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Here are the new features in the PS4’s v5.0 firmware beta

No, you still can’t change your PSN ID

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Tips to Choose a Translation Company in Dubai

Translations services are bridging the gap between different languages. It is challenging to hire a translation company in Dubai that matches your criteria. In business communications and marketing communications, expression of ideas should be precise to avoid misunderstanding and conveying wrong messages to other business owners as well as to potential customers. While hiring a service for your translation requirements, you have to consider the reputation, quality, and price of the service provided by them. Even though you consider all these things, your prime concern will be about the target and quality of the work provided by the service. However, there are certain other things that play equally important roles in selecting a company.


 Expert translators


Professional translators should be qualified and trained in the specialized language. You may find people who are fluent in a specific language, but you cannot use them as translators. A professional translator is not only an expert in the language, but also an expert in translating marketing communication document. A good service possesses professional translators in different langauges, who can provide their service based on the language requirements of the clients. A translator of each language know the technical as well as cultural nuances of the language. In-depth knowledge of the required language is necessary to provide an accurately written document.


Check out the website


Before choosing a service, you need to go through the website of the translation company in Dubai to know the services provided by them. Check whether the website is flawlessly written. Professional translators are great writers also. Hence, you can expect the text to be pleasant, and without spelling and grammatical errors.


Understands the Market Trends


Enquire with the agency whether the translator provided has experience in writing text on similar industries like your business. The translators should know the current market trends running in the industry to provide the best possible marketing communication document for you. If you’re hiring a professional agency, then you can assure that they will provide you with a certified and trained translator for the specified language.


 Guaranteed quality


Every translation agency gives out great promises on the quality of the documents. However, you should have an idea on how they’re achieving the target without compromising the quality of the document. You have the right to ask the agency on how they have completed the process of translation and the experience they have in the field of translation. You can check whether the agency is using a translation software along with the native translators for translating the documents. The agencies that are using a software can assure you high-quality localization of your document.


Each language has different variants of word usage. Hence, the translator should know the differences in the usage culturally. In-depth knowledge of subject matter and language is required for a translator to translate document to convey the right message to the readers.


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Protecting 3D printers from cyberattacks could be as simple as listening carefully

 As 3D printers grow smarter and continue to embed themselves in manufacturing and product creation processes, they are exposed to online malefactors just like every other device and network. Security researchers suggest a way to prevent hackers from sabotaging the outputs of 3D printers: listen very, very carefully. Read More

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Q & A: John Neilson, Managing Director, NHS SBS

SSON: John, a bit of background to begin with: can you tell our readers a little about NHS Shared Business Services, in terms of why the organisation was set up and how it’s structured?

John Neilson: The business was set up initially by the Department of Health (DH) to create efficiencies in its back office that could then be invested in front-line healthcare. That was in 2003. By 2005 the DH realised that the organisation would be more efficient and could grow more quickly if they worked with a commercial partner. They went through a full procurement process.   Steria worked with the DH on the joint venture model that we have today. It was a unique proposition which the DH considered would work best for the NHS marketplace. It is a unique joint venture – a genuine 50/50 partnership with Board representation from both Steria and the DH… Both organisations were required to make investment in the joint venture and will consequently share in the benefits.

Partnership working, wanting to do things collaboratively, was a key element of what we created. If you draw a comparison with other outsourcing contracts where it is more supplier-contractor based, there is the potential once the contractor has taken on the work for responsibility to pass to them. Our model is different in that the DH is represented on our Board and so they contribute to all the strategic discussions and decision-making.

SSON: So, just to clarify: in terms of the gains generated, 50% goes back to Steria as profit and 50% goes back as extra funding the NHS can spend wherever it wants?

JN: Yes: for the DH, they’re yet to decide how they’re going to utilise those funds but it is probable that they will share it out among our NHS Trust clients.

SSON: What are your own responsibilities within your current role?

JN: I’m Managing Director of NHS Shared Business Services (NHS SBS) and report directly to the Board.  I am accountable for the strategic growth of the business and the delivery of the ongoing business objectives around profit, revenue, client satisfaction etc. I have been in this position since January 1 2009.

My background prior to that was with Steria.  I have a general management background which includes HR Director at Steria.

SSON: OK. The organisation has enjoyed some significant success recently in terms of adding new clients. Can you tell us about what’s been going on – who’s come on board?

JN: This year we’ve taken on 14 new finance clients and 16 new Payroll clients. I think the main driver for this success is the improvement in quality of service delivery. Our customer satisfaction survey showed the number of Directors of Finance that would recommend our services has increased to 85%, while 87% of the same population say that we “add value to their business”.  We have also been ranked by Hackett as world-class amongst shared service organisations – we’re among the top 18 shared services organisations in the world – and it’s that combination of world-class systems and processes with high levels of customer satisfaction that has led to significant levels of growth this year.

