Understanding SuccessFactors: A Comprehensive Overview

Overview of SuccessFactors platform interface

Intro

SuccessFactors is a sophisticated human resource management system that has gained considerable attention in recent years. It offers a variety of capabilities aimed at optimizing HR processes. This software has evolved to meet the diverse needs of organizations, regardless of their size. Understanding what SuccessFactors can offer is crucial for any HR professional or IT specialist looking to improve their workplace practices.

Overview of Software

Description of Software

SuccessFactors is a cloud-based solution that encompasses numerous modules designed to streamline various HR tasks. It covers areas from recruitment and onboarding to performance management and employee development. Its comprehensive nature makes it suitable for both small businesses and large enterprises. The key appeal of this software is its ability to integrate various HR functions into a single platform, facilitating improved data management and reporting.

Key Features

Some notable features of SuccessFactors include:

Recruitment Management: This module simplifies the hiring process by automating job postings, tracking applicants and managing interview scheduling.
Performance Management: Employers can set goals, provide feedback, and conduct appraisals efficiently. This feature enhances the alignment of employee performance with organizational objectives.
Learning Management: The system allows organizations to provide training resources to employees, fostering continuous development.
Workforce Analytics: SuccessFactors provides tools for analyzing employee data to inform strategic decisions related to HR policies.

The software is commonly praised for its user-friendly interface, which eases navigation and task completion.

Software Comparison

Comparison with Similar Software

When comparing SuccessFactors to other HR systems like Workday and BambooHR, several differences emerge. While Workday offers strong financial management features, SuccessFactors focuses heavily on talent management. BambooHR is often preferred by smaller businesses due to its simplicity but may lack the extensive features of SuccessFactors.

Advantages and Disadvantages

Advantages:

Comprehensive Functionality: It covers a wide range of HR activities in one platform.
Scalability: Suitable for both small and large organizations.
Integration capabilities: Allows seamless data flow between various functions.

Disadvantages:

Cost: The subscription model can be expensive for smaller businesses.
Learning Curve: Some users may find the system complex initially.
Dependence on Internet: Being cloud-based means reliable internet access is crucial for usability.

"A well-implemented SuccessFactors system can significantly enhance HR effectiveness in any organization."

In summary, SuccessFactors presents a strong case as a leading HR management tool. Its extensive features, while sometimes overwhelming in number, bring forth remarkable benefits for human resources. Understanding its capabilities in detail aids businesses in making informed decisions tailored to their needs.

Preface to SuccessFactors

The significance of SuccessFactors in the realm of human resource management cannot be overstated. This platform serves as a strategic enabler for organizations aiming to optimize their talent management processes and overall HR functions. With a robust suite of tools and features, SuccessFactors addresses the evolving needs of businesses in a competitive landscape. Its importance lies in numerous aspects, such as enhancing employee engagement, increasing operational efficiency, and improving data-driven decision-making capabilities.

In today’s fast-paced corporate environment, understanding how to leverage SuccessFactors effectively is essential. It provides businesses with a comprehensive overview of their workforce through integrated functionalities. Aligning human resource strategies with overarching business goals becomes feasible, thanks to its powerful analytics and reporting capabilities. Moreover, organizations can manage recruitment, performance, and learning through one unified platform. Therefore, employers can allocate resources more efficiently and nurture their talent to align with business objectives.

Definition and Overview

SuccessFactors is an advanced human capital management (HCM) software solution designed by SAP. It offers various modules focused on different facets of HR processes, including recruitment, onboarding, performance management, and employee development. The platform is cloud-based, allowing easy access and integration with other enterprise software applications.

At its core, SuccessFactors streamlines essential HR functions to assist organizations in tracking and managing their personnel. Through the utilization of real-time analytics, leaders can gain insights into workforce metrics that drive informed strategic decisions. This functionality not only aids in current HR management but also fosters a proactive approach towards future workforce planning.

Historical Background

SuccessFactors was founded in 2001 as an innovative solution within the cloud computing space, quickly establishing itself as a leader in the HCM market. Initially, the platform garnered attention for its focused approach to talent management. Over the years, the company expanded its offerings, which resulted in the acquisition by SAP in 2012. This move allowed SuccessFactors to leverage SAP's extensive resources and integration capabilities, further enhancing its value proposition.

Since then, SuccessFactors has evolved to keep pace with emerging trends in human resources and technology. Its growth reflects the increasing importance of aligning HR practices with business strategies. The historical development of SuccessFactors demonstrates its adaptability and foresight in addressing the complexities of modern workforce management, positioning it as a go-to solution for both small and large organizations alike.

