work against diversity efforts.

Technology that uses a video link to carry out personality type testing, for example, often relies on measurements such as eye movement, choice of words and tone of voice. However, it doesn’t account for blind candidates, deafness or disabilities such as autism. For this reason (and many more), it’s important that businesses don’t solely rely on AI in recruitment.

Onboarding

62% of millennials were happy with the use of AI in their new employee onboarding for a new job. However, of this number, almost half (47%) would prefer for a human HR professional to be involved as well.

AI-powered employee onboarding the millennial opinion

In terms of gender, women would prefer that this HR task was left to human professionals. A third (33%) would not like an AI involved at all (compared to 24% of men.)

Automating employee onboarding men vs women

The verdict: Millennials value people in onboarding, especially women

Automating the onboarding process has many benefits for HR professionals—a big benefit being that it saves a huge amount of time spent on highly administrative and repetitive tasks. An AI can also combine company data with the new employee profile to produce a personalised process much quicker than a human could.

At the same time, employees value human connection when joining a new company. For this reason, it’s important that new hires have a human point of contact during the process. This doesn’t have to be the HR professional, however. A buddy-system, where employers partner a new employee with an existing employee is a good alternative. However, it may be that an AI assigns a suitable buddy for every new hire.

Employee record management

A third of millennials said they’d feel uncomfortable with an AI handling their employee records. However, 65% were comfortable with it (with a quarter of the 65% saying they are happy for humans to step away from this activity completely.)

Importantly, there is a difference of opinion between ages. 45% of millennials aged 30 years old and older said they’re happy with AI handling their employee records. This is compared to 50% of millennials under 30 years old.  A third of over-30s would prefer humans to manage their records without any kind of AI assistance.

Age breakdown millennial opinion on employee record management AI-powered

A divide between genders is also apparent in the survey results. Almost a quarter (24%) of women are indifferent, compared to 18% of men. Half (50%) of men would be okay with artificial intelligence being the sole manager of their records.

Men vs women millennial opinions on AI driven employee record management

The verdict: The majority of millennials don’t mind an AI handling their employee records

Most millennials are open to AI operating this HR task, and a fifth are indifferent. This points to a clear automation opportunity for businesses. However, they should also bear in mind that around a third (32%) of respondents expressed feelings of uncomfortableness around this concept. With the task involving personal information, it’s worth employers asking staff to authorise and agree to the use of artificial intelligence here.

Career development

55% of the millennial respondents said they’d feel comfortable with an AI providing them with educational assistance to help them in their career. However, a quarter (25%) would prefer humans and 19% are indifferent.

Men were most certain of where they sat on the argument for AI-powered education or human educators. Just 16% said they were indifferent compared to 20% of women.

The verdict: Knowledge gap insights work well with human-led training sessions

Machines can automate a lot of the learning and development process for employees, such as choosing the most relevant programs and identifying what skills an employee needs developing. However, it’s trickier for a machine to teach softer skills, such as relationship building. With that in mind, the survey results present an opportunity for businesses to combine AI with human-to-human training sessions.

Performance analytics

Again, male respondents were more comfortable about the concept of an AI making decisions around promotion and salary increases. A fifth (20%) would be happy for an AI to make the judgement call compared to just 13% of women.

Both genders agreed that an AI application driving performance analysis decisions would only be workable in some situations (43% for men and 41% for women). The older the millennial, the more likely they were to agree with this statement.

Age and gender breakdown of payrise promotion decisions ai

The verdict: Humans should consider the context behind AI-driven performance analysis for employees

The discrepancies between genders and ages suggest a potential confidence gap exists amongst Australian millennials. If utilising artificial intelligence to make these kinds of decisions, businesses should ensure they’re transparent about the framework they’re using to make judgements.

Compensation and benefits

More than half (51%) of respondents said an AI could be effective at conducting analysis into the compensation and benefits that other companies are offering their employees. The aim of this exercise is to then create attractive and competitive employee compensation and benefits packages of their own. This opinion was unanimous across genders and age groups.

21% of employees were indifferent to who handles this task, while 29% would prefer humans to take ownership.

The verdict: AI can help pull relevant information, but humans understand company culture most

Using artificial intelligence to present important data around benefits to human HR professionals could be hugely beneficial to employers in the future. Combining this information with human knowledge about their company culture, businesses can pull together hard-to-rival packages for their workforce.

Disciplinaries

We asked respondents how they’d feel if an AI was involved in their employer’s disciplinary process (such as flagging if a person was frequently late.) Surprisingly, 65% said they were comfortable with it, with a quarter of these respondents saying they’d prefer humans not to be involved at all.

Importantly, however, 28% of millennials would prefer a human HR professional to handle disciplinary tasks without the assistance of AI.

The verdict: Machines can help identify problems, but humans should address them

The results indicate there is still a place for human agents when it comes to disciplinary practices. While machines can help to flag issues that need attention, a human-to-human meeting is likely to be more effective when it comes to taking action.

The final verdict: AI won’t replace humans in HR

With the HR tech solutions market coming in at around $148 billion according to global research by PWC, its role in the department will continue to increase. But what does this mean for HR professionals?

The reality of HR technology adoption increasing is that the role of HR professionals will change. It’s likely that uniquely human skills will grow in importance as a consequence. According to World Economic Forum predictions,  75 million current jobs will be displaced as the role of AI increases in human resources. However, in the same vein, the forum forecast that 133 million new jobs will be created by 2022.

Skills in both emotional intelligence and technical intelligence, like technology design and programming, will be important while analytical skills and the ability to operationalise change will be less important.

Looking for HR software? Check out our catalogue.

*Survey methodology

To understand the opinions of millennials in Australia with regards to artificial intelligence in HR, we conducted an online survey between 3rd March – 8th March. 

We surveyed people living in Australia from the generational group (aged between 24 to 39 in 2020) who work full-time, part-time, or are actively job-seeking. To mitigate the potential for bias, we screened out survey participants that worked within HR and recruitment. This left us with our final number of respondents for the survey: 516.

How will UK restaurants reopen after COVID-19?

COVID-19 has impacted our daily life habits. Going to our regular pub for a pint or having a meal out at a restaurant may seem like a thing of the past.

The UK went into lockdown in March and, like most other industries, it has affected the hospitality industry. The pandemic has meant that restaurants, bars and pubs have had to temporarily close.  For some, this has meant closing down for good as they can’t afford to keep the expenses of a business while not generating any income.

At the time of writing this article, the confirmed date of reopening for restaurants, bars and pubs is 4th July, following a change from the original date of 22nd June.

Hospitality is a key industry for the UK economy

The hospitality industry is the third largest employer in the UK, employing 9% of the total of UK jobs nationwide. In addition, last year it generated £130bn annually to the British economy, making more than the pharmaceutical, automotive and aeronautics industries combined.

Looking at pubs only, in the UK there were more than 47,600 pubs in 2018, according to the British Beer and Pub Association.

The hospitality sector saw sales decline by 21.3% in the first quarter of 2020, as the coronavirus lockdown forced businesses to close. In addition, trade publication The Caterer estimates that over 40% of British restaurants will not survive the crisis.

Pubs, restaurants and bars are a pivotal part of British culture and the country’s GDP, and the question is, how are they going to continue operating once the lockdown lifts on 4th July, ensuring they comply with new COVID-19 safety regulations?

Takeaway and delivery provide a lifeline to restaurants

Some restaurants have been able to continue to offer their services to customers as a takeaway or food delivery, following the rules set by the Government on social distancing and hygiene measures, while waiting for the lockdown to lift on 4th July.

The hospitality industry, alongside other key ones like retail, is one of the most affected industries by the pandemic. The nature of these businesses means that people go into a bar or a pub physically, rather than having it delivered online.

However, while restaurants have been keeping businesses running using take away services, pubs and bars have had to remain closed.

New rules for the “new normal”

However, in the wake of the opening date, the hospitality industry has been preparing itself for a new era, the post-COVID-19 ‘new normal’.