The National Outsourcing Association (NOA) has also given us two awards this year. In a marketplace that’s very much word-of-mouth, where people network across the sector in a very open and transparent way, this sort of recognition is very important. If you can build up momentum from this then really you start to drive growth.

People have seen our improving customer satisfaction results, they’ve seen we’re delivering 20%-30% savings for Trusts and Trusts want to be part of that. We’ve also had a lot of support from the Treasury and from the DH, both of which have highlighted NHS SBS as a centre of excellence in the way we support the government’s agenda of reducing costs in the back office to protect frontline services.

SSON: What have been the challenges you’ve faced when taking on these new clients and how successfully do you think you’ve overcome them?

JN: I think that one of the biggest lessons we’ve learnt is the importance of an excellent initial migration. We have invested heavily over the last couple of years to ensure that migration is right. We put a lot of effort into working with clients so that they understand how the migration will work to deliver the best results. Our experience is that outsourcing with a well planned migration is the basis for a successful partnership with the NHS Trust client. The feedback we’ve had from the clients we’ve taken on this year is that our migrations have been the best yet.

SSON: On that topic: when a trust decides it wants to join the project, do you have a vetting process when you decide whether or not they’re going to be compatible with your procedures and systems, or do you just say “fine: you want to do it, come on in!”?

JN: Having established interest we have a base-lining process where we analyse all the different elements and costs that the Trusts manage within their finance and accounting, Payroll or Family Health Services businesses. We use the base-line to give us a deeper understanding of their activities and therefore the processes we would be taking on. Often this process gives clients a better understanding of what they do and how they do it. It allows us to prove the case related to saving them between 20% and 30% of their existing costs. We work with the Trust to develop the business case which will go through their internal governance process to get sign off.

Usually the Trust’s board decides whether or not to proceed. Each Trust has an independent decision-making process – supported not only by their executive management team but also by their non-executive directors and advisors.

SSON: How often do you find a Trust deciding that it doesn’t want to go with you?

JN: If a Trust decides not to join NHS SBS today it doesn’t mean that they will never want to join us. They may have other priorities at this point in time but they might come back to us in say 18 months time to have the conversation again. We have very few situations where the Trust will say “actually we’ve looked at this and don’t think it will work for us”. Occasionally Trusts feel they are already very efficient.  They may feel that they can run things better by themselves, or they have other issues that may outweigh the financial benefits that NHS SBS would bring. In the majority of cases NHS Trusts will either come in with us immediately or will defer until a more appropriate time in the future.

SSON: What are your targets – if you can share them with us – in terms of on boarding new clients for 2010?JN: In general terms we are looking to increase the number of new contracts signed in 2010 quite significantly, and we anticipate that level of success continuing over the next two or three years. I think we have quite a compelling story, and with the financial pressure currently upon the NHS I think that we’re well placed to achieve this growth.

We anticipate increased growth in all our business areas, but probably more significant growth in both Payroll and Family Health Services – they will grow faster because they’re starting from a much smaller base. We have 120 Finance & Accounting clients today, but the Payroll and Family Health Services offerings are newer for us so we would expect them to grow at a faster rate.

SSON: Can you explain Family Health Services?

JN: Family Health Services are services that are normally provided by Primary Care Trusts and would include patient registration, call and recall services for screening, managing GP payments and contracts, optician payments, and medical records.

SSON: Just a quick look at the near future: with an election round the corner, do you see this being a challenge for you? Do you see services being affected if there’s a change of government at the next election? Or will it be business as usual?

JN: I think it’s very much the latter. Whichever party is in government after May, they will have the same cost challenges. The NHS is clearly one of the largest areas of public expenditure and will therefore be under a significant amount of pressure.  All parties are committed to maintaining frontline care and we have an offering that supports this.  We anticipate that after an election there’ll be increased focus and pressure on reducing back office costs.  Therefore regardless of the colour of the government NHS SBS will continue to support efficiency savings for the NHS…

SSON: Moving on: you recently partnered with Software Europe to improve your Payroll offering. Can you tell us about this deal – what were the drivers and how has it improved your service capability?

JN: It enables us to provide e-expenses for our clients which gives them a range of benefits: not only is it a more efficient, paperless operation for their staff, but it allows greater levels of control in terms of processing expenses and greater levels of accuracy. It gives them a better understanding of what expenses are being incurred and why. It also identifies areas where they can manage more efficiently in terms of better purchasing arrangements. Software Europe’s solution fits in very effectively with our broader Payroll offer; it enables us to allow that aspect of the service to be realised by our clients, and the deal we’ve negotiated with Software Europe allows our clients to get all of those benefits at a price that they couldn’t get anywhere else in the marketplace. We expect the partnership with Software Europe will be good for them, good for us and excellent for our clients.

SSON: Taking a broad perspective, do you think that the NHS SBS operating model could be replicated for other areas of UK public sector service provision – or even public sector operations in other countries – or is it so specific to the NHS in all its amorphous gory that its uniqueness precludes that kind of replication?