Core Functionalities

Core functionalities represent the backbone of SuccessFactors. Understanding these elements is crucial for HR professionals seeking streamlined processes and increased efficiency. They serve not only to automate traditional HR tasks but also to enhance strategic decision-making through data-driven insights. As companies increasingly rely on technology, these functionalities become indispensable for maintaining a competitive edge in talent management and organizational growth.

Talent Management

Talent management within SuccessFactors encompasses a series of processes designed to attract, develop, and retain skilled employees. This module focuses on identifying potential leaders and nurturing their growth through structured development plans. The importance of talent management cannot be overstated, as it directly influences an organization's ability to innovate and adapt in a changing marketplace.

Key features of this functionality include:

Recruiting: Automated job posting across multiple platforms saves time and reaches a broader audience.
Onboarding: Streamlined onboarding processes improve new hire retention, providing a positive initial experience.
Succession Planning: Identifying and preparing internal candidates for future leadership roles.

Effective talent management strategies lead to higher employee engagement and satisfaction, ultimately benefiting the organization's bottom line. Companies can reduce turnover costs and foster a culture of continuous improvement.

Infographic illustrating key features of SuccessFactors

Performance Management

Performance management tools in SuccessFactors enable organizations to set clear expectations, monitor progress, and provide ongoing feedback. This continuous feedback loop helps employees align their personal goals with those of the company. Regular performance evaluations encourage accountability and open dialogues about career aspirations.

Key elements of performance management include:

Goal Setting: Collaborative creation of measurable and achievable goals.
Real-Time Feedback: Continuous feedback instead of solely relying on annual reviews.
Performance Analytics: Insightful analytics track employee performance trends and areas for improvement.

The ability to transparently manage performance ensures that employees remain motivated and aware of their contributions. This coherence results in enhanced productivity, fostering a results-oriented culture.

Learning and Development

Learning and development features of SuccessFactors play a vital role in enhancing employee skills and fostering a culture of growth. Providing access to relevant training resources and career development opportunities helps organizations meet the evolving demands of the industry. Maintaining employee skill sets is crucial in an era where knowledge is rapidly changing.

This functionality includes:

E-Learning Modules: Interactive training programs tailored to individual career paths.
Skill Gap Analysis: Identifying gaps between current employee capabilities and required skills.
Certification Tracking: Monitoring employee progress in professional qualifications.

A focused approach to learning and development ensures that a workforce is adaptable and equipped to face new challenges, benefiting both the employee's career trajectory and the organization's productivity.

Employee Central

Employee Central is a core component of SuccessFactors that serves as a centralized repository for employee data. This module streamlines HR operations while ensuring data accuracy and compliance with labor regulations. It encompasses all essential HR functions, from onboarding and payroll to benefits management.

Important features include:

Self-Service Options: Empowering employees to manage personal information, benefits, and time-off requests.
Workforce Analytics: Data-driven insights to inform HR decisions and workforce planning.
Compliance Management: Tools that aid in adhering to labor laws and regulations.

A well-organized Employee Central reduces administrative overhead and allows HR professionals to focus on strategic initiatives rather than tedious data entry. Its functionalities support informed decision-making based on comprehensive employee insights.

Implementation Strategies

Understanding the implementation strategies for SuccessFactors is critical for organizations looking to adopt this human resource management system. Effective implementation can significantly influence the overall success of the platform, ensuring it meets business objectives efficiently. The strategies encompass several phases that guide organizations in integrating SuccessFactors into their existing workflows. Clarity in planning can minimize risks and promote better alignment between user needs and system capabilities.

Pre-Implementation Planning

Pre-implementation planning is essential for setting the foundation of a successful deployment. During this initial phase, key stakeholders need to identify the organizational requirements and determine how SuccessFactors can address them. A thorough assessment of current HR processes is crucial. Organizations should document existing pain points, which can help clarify which SuccessFactors modules will be most beneficial.

Additionally, it is vital to conduct a gap analysis. This analysis assesses the differences between current HR processes and the desired outcomes post-implementation. Various departments and teams should collaborate during this stage to ensure all viewpoints are considered. Change management strategies must also be defined, as these will facilitate smoother transitions. Key aspects to consider include:

Defining clear objectives: Establish what the organization aims to achieve with SuccessFactors.
Resource planning: Identify the necessary resources, both in terms of personnel and budget.
Timeline establishment: Create a realistic timeline that outlines each phase of the project.