Personal interaction will be reduced to a minimum, from ordering to paying the bill, the industry has been working to adapt to the new requirements. The pandemic has also forced UK businesses to start using business software they might not have needed in the past.

However, it is yet to be seen how the hospitality industry will adapt to these changes, and if it will be a temporary change or a longer-term digital transformation.

British pub chain Wetherspoon has invested more than £11million to ensure that its pubs have regulatory safety measures when they reopen. As well as signage across the pubs to respect the safety distance, there will be:

  • Masks
  • Gloves
  • Hand sanitisers for staff and customers

The chain has also created an app in which customers are able to order from and pay.

Sam Harrison, the owner of London-based restaurant Sam’s Riverside,said they are looking to accommodate the new safety guidelines by offering a click and collect option, as well as home delivery and meal boxes that people can cook at home.

The restaurant is also looking at implementing a new restaurant POS system so customers can order before they arrive at the restaurant. They are also looking at a new system for reservations, including a turns system and also an outside area for customers to wait their turn.

Similarly, Cambridge-based restaurant owner Charlie Gerard has also implemented new POS systems that allow customers to order from the app and avoid personal interaction and also a pre-ordering solution that has allowed them to have food ready for customers during the lockdown.

A new restaurant experience?

The COVID-19 crisis has allowed for other technology previously used in other industries being considered for the hospitality sector – such as AR and robots. US based delivery company DoorDash has partnered with Snapchat to deliver an AR experience to customers. The company allows customers to imagine they are in the restaurant. When a user activates the AR lens, they will also be prompted to download the DoorDash app to place a food delivery order.

British company Service Robots provides robots to the hospitality industry like events, fairs, and catering. The company offers waiter robots that incorporate facial recognition software to identify customers and an in-built navigation system to be able to move around a crowded room.

Despite these new advancements in technology, traditional software solutions such as Delivery management software, Restaurant POS and Pub ePOS systems are a few examples of the software that has been used the most until now in the hospitality sector. These allow restaurants, bars, and pubs to have wider visibility of logistics and delivery as well as managing staff schedules and points-of-sale.

Once the lockdown lifts, the experience of going to the pub may not be the same as before – we may need to leave 2 metres between us at the bar – due to social distancing.

Charlie Gerard, owner, Stolen:

“I expect us to be in a new world where people are aware of the dangers, and while they may not choose to stay in a double sanitised room, [safety measures as well as technology] are features that gives our guests reassurance about their stay.”

Looking for software? Check our Restaurant POS catalogue

 

 

Best LMS (Learning Management Software) In 2020 For Training Staff

Best LMS software for small businesses

The best LMS (Learning Management Software) systems in 2020 are revolutionising how businesses train their staff. The systems automate employee training tasks to optimise their skillset for increased performance and high-end results. Corporate LMS software is available for internal use to train staff and for external use for customer training. 

Best LMS software for small businesses

Read on to find out about the Australian eLearning market, the benefits and disadvantages of LMS software and the four top LMS systems available in Australia.

An overview of the Australian eLearning market

Research and Markets, an online research agency, expects the worldwide eLearning market to reach $325 billion by 2025. In Australia, the eLearning sector is expanding at an accelerated rate. About 5,000 Registered Training Organisations (RTOs) deliver training and vocational education services to the Australian market. Agencies such as the Australian Skills Quality Authority (ASQA) and the Australian eLearning Association (AeLA) ensure quality standard compliance and supervise corporate eLearning delivery and development.

Australia’s government supports the national market’s need for skilled and productive professionals through authorities such as the AISC (Australian Industry and Skills Committee). Also, the growing use of smartphones in Australia, expected to reach 74.44 per cent by 2022, promotes the widespread accessibility of eLearning training from anywhere and anytime.  

The Benefits and Challenges of LMS Software

The Australian market has an increased potential for the growth of training management software solutions. You’ll find three types of LMS software available on the market including traditional, open-sourced and cloud-based.

Open-Source LMS

Open source refers to programs that have a source code which is available for free use by other users or developers. Some users or companies also use open-source programs as a framework to build their own platform. Because of this, open-source LMS programs are popular in Australia. 

Although these programs are low-cost and flexible, they don’t cover custom enterprise needs. Businesses that have multiple requirements, therefore, should bear in mind that there may be additional costs. In this case, an open-source LMS may not be the most cost-effective solution.

Cloud-Based LMS

Cloud-based solutions are available immediately and they’re simple to install. Developers regularly release updates, which improve the programs’ performance and quality. The systems are web-based and support online training across any desktop or mobile devices. Administrators and employees enjoy increased flexibility in their training sessions.

3 Best LMS in Australia 2020

Every organisation has a specific learning environment and a training plan. Some enterprises adopt a formal strategy with a determined number of hours for training each employee, while others have a more informal approach. 

Choosing the right training management software for your company will optimise your staff’s training and deliver unrivalled results. Here’s a list of the four best LMS systems in Australia in 2020. At the end of this article, you’ll find the detailed methodology of how we’ve selected these solutions.

Listed in order of overall rating:

1.  TalentLMS

TalentLMS
TalentLMS dashboard for learning online.

Rating: 4.6/5

Ease of use: 4.6/5

Customer service: 4.5/5

Free version: Available

TalentLMS is an award-winning cloud-based training management software made to deliver engaging training to your employees. The platform is rated highly by users for its ease of use, which makes it an ideal choice for amateur and professional trainers. The system supports a variety of multimedia content to drive your employees’ potential. 

Features include:

  • Availability in 30 languages
  • File sharing for internal and external communication
  • Gamification tools including point scoring, leader-boards and badges
  • White labelling for own branding, assessment creation tools
  • Grading tools and course authoring
  • Video conferencing and premium content delivery.

TalentLMS is available on desktop and mobile devices.

Read more

2. Canvas LMS

Canvas LMS dashboard
Canvas LMS messaging functionality.

Rating: 4.5/5

Ease of use: 4.3/5

Customer service: 4.3/5

Free version: Available

Canvas is a high-performance cloud-based training management software designed for small businesses and public administrations. It includes sophisticated course-creation tools, a modern interface and supports a variety of third-party integrations. 

Features include:

  • Assignment engines
  • Authoring tools
  • Reusable files
  • Scheduling live events
  • Course uploading tools
  • Course discussions
  • Attendance tracking
  • Automated and self-enrollment
  • Gamification features: Comprising of badges, levels, rewards and points.

The platform also includes a learning repository called the Canvas Commons for its community to share modules, classes and assessments, and resources. Its network is for face-to-face, online and blended courses and the library of apps make the LMS system a fully capable educational program. 

Canvas LMS supports asynchronous and synchronous learning. The software is available across desktop and mobile devices. It’s compatible with Linux, Windows, and Mac operating systems. 

Read more

3. Moodle

Moodle LMS interface
Moodle’s quiz testing functionality.

Rating: 4.2/5

Ease of Use: 4/5

Customer Service: 4/5

Free Version: Available

Moodle is a free online open-source Learning Management System, which offers educators worldwide a scalable and customisable training platform. It’s designed for small businesses and teams. The software allows trainers to create and upgrade modular features as needed. It supports peer assessment workshops, forums, and real-time messaging. The software is available on mobile devices.

Features include:

  • Creating and managing categories
  • Assigning courses to categories
  • Activity grading (such as manual grading)
  • Different grading scales
  • Gradebook comments
  • Audit trail
  • Single-sign-on registration
  • Self-registration with administrator confirmation
  • Assignments creation engine
  • Built-in authoring tool
  • Survey and test engines
  • Personalised views
  • Automated enrolment
  • Manual and self-enrolment.

Read more

With eLearning being a mainstream training solution used by most businesses worldwide, the LMS sector is growing exponentially. Australia presents an ideal environment for the growth of LMS solutions thanks to governmental support and market needs. 

Looking for LMS software? Check out our catalogue.

