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Predictive Analysis

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Data Visualization

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AI & ML Expertise

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Our Latest Projects

We provide you with a beautiful working place that your work is productive to growth your business.

Business Planning
Business Planning

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Planning For The Future
Planning For The Future

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Growth Expansion
Growth Expansion

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Sales Forecasting
Sales Forecasting

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Latest News

Stay updated with the latest news by reading our articles written by content writers in the industry.


Although the healthcare technology is an integral part of the healthcare industry with a total market size of approximately 500 million U.S. dollars, most healthcare institutions still rely on outdated software systems that have been repeatedly patched. Instead of spending more time on patient care, healthcare professionals lose a lot of time due to these inflexible and unreliable systems. The answer to these challenges is cloud computing.


Digital transformation will be able to address these challenges by:

  • Providing remote accessibility, unprecedented scaling, data integration and access advantages to medical practitioners.
  • Securing both clinical data and patient information.
  • Improving both patient care and patient experience.
  • Democratizing data and giving patients control over their own health.


The revenue of the global healthcare cloud computing market is expected to reach $52.3 billion by 2026 up from $11.59 billion in 2020, growing at a Compound Annual Growth Rate (CAGR) of 28.5 percent during the period.

The main growth factors till 2026 include increased adoption of Software-as-a-Service (SaaS) cloud service, with a market share of 63.7% in 2020, owing to the increasing number of providers and payors migrating towards more SaaS healthcare computing services to manage the growth in patient data.

Blue Strategy Global

The strong revenue growth of the top 4 market participants – AWS, Microsoft Azure, Google Cloud Platform (GCP), and IBM Cloud – has been due to their strong investments to build their healthcare cloud capabilities in secured and compliant (HITRUST CSF, HIPPA, GDPR) data storage, data interoperability (DICOM, HL-7, FHIR), Big Data and analytics, Artificial Intelligence and Machine Learning (AI/ML).

Other significant market participants include Oracle Cloud Infrastructure, Rackspace, Fujitsu Cloud Services, Tencent Cloud, DigitalOcean, SAP Cloud, Salesforce Cloud, Cisco Cloud, VMWare, Infor, NetApp, and Nutanix.


The 2020 Frost and Sullivan global cloud user survey indicates that 64% of IT leaders engaged third party assistance to develop and implement a hybrid strategy. Frost and Sullivan believes that challenges posed by Covid-19 in 2020 and 2021, will reinforce the trend.


Patient experience is improved through digital health tools such as online video conferencing and virtual visits.

Healthcare organizations reduce cost and improve care delivery by adopting new technology.

Many Healthcare organizations are migrating to hybrid and multi-cloud adoption to become more innovative, more competitive and meet their consumer demand for anytime, anywhere care.

Due to the effects of the pandemic, healthcare organizations are now focusing on long-term strategies for their cloud and digital transformation plans. This should continue to positively impact the global healthcare cloud computing market for a long time to come.




Employment brand is an image or impression that enhances how your company is perceived as an employer. In other words, it’s the image that your prospective, current and past employees have in their minds about the employment experience at your company.

In addition to attracting new employees, the promise also gives current employees a sense of pride and a shared mission. It is more than a fancy logo or witty buzz phrase.

In order to find suitable solutions to employee poachingemployee retention and resolving the issue of employee turnover, Human Resource professionals will need to make sure that they find ways in which they can create an employment brand for their organization.


    Give life to your brand!

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Identify an Employment Brand team

HR will need to drive the process by first identifying the branding team members. Remember, this is an employment branding team which is separate from the Company brand often driven by the marketing team

This team will comprise of representatives from:

  • Human Resources
  • Marketing
  • Entry level employees
  • Veteran team members (Senior level participation is a must)

 Identify your existing Employment Brand

If you already have an existing employment brand, find out what the perception is.

  • Is it good? Is it bad? Or is it indifferent? If it exists, who does it speak to?
  • Do you have an employee value proposition?
  • What is your culture?

 Define what you would like your brand to be

  • Review both the strength and weaknesses in your current employment brand image
  • What sets you apart from the competition today?
  • What will set you apart tomorrow?

 Communicate your Employment brand

  • Give your brand a visual identity
  • Make it real – you have to live up to your message
  • Make a commitment to your current employees, prospects and future members of your team

 Remember, changing your employment brand won’t happen overnight!!


Culture Fit Strategy.

Your organization’s culture provides individuals with a way of giving meaning to their daily lives, setting guidelines and rules for how to behave, and, most important, reducing and containing the anxiety of dealing with an unpredictable and uncertain environment. In other words, an organization’s culture tells people what is right versus wrong and explains cause and effect thereby influencing their decisions and actions.

Culture directly affects an organization’s ability to execute its strategy and achieve its goals. It also accounts for as much as 30% of an organization’s performance. It’s not that culture is ‘good’ or ‘bad’. Over time, things happen like new competitors, advances in technology, changes to customer needs and expectations and shifts in strategy. When this happens, the culture we have may no longer be the culture we need.

Using our Culture-Strategy Fit Model, we are able to determine the landscape of your organization’s current culture. The model uses 24 culture cards. Each of the Culture Cards describes a cultural practice, behavior or other attribute that is relevant to different organizational contexts. Using the cards ensures that participants have a common framework and language that significantly contributes to the development of a shared understanding of the current culture of the organization.

The Culture Cards provide a framework and shared language for talking, in a safe way, about culture and how it is supporting and/or getting in the way of performance and strategy execution. The culture cards are an effective tool for engaging Leaders and others in conversations about culture paving the way to greater understanding and an intentional approach to shaping and changing organizational culture. They are most effective when used to answer specific questions about the business, such as a problem or goal. This makes the card sort activity concrete and practical while at the same time acknowledging the important role culture plays in the way organizations operate.


  • Align culture with strategy
  • Leverage culture strengths
  • Measure culture change over time
  • Identify culture development needs
  • Describe sub-culture differences
  • Set culture change priorities
  • Take targeted action

After the culture workshop, we will compile a comprehensive report detailing your current culture landscape. In this report, in addition to the analysis, we will provide you with our recommendations based on the results of the exercise. Click here for a sample culture report.