JN: I think in theory you should be able to take our operating model out into other parts of government in the UK and probably overseas. I think other government departments should look seriously at what we do. The key to our success at NHS SBS is our partnership with the DH. Both entities need to go into this type of arrangement fully engaged as partners – it’s not a supplier-contractor relationship. Therefore they both must make long-term commitments and be committed to the project. If the people involved from both sides take a high level of interest in making it work it will be successful. If you have those components I can’t see why it wouldn’t work in any other part of government.

SSON: And finally, John, what are your ambitions for the organisation over the next three to five years?

JN: We’re looking to double the size of the business over the next three to five years and achieve significant savings for the NHS.

SSON: In terms of the number of clients served, or the number of transactions?

JN: Both – and also in terms of the revenue that we generate. I think probably more important than that, we’re looking to establish ourselves as a world-class leader providing high-quality back-office services. And we want to build on the foundation that we’ve established and which gives us our reputation in the marketplace today. Probably today we are statistically Number One in the market, but I would want us to get to the point where emotionally and as a brand we are recognised as the leader of back-office services in the NHS – delivering real value back to the NHS.


This article was first published on the Shared Services & Outsourcing Network (SSON) – Read it here:

About The Shared Services & Outsourcing Network (SSON)

SSON is the largest and most established community of shared services and outsourcing professionals, with over 25,000 members.

SSON provides the roof under which key industry experts and organizations share their experience, knowledge and tools, and practitioner peers connect with other all over the world, both face to face and online.

SSON focuses on developing its members through providing training, tools, and networking opportunities. SSON staff works from international offices in New York, London, Singapore, Sydney, Berlin and Dubai to research current trends and developments in shared services.

More information visit the Shared Services & Outsourcing Network (SSON) website. Stay up to date with SSON’s latest twitter posts at, connect with global practitioners, providers and advisors on the Shared Services & Outsourcing Network (SSON) LinkedIn group and Sign up to receive SSON’s weekly updates today

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Awful Squad: A Chicken Dinner in PUBG?

Maybe the Awful Squad is getting slightly less awful

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What is professional CV writing in Dubai

In case, you are a job seeker, this article is just for you. When you see a job advertisement in Dubai, you simply apply for it. Just like you, thousands of other job seekers apply for the job. Among thousands of applicants, you need to draw the employers’ attention. For that, your CV or curriculum vitae plays a very vital role.

Your neighbour girl might have better qualification than you and she may have been applying for several jobs for the past one year. But the employers are not calling her for the interview. Do you know why? Because, despite having several qualifications, she does not have the professional approach in her CV. Your case might be different from her. You can get a job quicker than her, although you have less qualified than her. How? Just learn CV writing in Dubai. And you will be ahead of your competitors and of course, your neighbour girl.

What elements constitute good CV elements?

According to a top recruiter in Dubai based firm, your CV should contain these:

Relevance: Your CV should be relevant to the job application. That means, according to the job type and position; your CV’s format and content should be different.

Simplicity is the key: Present the information with simple text. Submit CV in A4 sheet format. Use normal font. Skip all types of graphic designs in your CV. Also, avoid colourful paper and texts.

Put all the important information together: Fill up the CV with position applied for, career objective, professional experience (in any,), education, special achievements, present CTC, expected CTC, preference of working location (here, Dubai), contacts (email, social media links, phone numbers), personal details (name, date of birth, blood group, family brief, hobby, etc.). As every people has different kinds of career objective, job preference, professional experience, etc., so the CV format will be different.

Tips for fresh job seekers and for experienced person: If you lack any work experience (i.e. if you are applying for your first job, then showcase your academic excellence as brilliantly as possible. That will ensure your possibility of getting your job as a fresh candidate. If you are quite experienced, then you should mention your time duration in each company, projects handled, challenges faced and how you overcame each challenge. You have to write these in a crisp & concise manner such that the employer never gets bored at reading them. And whether you are a fresh candidate or an experienced one, please highlight your achievements in a clever way.

For further help and assistance about CV writing in Dubai, you can get admitted in a professional course on CV writing and master yourself on the subject. 

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DJI adds an offline mode to its drones for clients with ‘sensitive operations’

 DJI is working on a “local data mode” for its apps that prevents any data from being sent to or received from the internet. The feature will be welcomed by many, but it’s hard not to attribute the timing and urgency of the announcement to the recent ban of DJI gear by the U.S. Army over unspecified “cyber vulnerabilities.” Read More

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Star Wars’ last great video game character almost made it into the mainstream story

Starkiller was just too powerful, though

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Batman: The Enemy Within Review

Telltale’s second crack at Batman raises the emotional stakes

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Machine learning can tell if you’re wearing swap-meet Louie

 A wise man once said “The hat mighta had a L V on the back but at the swap meet that ain’t jack,” and now researchers can ensure that the Louis Vuitton or Prada or Coach you bought is the real deal. The system, which essentially learns the difference between real and fake products over time, uses a small microscope connected to a phone. “The underlying principle of… Read More

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