*Methodology:

  • We reviewed GetApp Australia’s directories of Learning Management Systems, which produced a list of 260 software apps (research conducted 1st June 2020).
  • Out of these products, we narrowed the list to those that had an overall rating of 4/5 stars. This reduced the list to 220 apps.
  • Many users are in lockdown, and won’t have access to face-to-face IT support. We set criteria whereby the tools must have at least 4/5 star ratings for ease of use, features and customer service.
  • We then cut the list to include only the most reviewed apps and analysed the written reviews. This action took the list down to 6 tools (with 300 real-user reviews.)
  • The tools had an established market in Australia.
  • Finally, we evaluated the number of monthly searches being carried out for each tool. To assess this, we use keyword research software to narrow the list.
  • This produced the final three tools in the list.

Digital workplace : le bureau de demain

organisation des nouveaux espaces de travail

organisation des nouveaux espaces de travail

Les récentes évolutions observées dans le monde du travail confortent l’émergence d’un modèle déjà bien connu dans de nombreux milieux professionnels, fondé sur une plus grande flexibilité et une mobilité accrue. Faciliter l’accès aux ressources de l’entreprise, en tout lieu et à tout instant, est l’un des principaux défis de cette nouvelle dynamique. La tendance est d’autant plus prononcée que la transformation numérique gagne tous les secteurs d’activité et donne lieu à l’émergence de solutions innovantes telles que les logiciels de digital workplace. Concept très actuel, la digital workplace répond aux enjeux du travail moderne et présente des avantages multiples aussi bien pour les travailleurs que pour les entreprises.

Qu’est-ce que la digital workplace ?

La digital workplace est un environnement numérique de travail offrant aux utilisateurs un accès centralisé à l’ensemble des outils et informations nécessaires à l’exercice de leurs fonctions au sein de l’entreprise. Elle apparaît ainsi comme une version numérique du bureau physique ou de la salle de réunion. C’est une plateforme collaborative unifiant les principales ressources exploitées par l’entreprise dont les mails, la messagerie instantanée, les médias sociaux, les logiciels professionnels et la gestion documentaire. Selon les spécificités, la digitale workplace peut également intégrer des applications métiers spécifiques. Elle s’adapte ainsi aux besoins de chaque organisation.

Découlant directement des évolutions de l’intranet, la digital workplace est une solution complexe qui va au-delà du portail d’entreprise et des suites de productivité comme Office 365 ou G-Suite. Ces dernières se limitent en effet à donner accès à une diversité d’applications ainsi qu’à un environnement de travail collaboratif, sans pour autant assurer l’interconnectivicté et l’intégration des outils entre eux.  La digital workplace est un espace de travail virtuel unifié, basé sur les deux principes fondateurs que sont l’intégration et la collaboration.

Quels sont les enjeux de cet outil révolutionnaire ?

La digital workplace s’adapte aux nouvelles approches de travail, de plus en plus transversales et collaboratives. Le renforcement de la productivité des travailleurs et l’amélioration de la communication en entreprise sont les deux principaux enjeux de cet outil d’avenir.

Renforcer la productivité des collaborateurs

Les modes de travail et l’environnement professionnel sont en pleine mutation. Face aux besoins de flexibilité et de mobilité des travailleurs, le télétravail et la virtualisation gagnent du terrain. En unifiant de manière intelligente tous les outils de travail, la digital workplace simplifie l’accès à une diversité de programmes interconnectés de gestion des tâches, ce qui stimule la productivité des collaborateurs. Ces derniers peuvent accéder à leur espace de travail ainsi qu’à l’ensemble des ressources de l’entreprise à tout moment et en tout lieu, qu’ils soient au bureau, à la maison ou en déplacement. Grâce à la centralisation des applications professionnelles parfois pléthoriques, il n’est plus nécessaire de passer continuellement d’un environnement à un autre, ce qui réduit les pertes de temps et améliore l’efficacité des équipes.

Améliorer la collaboration et la communication interne

La communication revêt un enjeu majeur pour les organisations, qui cherchent à toujours mieux fédérer et impliquer les employés. Elle constitue aussi l’un des points importants de la digital workplace. Cette dernière facilite et optimise l’échange d’informations entre les collaborateurs à travers des solutions intégrées de messagerie d’entreprise. L’amélioration de la communication et l’optimisation du partage d’informations contribuent à une meilleure collaboration au sein de l’entreprise, ce qui permet de gagner du temps et d’accroître la productivité des travailleurs. Par ailleurs, la digital workplace crée un environnement de travail dynamique qui renforce l’attractivité de l’emploi. Autant de facteurs qui influent de façon bénéfique sur le rendement des salariés de l’entreprise.

Quels sont les principaux avantages de la digital workplace ?

La digital workplace apporte des bénéfices liés à la transformation numérique de l’entreprise, notamment en matière de mobilité, de flexibilité et de célérité dans l’exécution des tâches. Elle a aussi l’avantage de regrouper ces tâches dans une seule plateforme et d’interconnecter tous les outils et ressources dont l’employé a besoin pour travailler efficacement. Centrée sur les besoins de l’utilisateur, elle crée un environnement sécurisé et fonctionnel qui s’adapte aux usages des travailleurs. Ces derniers peuvent aisément partager des documents et leurs connaissances, fournir de l’aide et des informations, autant qu’ils peuvent en recevoir de leurs collègues.

De manière plus spécifique, la digital workplace permet de :

  • Disposer d’un accès unique et sécurisé aux ressources professionnelles ;
  • Faciliter l’interaction et la communication entre les collaborateurs de façon synchrone ;
  • Impliquer les collaborateurs et organiser la collaboration selon les besoins ;
  • Planifier les tâches dans un calendrier partagé et fluidifier leur gestion ;
  • Capitaliser et partager les connaissances et les ressources en toute simplicité ;
  • Accéder aux documents et informations en mobilité ;
  • Offrir un tableau de bord en temps réel ;
  • Réduire les coûts opérationnels grâce à l’automatisation des tâches.

Les contraintes liées à la mise en place d’une digital workplace

Difficile à mettre en œuvre du fait de sa complexité et de la multiplicité des outils intégrés qui la composent, la digital workplace ne saurait s’imaginer en dehors de la stratégie digitale de l’entreprise. En effet, la mise en place d’une digital workplace implique au préalable une certaine maturité du système d’information de l’organisation. Elle procède de la transformation numérique de l’entreprise, laquelle doit dès lors satisfaire aux exigences de gouvernance, de sécurité, de gestion de données et de formation du personnel.

L’intégration des données est aussi un impératif dans la mise en œuvre de la digital workplace. Cette dernière doit permettre d’intégrer des données depuis une variété de logiciels implémentés. C’est ce qui fait la différence entre la digital workplace et les applications de travail collaboratif. De plus, chaque secteur professionnel a ses spécificités que doit prendre en compte la digital workplace. La plateforme doit dès lors s’adapter aux besoins de chaque organisation. Elle tient ainsi la promesse d’un environnement de travail adapté aux attentes et usages des travailleurs, tout en augmentant leur productivité et leur bien-être au travail.

Et maintenant ? Consultez notre catalogue de logiciels de digital workplace pour trouver l’outil qu’il vous faut.

Come fare una lezione a distanza: consigli e software per scrivere un corso di e-learning

Come fare una lezione a distanza

Se ti stai chiedendo come fare una lezione a distanza pensa che innanzi tutto dovrai pensare di redigere un corso di e-learning. Ma come farlo, specialmente se non l’hai mai fatto prima? Abbiamo la risposta per te!

Di seguito troverai una guida passo per passo contenente i nostri consigli e suggerimenti per la creazione di un corso di e-learning, oltre ad alcune recensioni sui migliori software per la gestione di corsi di formazione (Learning Management Systems – LMS) disponibili sul mercato.

Come fare una lezione a distanza

L’e-learning è molto di più di una semplice parola in voga. Nel mondo interconnesso in cui viviamo, offrire corsi e lezioni digitali rappresenta un canale importantissimo di diffusione dei messaggi a un pubblico sempre più vasto, indipendentemente da dove esso si trovi.

Che tu sia un educatore alla ricerca di un software per una lezione a distanza, un’azienda che desidera impartire corsi di formazione ai propri dipendenti o un singolo individuo intenzionato a creare un corso online, i software di e-learning si adattano ad ogni tipo di esigenza.

Come redigere un corso di e-learning

Ecco i nostri consigli per iniziare:

1. Innanzitutto chiediti: “Cosa voglio ottenere? In che modo l’e-learning può essermi d’aiuto?”

Prima di iniziare a scrivere un corso di e-learning, è fondamentale avere ben presente il motivo per cui desideri impartire la tua lezione a distanza tramite una piattaforma digitale. La risposta potrebbe essere semplice: il tuo pubblico è troppo vasto per poter essere raggiunto di persona, oppure è disperso in diversi angoli del mondo.

Tuttavia, al di là della logistica, dovrai prendere in considerazione i contenuti del corso stesso. Scrivi un elenco delle nozioni che desideri vengano apprese dal tuo pubblico entro la fine del corso. Tale elenco ti risulterà utile durante la stesura dei contenuti e farà da filo conduttore al tuo corso di e-learning.

2. Individua un profilo di pubblico per il tuo corso di e-learning

In che misura conosci il pubblico del tuo corso? Ricorda che affermazioni quali “Sono dipendenti dell’azienda X” o “Sono studenti della classe X” non sono sufficienti. Dovrai pertanto considerare e valutare il profilo del tuo pubblico in maniera più approfondita.

Tieni presenti fattori quali la fascia d’età, il background culturale, l’esperienza e altre informazioni demografiche per conoscere in maniera più approfondita il tuo pubblico. Chiediti quali formati sono soliti prediligere, con quali tecnologie hanno già familiarità e quale tipologia di apprendimento risulterebbe loro più efficace.

Una volta ottenute queste informazioni, sarai in grado di progettare un corso adatto al tuo pubblico. Tieni queste informazioni sempre presenti.

3. Definisci gli obiettivi delle tue lezioni

Abbiamo già analizzato la modalità di definizione dei contenuti delle tue lezioni, ma è altrettanto necessario stabilire obiettivi misurabili per ciascuna sezione del tuo corso. In questo modo potrai non solo progettare un corso di e-learning perfetto, ma anche fare un bilancio complessivo una volta terminato il corso.

Durante la definizione degli obiettivi, è fondamentale stabilirne di efficaci. Desideri che i tuoi studenti ottengano un determinato voto medio durante il test finale? Vuoi che il tuo staff sia in grado di dimostrare determinate competenze specifiche? Oppure desideri che i tuoi studenti completino il corso entro una data o un’ora specifiche? Valuta attentamente tutti questi fattori per garantire il successo del tuo corso.

4. Crea una storyboard

Dopo aver definito i tuoi obiettivi, individuato la tipologia del tuo pubblico e stabilito gli argomenti principali da trattare, è fondamentale creare una storyboard per il tuo corso di e-learning.

La storyboard non è altro che uno schema del corso in cui vengono descritti gli argomenti principali da trattare nell’ordine prestabilito, i contenuti ed infine i parametri da definire di volta in volta durante il corso.

Esistono numerosi software per la creazione di corsi di e-learning che consentono di generare facilmente una storyboard nella stessa piattaforma utilizzata per la creazione del tuo corso.

5. Scegli la tua tecnologia e inizia a redigere il tuo corso!

La fase finale consiste nella scelta della tecnologia appropriata. Esistono numerose opzioni di software per la gestione dei corsi di formazione, ciascuna delle quali offre funzionalità e caratteristiche diverse in base alle esigenze dell’utente.

Quest’ultima fase potrebbe risultare alquanto complessa, specialmente se non si è mai utilizzato un software per la gestione dei corsi di formazione. Per risolvere questo problema, abbiamo redatto un elenco delle opzioni LMS più popolari disponibili sul mercato.

Quali sono i migliori software per la creazione di un corso di e-learning?

La scelta del software LMS per la creazione del tuo corso di e-learning dipenderà in buona parte dai tuoi obiettivi. Alcune piattaforme sono progettate per la formazione aziendale dei dipendenti, mentre altre sono rivolte a insegnanti, tutor e professori. Altre ancora sono più propense alla personalizzazione, rendendole le piattaforme perfette per i corsi non predefiniti e non convenzionali.

Di seguito abbiamo descritto alcune delle piattaforme più utilizzate per la creazione di corsi di e-learning. Ne abbiamo riportato il punteggio complessivo e di facilità d’uso, quello relativo all’assistenza clienti, il costo, alcune delle caratteristiche principali e quelle che differenziano il prodotto dalla concorrenza.

Le informazioni sulla metodologia completa adottata per la compilazione del presente elenco sono contenute nella parte finale del presente articolo.

Tool LMS gratuiti

1. TalentLMS

Punteggio complessivo: 4.6

Facilità d’uso: 4.6

Assistenza clienti: 4.6

Versione gratuita disponibile per un massimo di 5 utenti e 10 corsi.

Costo di aggiornamento: $ 59 (circa 52 €) al mese per un massimo di 40 utenti e un numero illimitato di corsi.

Schermata principale di TalentLMS per l’interfaccia rivolta agli educatori

Schermata principale di TalentLMS per l’interfaccia rivolta agli educatori (Fonte)

Informazioni su TalentLMS:

TalentLMS è utilizzato da oltre 70.000 organizzazioni per la creazione di corsi di e-learning. La piattaforma è impiegata in numerosi settori, dall’aviazione alla sanità e all’educazione.

Gli utenti di Capterra valutano positivamente la versatilità della piattaforma, grazie alla quale è possibile creare un corso con alcuni semplici clic, ed evidenziano la facilità di integrazione della tecnologia con la maggior parte dei file e dei supporti multimediali (tra cui le presentazioni iFrame e SCORM).

Alcune delle caratteristiche principali di TalentLMS includono:

  • Formazione online in diretta per gli utenti
  • Servizio di assistenza clienti 24 ore su 24
  • Moduli di autoapprendimento
  • Creazione di test e quiz
  • Strumenti di gamification e di social learning
  • Gestione delle certificazioni

Per saperne di più

2. CANVAS

Punteggio complessivo: 4.5

Facilità d’uso: 4.3

Assistenza clienti: 4.3

Versione gratuita: l’account è gratuito.

Costo di aggiornamento: n/d

Dashboard dell’account gratuito di CANVASDashboard dell’account gratuito di CANVAS (Fonte)

Informazioni su CANVAS:

Se i tuoi studenti appartengono a diverse fasce d’età (compresi gli studenti universitari), molto probabilmente avrai già sentito parlare di CANVAS. Questo software per la gestione dei corsi di formazione è ampiamente utilizzato su scala mondiale da scuole e insegnanti per offrire agli studenti corsi di e-learning.

CANVAS è di proprietà dell’azienda madre Instructure e, sebbene offra alcune funzionalità di formazione per i dipendenti, il suo obiettivo principale è la relazione insegnante-studenti. La piattaforma dispone di un portale denominato Canvas Parent, che consente ai genitori di assistere i propri figli durante l’apprendimento, nonché di alcune opzioni di gestione dei curricula per gli utenti con un grado di istruzione superiore.

Le altre caratteristiche offerte da CANVAS comprendono:

  • Monitoraggio delle presenze
  • Relazioni sui progressi
  • Pianificazione delle lezioni
  • Pagelle
  • Curva dei risultati
  • Video-conferenze
  • Sistema integrato per la creazione dei corsi

Per saperne di più

3. Moodle

Punteggio complessivo: 4.2

Facilità d’uso: 4

Assistenza clienti: 3.9

Versione gratuita: Moodle downloads e MoodleCloud (per un massimo di 50 utenti)

Costo di aggiornamento: $ 80 (70 €) all’anno per il piano Starter.

Pagina introduttiva di un corso di Moodle

Pagina introduttiva di un corso di Moodle (Fonte)

Informazioni su Moodle:

Il software LMS e open source Moodle è noto per essere una delle opzioni più personalizzabili presenti sul mercato per la creazione di corsi di e-learning. La piattaforma consente di progettare il proprio spazio personale e di utilizzare diversi template, funzionalità e impostazioni per adattare ciascun corso alle esigenze di ogni tipo di pubblico.

Moodle si integra ottimamente con una serie di altre popolari piattaforme software come Google Apps, NextCloud e Microsoft Office 365. Dispone inoltre di un software di analisi integrato in grado di fornire informazioni più dettagliate sul comportamento degli utenti all’interno del corso.

Le altre caratteristiche offerte da Moodle comprendono:

  • Apprendimento misto
  • Apprendimento a distanza (mobile learning)
  • Video-conferenze
  • Apprendimento asincrono
  • Conformità SCORM
  • Gamification

Per saperne di più

Tool gratuiti per la creazione di corsi di e-learning

4. iSpring Suite

Punteggio complessivo: 4.7

Facilità d’uso: 4.7

Assistenza clienti: 4.9

Versione gratuita: 14 giorni di prova gratuita

Costo di aggiornamento: iSpring Suite è disponibile al prezzo di $19 (circa 17 €) per 3 mesi per fornire supporto agli educatori durante l’emergenza COVID-19. La quota annuale corrisponde normalmente a $ 970 (850 € circa) per utente.

Classe di e-learning interattiva di iSpring Suite

Classe di e-learning interattiva di iSpring Suite (Fonte)

Informazioni su iSpring Suite:

iSpring Suite è un toolkit di e-learning compatibile con numerose piattaforme LMS (comprese quelle descritte in precedenza). L’interfaccia di iSpring consente agli educatori e agli istruttori di creare funzionalità per l’apprendimento dei propri studenti che vanno dai moduli di dialogo simulato ai video formativi e ai quiz interattivi.

Gli utenti di Capterra affermano che l’utilizzo di iSpring non richiede particolari competenze tecniche. La piattaforma ospita inoltre webinar online e offre formazione in linea dal vivo per coloro che lo desiderano. Il servizio di assistenza ai clienti è disponibile 24 ore su 24 e, secondo quanto riportato dagli utenti, l’83% dei casi segnalati viene risolto entro 24 ore dal team di supporto.

Alcune delle caratteristiche di iSpring includono:

  • Contenuto interattivo
  • Creazione di test e quiz
  • Gestione dei modelli
  • Conversione PowerPoint
  • Moduli di autoapprendimento
  • Gestione dei video

Per saperne di più

5. Google Classroom

Punteggio complessivo: 4.6

Facilità d’uso: 4.5

Assistenza clienti: 4.4

Versione gratuita: Google Classroom è gratuito per gli educatori.

Costo di aggiornamento: Google offre l’edizione Enterprise a un prezzo promozionale annuo di $ 24 (circa 21 €) anziché di $ 48 (circa 42 €) per utente. Per poter usufruire dell’offerta è necessario effettuare l’acquisto entro il 31 luglio 2020.

Come fare una lezione a distanza: interfaccia di Google Classroom 101

Interfaccia di Google Classroom 101 (Fonte)

Informazioni su Google Classroom:

Se la tua organizzazione utilizza già Google Suite per la gestione delle e-mail o dei documenti, Google Classroom è la soluzione che fa per te. L’obiettivo di Google Classroom consiste nel favorire la collaborazione tra insegnanti e studenti, indipendentemente dalla loro posizione geografica o dal dispositivo mobile utilizzato.

Grazie all’e-learning, Google Classroom consente di snellire alcune delle attività amministrative che potrebbero altrimenti risultare dispendiose in termini di tempo. La piattaforma permette agli educatori di fornire feedback agli studenti all’interno della piattaforma stessa, promuovendo al contempo una comunicazione più efficace e migliorando la collaborazione.

Alcune delle caratteristiche principali di Google Classroom includono:

  • Pubblicazione di corsi
  • Creazione di test e quiz
  • Aggiunta di feedback e commenti all’interno dei documenti
  • Collaborazione ai documenti in tempo reale
  • Quiz in modalità di blocco
  • Gestione degli utenti

Nota: Google Classroom ha subito un review bombing da parte degli studenti sull’App Store di Apple nella speranza che un punteggio basso ne comportasse la rimozione.

Per saperne di più

Vuoi saperne di più? Consulta il nostro catalogo di software per la gestione di corsi di formazione per scoprire altri prodotti.

Metodologia:

  • Abbiamo esaminato le directory di Capterra relative ai software per la gestione dei corsi di formazione (LMS) e ai tool per la creazione di e-learning ottenendo, rispettivamente, 701 e 157 risultati (la ricerca è stata condotta il 16 marzo 2020).
  • Abbiamo quindi ristretto l’elenco ai prodotti con un punteggio complessivo di 4 stelle su 5, ottenendo così un risultato di 374 software per la gestione dei corsi di formazione e di 93 software per la creazione di corsi di e-learning.
  • Poiché durante il lockdown numerosi educatori non hanno potuto beneficiare del supporto IT, abbiamo esaminato le recensioni degli utenti e definito un nuovo criterio per cui i tool dovevano aver ottenuto almeno 3 stelle su 5 per facilità d’uso e servizio di assistenza ai clienti.
  • Le piattaforme dovevano inoltre offrire una versione gratuita (sotto forma di modello freemium o di versione di prova gratuita) per consentire alle aziende di ridurre i costi e far fronte alla recessione globale causata dalla pandemia.
  • Abbiamo quindi esaminato il numero di ricerche mensili condotte per ciascun tool in base al nome del marchio, per poi selezionare i tool con il volume di ricerche più elevato. Abbiamo così ottenuto i cinque tool descritti nel presente articolo, suddivisi per entrambe le categorie.

Outils de travail collaboratif à distance : quel bilan après la crise ?

nouvelle organisation du travail

nouvelle organisation du travail

Qui aurait pu prédire, fin février, début mars, que le monde tel qu’on le connaît allait être chamboulé aux niveaux humain, social, politique, économique et professionnel comme il l’a été ? Pour les entreprises, le confinement aura été un brutal bouleversement digital et, pour beaucoup, il aura fallu improviser afin de pouvoir pleinement opérer en télétravail. Les outils de travail collaboratif à distance se sont retrouvés au cœur de ce nouveau mode de travail. Quel bilan tirer de leur utilisation ?  Quels en ont été les défis et les avantages ? Vont-ils s’inscrire sur la durée ou connaître les limites de leur potentiel sur le long terme ?

Les outils de travail collaboratif à distance ont déferlé sur le monde professionnel

Les logiciels de collaboration et de communication ont prouvé leur caractère indispensable lors de l’instauration du télétravail. 85 % des logiciels adoptés en raison de la crise ont été jugés “essentiels à la survie [de l’entreprise]” lors d’une enquête GetApp (196 répondants*). Parmi ceux-ci, les outils collaboratifs et de communication atteignent à eux seuls 59 % des outils dans lesquels les PME ont investi dans le but de poursuivre leur activité en période de confinement.

L’outil Google Trends montre en ce sens la courbe d’intérêt de logiciels de visioconférence tels que Zoom ou Skype dont l’apogée se situe à la semaine du 15 mars. Si la courbe est ensuite décroissante, il n’en reste pas moins que le volume de recherche est supérieur à la période pré-confinement et connaît aujourd’hui une certaine stabilité.

Les principales motivations d’implémentation de tels outils se retrouvent dans la nécessité d’assurer un travail d’équipe. Cette dernière est ainsi citée comme besoin justifiant l’investissement dans de nouveaux logiciels par 46 % des PME interrogées (314 répondants*). Grâce à ces plateformes en ligne, les collaborateurs peuvent échanger des informations, consulter des documents, s’organiser pour mener un projet.

outils collaboratifs

Au moment où il était encore impossible d’évaluer la durée du confinement, les PME ont vu dans les outils collaboratifs une solution immédiate pour remédier aux défis que posait un télétravail imposé dans l’urgence. Pour celles qui ne disposaient pas de plan de continuité d’activité (37 % de PME interrogées, 335 répondants), les outils collaboratifs ont fait office de filet de sécurité. Le virtuel s’est ainsi substitué au présentiel et a permis de maintenir l’activité et la productivité de PME dont l’essentiel du travail peut s’effectuer par le biais d’Internet.

Outre cette mutation, la forme qu’a pu prendre la communication elle-même a été une nouveauté pour nombre d’entreprises et collaborateurs. Cette période exceptionnelle a été un accélérateur et une source d’enseignements sur la façon dont communiquer au sein d’une équipe et celle de mener un projet à terme.

Comme le note Yann Gourvennec, fondateur et dirigeant de l’agence de marketing digital Visionary Marketing, “Avec le confinement, les Français ont découvert, enfin, le télétravail. C’est une bonne chose, alors que nous étions à la traîne dans ce domaine depuis 25 ans. Avec cette crise, l’obligation, quasi surréaliste, de devoir rester à la maison, a fait qu’une proportion non négligeable de professionnels français y ont pris goût.”

Collaboration en temps de crise : un cas d’école dont tirer des leçons pour l’avenir

Avec l’intégralité des collaborateurs travaillant de chez eux, et sans réunions présentielles possibles, il a fallu apprendre à communiquer différemment. Pour cela, diverses politiques ont pu être implémentées, comme une politique de télétravail ou de cybersécurité. Le meilleur apprentissage aura été l’utilisation quotidienne par l’ensemble des collaborateurs.

Pour en faire le bilan, il convient évidemment de faire preuve de discernement. Yann Gourvennec fait d’ailleurs remarquer qu’il ne s’agit d’ailleurs pas vraiment de télétravail comme l’a souligné Zevillage.net, mais de confinement, et ce n’est pas la même chose. Toutefois, il est indéniable que face à cette situation inédite, les Français ont laissé tomber leur traditionnelle réticence pour le digital, et sans doute que cela est une bonne nouvelle pour le futur. (…) Ce n’est pas le fait d’une préparation antérieure. Dans ce cas, c’est la nécessité qui a fait loi. ”

C’est avec cette précision en tête, et en n’omettant pas le stress induit par le contexte d’une crise sanitaire, que l’on peut faire un bilan du télétravail et de l’utilisation des outils de collaboration.

La flexibilité au travail s’avère globalement bénéfique pour la productivité : le temps habituellement passé dans les transports est utilisé ailleurs et participe à l’équilibre entre la vie personnelle et la vie professionnelle. Quant aux outils de collaboration, leur mise en place hâtive a d’un côté permis le travail d’équipe et, d’un autre côté, a pu créer un certain épuisement. Maintenant que les entreprises préparent “l’après”, où le télétravail devient une possibilité pour nombre d’employés, un regard en arrière sur les bénéfices et obstacles rencontrés lors de leur utilisation massive s’avère utile pour appréhender l’avenir.

Bénéfices apportés par les outils collaboratifs et de communication en télétravail

  • Le télétravail devient possible à très grande échelle.
  • La communication multicanale permet de discuter en privé et via des canaux dédiés à des projets ou équipes spécifiques.
  • Les appels téléphoniques et vidéo permettent la communication verbale et le partage d’écran.
  • La gestion de projet est facilitée : des projets inter équipe peuvent être menés de n’importe où dans le monde.
  • La productivité se voit favorisée grâce à la centralisation et au partage des informations sur une plateforme commune.
  • Ces outils ont l’avantage d’être tout aussi utiles en temps normal, hors télétravail.

Des applications telles que Google Drive, Basecamp ou encore Trello sont autant de plateformes collaboratives populaires.

Des outils tels que Skype Entreprise ou Slack ou intègrent en sus  les appels audio et vidéo.

Obstacles rencontrés lors d’une utilisation intensive

  • Isolement : les outils ne pallient pas forcément le manque de contact humain et l’aspect social de la vie de bureau que certains recherchent.
  • Les nombreux canaux peuvent monopoliser un temps considérable, là où une discussion de vive voix accomplit la même chose en quelques minutes.
  • “Zoom fatigue”: la fréquence soutenue des appels en visioconférence et des meetings en ligne ont pu générer un certain épuisement.

Comment remédier à ces obstacles afin d’exploiter positivement ces outils ?

S’ils ont été une solution d’appoint, de tels outils s’avèrent pourtant bénéfiques même dans un contexte de travail “traditionnel”. Il faut cependant observer quelques règles de bon sens et d’apprentissage afin de profiter au mieux parti de tout leur potentiel.

Il est important de miser sur la formation de l’ensemble du personnel et de suivre une certaine étiquette afin que tous collaborent et communiquent selon des règles préalablement établies.

De la bonne utilisation des outils de travail collaboratif à distance

Ces quelques mois d’enfermement complet auront été l’occasion de tirer des enseignements en matière de collaboration et de communication au travail. Un logiciel collaboratif est avant tout un outil et comme on le sait, l’outil ne fait pas tout : il faut surtout savoir s’en servir. Il faut comprendre qu’ils s’inscrivent dans une démarche agile.

Voici les points clés à ne pas négliger si l’on veut optimiser l’adoption de solutions collaboratives dans un contexte de télétravail :

  • Une hiérarchie des dossiers et une nomenclature des fichiers claires afin de faciliter la recherche de documents.
  • Maintenir à jour la documentation sur la plateforme afin que tous disposent des informations les plus récentes.
  • Un management à distance : celui-ci doit faire la part belle à la confiance et permettre l’autogestion, plutôt que la surveillance à outrance.
  • Une communication réfléchie en amont afin de délivrer des informations claires et d’éviter des malentendu.
  • Limiter les réunions à celles qui nécessitent une discussion de vive voix ou qui ne peuvent tenir dans un message sur le canal de l’équipe.
  • Valoriser les collaborateurs en reconnaissant la réussite d’un projet ou d’une tâche pour maintenir l’engagement (on devient vite “invisible” à distance).
  • Proposer des canaux dédiés aux discussions informelles et des cafés virtuels pour recréer une “vie de bureau”.

La formation, étape incontournable de l’inscription des outils de collaboration dans la durée

Quel avenir pour ces outils et modes de travail sur le long terme ?

Lorsque l’on sait que 51 % des employées souhaiteraient voir le télétravail se démocratiser et que 50 % estiment que leur entreprise pourrait fonctionner normalement avec un tel modèle (513 répondants**), la question mérite d’être sérieusement considérée. Une fois la décision prise, reste un aspect clé pour parfaire cette implémentation : la formation. À l’annonce du confinement, une importante part de PME n’avait pas prévu de formation pour l’utilisation des nouveaux outils. Celle-ci s’est faite en grande partie “sur le tas”, par le biais d’un membre de l’équipe possédant quelques connaissances en la matière.

Assurer une formation, c’est s’assurer que les collaborateurs détiennent les connaissances nécessaires pour travailler de manière autonome et remplissent leurs objectifs sans dépenser d’énergie à chercher comment se servir d’un outil.

Quant aux nouvelles formes d’organisation du travail, Yann Gourvennec conclut par ces mots : “Certes, le retour sur les lieux de travail reste encore aujourd’hui très lent. Mais ce fait est plus à mon avis à mettre sur le compte de la peur qui a saisi les employés français que sur leur amour immodéré de la technologie.(…) Il est trop tôt et la situation est trop instable pour savoir de quoi demain sera fait exactement. Mais il est sûr que cette période aura eu un impact très net sur le retard français en matière de digital et sur un nécessaire rebond pour rattraper le niveau des pays du Nord.”

Vous souhaitez en savoir plus ? Consultez notre catalogue d’outils collaboratifs pour découvrir davantage de produits.

Méthodologies :

*Méthodologie de l’enquête sur les Tendances d’achat de logiciels : pour collecter les données de ce rapport, nous avons mené une enquête en ligne entre le 15 et 19 mai 2020 auprès de 397 employés de PME françaises effectuant du télétravail en raison de la crise de COVID-19. Les 335 répondants aux questions ont été sélectionnés selon leur rôle dans l’entreprise : ceux-ci sont issus de divers secteurs d’activité et sont tous preneurs de décision (confirmé/manager, manager sénior, membre de la direction ou haute direction). Le nombre de répondants peut différer d’une question à l’autre selon le profil recherché pour une question donnée.

**Méthodologie de l’enquête sur le Télétravail : pour collecter les données de ce rapport, nous avons mené une enquête en ligne entre le 4 et 14 avril 2020 auprès de 4 600 employés de PME effectuant du télétravail en raison de la crise de COVID-19. Ceux-ci sont issus de divers secteurs d’activité et de divers niveaux d’ancienneté. Les répondants viennent d’Australie, du Brésil, d’Espagne, de France, d’Allemagne, d’Italie, du Mexique, des Pays-Bas et du Royaume-Uni.

Attacchi informatici: come difendere il tuo business dalle minacce digitali

Come difendersi dagli attacchi informatici

Come difendersi dagli attacchi informatici

L’argomento degli attacchi informatici tende a ricorrere con una certa frequenza tra le prime pagine mondiali. Aziende come PlayStation, eBay, Yahoo e JPMorgan sono alcune di quelle che hanno fatto notizia per aver subito un cyberattacco.

A giudicare dalla copertura mediatica che ricevono i crimini di questo tipo, sembrerebbe che le realtà più colpite dagli attacchi digitali siano le grandi aziende e le istituzioni. Ma in realtà non è così!

Più del 50% di tutti i cyberattacchi interessano aziende di piccole dimensioni, che risultano essere evidentemente molto vulnerabili. Vuoi perché non hanno un vasto portfolio clienti o perché il loro fatturato non glielo permette, molti imprenditori smettono di investire in sicurezza informatica, ed è proprio questo a renderli soggetti più a rischio.

Continua a leggere per scoprire i principali danni degli attacchi informatici e alcuni consigli su come difendere la tua azienda, come ad esempio investendo in sicurezza digitale con un software per la cyber-sicurezza.

Le PMI nel mirino dei cyberattacchi

Esistono alcuni specifici fattori che rendono alcune PMI un facile obiettivo per gli hacker. Vediamoli:

  • Assenza di iniziative di cybersicurezza
  • Mancanza di formazione e consapevolezza dei dipendenti sui rischi informatici
  • Possesso di dati importanti come numeri di carte di credito dei clienti
  • Mancanza di una piattaforma esterna per la conservazione dei backup e la protezione dei dati

Va inoltre tenuto a mente che gli attacchi informatici sono particolarmente deleteri proprio per le PMI, che possono improvvisamente subire la perdita di dati importanti o essere impossibilitate ad accedere al sistema, per non parlare dei danni causati ai clienti e delle ripercussioni in termini di immagine.

Episodi di elevata gravità possono portare al fallimento: le statistiche indicano infatti che circa il 60% delle PMI vittime chiudono i battenti sei mesi dopo aver subito l’attacco.

Per farti un’idea della gravità, la società di servizi Code Spaces non ha aspettato nemmeno un mese, sono bastate poche ore! Gli hacker avevano eliminato la maggior parte dei backup e dei dati dei clienti. Di conseguenza, il costo per risolvere il problema e rimborsare i clienti rendeva l’operazione impraticabile. Con la reputazione ormai compromessa ed economicamente devastata, l’azienda decise di arrendersi.

Casi come questo corroborano indiscutibilmente la necessità di investire in misure preventive.

5 tipi di attacchi informatici

Le minacce del mondo online, oltre ad aumentare di anno in anno, sono sempre più sofisticate e puntano a degli obiettivi ben precisi: accedere illegalmente ai dispositivi e rubare informazioni sensibili. Vediamo insieme alcuni tipi di crimini informatici.

1. Malware

Il malware è un software malevolo che, attraverso il download di file sospetti da parte dell’utente, consente all’autore del crimine di ottenere l’accesso non autorizzato a dati di terze parti. I malware più conosciuti sono i virus, gli spyware, i trojan (o trojan horse) e i ransomware.

2. Ransomware

Si tratta di un tipo di crimine digitale con il quale l’hacker sequestra i dati della vittima e, a partire da quel momento, addebita una tariffa per il loro riscatto, forzando molte aziende a cedere all’estorsione. In alcuni casi sono stati chiesti fino a 70.000 euro per il riscatto.

3. Phishing

Attacco di phishing

È probabile che tu abbia già avuto a che fare con questo tipo di attacco. Il phishing è il tentativo di ottenere dati quali password e numero di carte di credito attraverso e-mail fraudolente che imitano quelle di fonti affidabili. Una pratica comune è anche quella di creare pagine false che simulano i siti web delle banche con lo stesso intento di rubare dati sensibili.

4. Ingegneria sociale

Con questo metodo il criminale induce con l’inganno i dipendenti di un’azienda a fornire l’accesso a dati importanti. La minaccia è veicolata da fonti che sembrano affidabili, come un messaggio di un collega, ma che arriva probabilmente da un account violato ed è accompagnato da un link il cui scopo è quello di compiere il reato.

5. DDoS (Distributed Denial of Service)

Lo scopo del DDoS (Distributed Denial of Service) è quello di rendere inaccessibile un server, un’applicazione o un’infrastruttura. Si tratta di un attacco molto frequente nei servizi online come gli e-commerce.

Che cos’è la sicurezza informatica?

A questo punto dell’articolo ti starai chiedendo come difendere la tua azienda da queste minacce digitali. Vediamo allora cos’è la cyber-sicurezza e come questa pratica può proteggerti dai pericoli dell’ambiente digitale.

Nota anche con il termine inglese cyber security, la sicurezza informatica consiste in misure preventive per proteggere il sistema informatico aziendale da accessi non autorizzati. Consente di minimizzare il rischio di un accesso abusivo a informazioni importanti, preservando così l’integrità della tua azienda.

Le misure di protezione digitale sono fondamentali, soprattutto oggigiorno quando le società impiegano fino a otto mesi per identificare un attacco informatico. Per essere davvero efficace, la sicurezza informatica dovrebbe basarsi su tre pilastri essenziali: le persone, la reazione e la tecnologia. Vediamoli nel dettaglio!

Come difendersi dagli attacchi informatici

  • Persone

Il team building riveste un ruolo importante nelle misure preventive. Molti crimini vengono commessi a partire da errori elementari, ad esempio aprendo e-mail con contenuti falsi o scaricando file sospetti.

Investi in formazione continua, incentivando i dipendenti a creare password sicure e sensibilizzandoli sul pericolo di eventuali contenuti sospetti. Fomenta in loro un senso di responsabilità riguardo alla protezione digitale.

  • Reazione

Come gestisci gli attacchi informatici? Predisponi un piano d’azione nel quale definisci gli incarichi da svolgere. Così l’azienda sarà in grado di rispondere tempestivamente alle minacce.

I crimini informatici stanno diventando sempre più sofisticati, pertanto anche il tuo metodo di reazione deve evolvere alla stessa velocità.

  • Tecnologia

Dai programmi antivirus agli strumenti di backup, l’uso di un software per la sicurezza informatica è un tassello importante della tua strategia di prevenzione. Esistono diverse opzioni sul mercato che possono soddisfare le esigenze della tua azienda all’interno del budget disponibile.

Un altro consiglio è quello di usare un software per proteggere la posta elettronica. Questi strumenti difendono da minacce quali virus, SPAM, phishing, ransomware, ecc.

Vuoi saperne di più? Consulta il nostro catalogo di software per cybersecurity per scoprire altri prodotti.

O que são fintechs e quais as vantagens de contratar os seus serviços

o que são fintechs

o que são fintechs

O momento é de crise e entre as grandes preocupações das empresas está a de manter as finanças em dia em uma panorama instável e de tantas mudanças. 

Segundo pesquisa recente do Capterra, 88% das PMEs brasileiras consideram importante ou muito importante aumentar seu fluxo de caixa no curto prazo, quase o mesmo número de negócios (86%) que enxerga como vital cortar gastos nos próximos meses. 

Para os pequenos negócios, estes dois pontos somente ficam atrás em importância daqueles ligados ao cumprimento das regras locais com respeito à quarentena e ao distanciamento social e à produtividade dos trabalhadores.

O que muitos empresários não sabem é que cada vez mais as questões financeiras de uma empresa vão muito além do uso de planilhas de Excel para o controle de gastos ou do contato com o gerente do banco para conseguir um financiamento ou renegociar prazos. 

Nos últimos anos, as chamadas fintechs irromperam no mercado brasileiro oferecendo serviços para empresas (e também para pessoas físicas) e passaram a disputar espaço com instituições financeiras clássicas, como bancos ou seguradoras. Não sabe o que são fintechs e como utilizá-las? Nós explicamos abaixo.  

O que são fintechs? 

O nome parece complicado, mas as fintechs são as startups desenvolvidas para oferecer serviços inovadores na área das finanças por meio de novas tecnologias. Na verdade, a explicação do que são essas empresas está no próprio termo: tech, de tecnologia em inglês, e fin, de finanças. Elas podem ser um serviço ou um software na nuvem, como sistemas de pagamentos, por exemplo.

À diferença das instituições financeiras tradicionais, as fintechs costumam ser mais enxutas e atender determinados nichos de mercado e estruturar seu produto e a experiência do cliente com foco na tecnologia.  

Há um verdadeiro boom de fintechs brasileiras nos últimos anos. Segundo o último Mapa de Fintechs do Brasil, publicado pelo Finnovation no ano passado, o número de empresas do tipo em operação no país pulou de 377 em 2018 para 504 em 2019, um aumento de 34%. 

As fintechs são inclusive a maioria entre as startups brasileiras que alcançaram o status de unicórnios, com valor de mercado de US$ 1 bilhão ou mais, como mostra a imagem abaixo:  

fintechs brasileiras

Os motivos para essa explosão são vários, mas entre os principais estão: 

  • Mudanças na regulação sobre o tema promovidas pelo Banco Central, que impulsionaram a atuação tanto de novas instituições de pagamento, como o Neon, como de empréstimos e crédito.
  • Um grande mercado em potencial: 
  1. No caso das pessoas físicas, representado pelo grande número de desbancarizados existentes no Brasil, que conseguem, através da fintechs, acesso a serviços antes voltados quase exclusivamente a quem possuía cartões de crédito ou outros produtos financeiros.
  2. No caso das empresas, representado por pequenos empresários e empreendedores individuais, que têm mais dificuldades de acesso a crédito ou para utilizar tecnologias até pouco tempo reservadas a grandes negócios, como máquinas de cartão

Como observado, as fintechs estão florescendo no Brasil ao facilitar por primeira vez o acesso a novidades da área financeira a uma grande fatia de empresários e pessoas físicas. 

Mas é preciso estar atento: como toda novidade, as fintechs ainda estão conquistando a confiança do consumidor e podem gerar dúvidas quanto à segurança dos ativos em um ambiente totalmente online, principalmente àqueles menos acostumados às novas tecnologias. 

Abaixo selecionamos as principais vantagens e desvantagens de adotar tais serviços para os pequenos empreendedores:   

vantagens desvantagens o que são fintechs

Tipos de fintechs

As fintechs atuam em diversas áreas, fornecendo diferentes tipos de serviços ou soluções financeiras, de sistemas de pagamentos, passando por gestão financeira, entre outros.

Por isso, ao contratar o serviço de uma fintech para empresas, é preciso buscar soluções que se encaixem a uma necessidade concreta ou que combinem funcionalidades que podem ser aplicadas a mais de uma área, caso necessário.

Abaixo mostramos os principais tipos de fintechs e o que elas oferecem: 

Gestão financeira/contabilidade

São plataformas voltadas para diferentes áreas do controle financeiro das empresas. Entre os principais tipos, se destacam: 

Os empresários precisam estar atentos às novidades dos sistemas de pagamento: pesquisa feita no início de 2020 pelo Capterra mostrou que os pagamentos eletrônicos com o celular estão ganhando espaço no país.

Sua principal vantagem está na facilidade de adoção e na flexibilidade: estão disponíveis na nuvem (sem a necessidade de instalar um programa no computador) e cobram mensalidades por pacotes de serviços, dependendo do número de usuários que utilizarão a plataforma e de quais funcionalidades a empresa adotará. 

Pagamentos

Estão entre as mais conhecidas e são aquelas comumente chamadas de bancos digitais. 

Não são formalmente bancos, como explica o próprio Nubank, mas operam oferecendo os principais serviços dos bancos tradicionais também para pessoas jurídicas, como: 

  • Cartão de débito ou crédito
  • Saques
  • Transferências
  • Emissão de boletos

Entre as principais vantagens para as empresas em comparação com alguns bancos tradicionais estão a isenção de taxas e a gratuidade em mensalidades, por exemplo. 

Fintechs de crédito 

São as empresas que integram o segmento de fintechs que mais cresceu nos últimos anos. Desde 2018, podem atuar sem a intermediação de uma instituição financeira tradicional e fornecer empréstimos diretamente às empresas. 

Muitas empresas da área têm foco nas PMEs.

Entre as principais vantagens estão as taxas competitivas, a rapidez no processo e a maior facilidade para acessar o crédito. 

Seguros 

As fintechs de seguros têm inclusive um nome próprio: insurtechs. Aqui, o fin de finanças dá lugar ao insur, de insurance (seguro em inglês).

São empresas que facilitam a busca e a contratação de seguros tanto para pessoas físicas como para empresas, reunindo diversas opções de seguros em uma única plataforma e com serviços de cotação online. 

Investimentos

Estão mais voltadas às pessoas físicas que buscam investir seu dinheiro em títulos de renda fixa, ações, fundos, imóveis, entre outros produtos financeiros.

Como vantagem, além da rapidez em abrir uma conta e manejar os serviços online, as empresas oferecem calculadores de investimento para os usuários fazerem simulações.  

Blockchain e Bitcoin

As bitcoins são moedas virtuais que utilizam a tecnologia blockchain, que permite rastrear o envio e o recebimento de alguns tipos de informação pela internet, para suas transações.

Diversos apps ajudam investidores que buscam realizar esse tipo de investimento.  

Fintechs x bancos?

Como vimos, as fintechs entraram no mercado para disputar espaço com bancos e instituições financeiras tradicionais e, muitas vezes, oferecer serviços totalmente inovadores, como é o caso de algumas ferramentas de contabilidade, gestão financeira e pagamentos

As fintechs podem, portanto, não apenas substituir antigos serviços contratados pela sua empresa como complementar muitos deles, agilizando processos e trazendo eficiência.

Se você ainda tem dúvidas sobre se vale a pena ou não apostar por essa novidade, a dica é sempre olhar para as necessidades da sua empresa e dos seus trabalhadores. 

A adoção de novas tecnologias deve ser sempre planejada e discutida internamente com a equipe. Antes de tomar uma decisão, lembre-se sempre de comprar as opções no mercado, ler avaliações de usuários e testar os serviços antes de contratá-los.

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Nota: Os aplicativos mencionados neste artigo são exemplos para mostrar recursos em um contexto e não se destinam a endossos ou recomendações das ferramentas em questão. Eles foram selecionados de acordo com o seguinte critério: as empresas deveriam ser unicórnios (com valor de mercado de US$ 1 bilhão ou mais) ou candidatas ao posto de acordo com relatório do início de 2020 da comunidade independente de inovação Distrito.