Execution Phases

Once planning is complete, the execution phase begins. This phase can be divided into several stages, each requiring careful monitoring and adjustments as necessary. During execution, several components come into play:

System Configuration: Tailoring SuccessFactors to align with the organization's specific needs involves configuring fields, access controls and workflows.
Data Migration: Existing employee data must be migrated into SuccessFactors. It requires validation to ensure data integrity.
Training: Effective training programs for end users are vital. They must comprehend the new system to maximize its functionalities.
Integration with existing applications: Ensuring that SuccessFactors communicates effectively with other software systems, such as ERP solutions, is crucial during this phase. Proper integration will enhance overall efficiency.

Regular check-ins throughout the execution phase can help identify issues early, allowing adjustments before they escalate. Collaboration between IT and HR departments is crucial for a successful execution.

Post-Implementation Evaluation

The post-implementation evaluation is the final step in the implementation strategies. It assesses how well SuccessFactors meets the defined objectives. The evaluation process includes:

Performance Metrics: Establishing and tracking performance indicators to measure the system's effectiveness.
User Feedback: Gathering feedback from users to identify areas needing improvement or adjustment.
Continual Improvement: Implementing an iterative approach, allowing organizations to refine their use of the system over time.

Post-implementation evaluation should not be viewed as a one-time activity but rather an ongoing effort to optimize HR practices. By focusing on continual improvement, organizations can adapt SuccessFactors to changing business requirements as needed.

The success of SuccessFactors' implementation largely hinges on robust strategies throughout each phase. Without careful attention, organizations may face challenges that affect overall productivity.

Integration with Other Systems

Integration with other systems is a critical aspect of SuccessFactors. It enhances the platform's effectiveness and extends its capabilities across the organization. When organizations adopt SuccessFactors, they often have existing systems in place, such as Enterprise Resource Planning (ERP) systems and various third-party tools. Understanding how SuccessFactors integrates with these systems can lead to better decision making and optimized workflows.

Proper integration can eliminate data silos, foster seamless communication between systems, and provide real-time data visibility. This combination is particularly important for IT professionals and HR managers, who count on current and accurate information to drive business processes and strategic initiatives. Furthermore, integration facilitates better user experiences, making the systems more efficient for everyone involved.

ERP System Integration

The integration of SuccessFactors with ERP systems is pivotal for organizations looking to streamline their human resources processes. ERP systems like SAP, Oracle, or Microsoft Dynamics manage various business operations, including finance, supply chain, and inventory. When SuccessFactors connects with these ERPs, the result is a unified view of employee data. The benefits are numerous:

Visual representation of integration capabilities with other systems

Data Consistency: Information about employees spans various functions, from recruitment to payroll. Integration ensures that this data is consistent across the board, reducing errors.
Operational Efficiency: Manual data entry can be time-consuming. When SuccessFactors syncs with ERP systems, updates occur automatically, freeing up time for HR teams to focus on strategic initiatives.
Enhanced Reporting: The ability to generate comprehensive reports improves with integrated systems. This holistic view aids decision-making by providing insights across different domains of the organization.

However, organizations should consider certain factors when integrating SuccessFactors with ERP systems. Compatibility is essential; not all ERP solutions allow for easy integration. Additionally, attention must be given to data privacy and security protocols during the integration process.

Third-Party Tool Compatibility

SuccessFactors is also designed to work alongside various third-party tools, which can augment its functionality. These tools may be focused on specific HR tasks such as recruitment, onboarding, or performance evaluation. Here are some key points to keep in mind regarding third-party tool compatibility:

Diverse Ecosystem: The compatibility with multiple software solutions empowers organizations to tailor their HR systems to specific needs, focusing on what works best for them.
Streamlined Processes: Third-party integrations can automate repetitive tasks, helping to streamline workflows and reduce manual effort.
Scalability: As businesses evolve, their needs change. Compatibility with third-party tools allows for easier scalability, adapting to future growth or shifts in strategy.

Nonetheless, challenges can arise, such as integration costs and the potential complexity of managing multiple systems. Efforts should also be made to ensure all systems are properly aligned and that user experiences are not compromised.

"The right integrations can catapult HR functions from mundane to transformational."

User Experience

User experience (UX) plays a critical role in the effectiveness of any software, including SuccessFactors. Positive UX fosters user satisfaction and promotes efficient use of the system. This section delves into the significance of user experience within SuccessFactors, emphasizing its core elements and benefits.

User Interface Design

The user interface design of SuccessFactors is pivotal in determining how users interact with the platform. A well-crafted interface ensures that users can navigate through various functionalities without facing confusion or frustration. Key aspects of its design include:

Intuitive Navigation: Users should encounter logical pathways when accessing different modules. Clarity in the layout allows for seamless transitions between talent management, performance tracking, or employee central functionalities.
Consistent Visual Elements: A consistent design not only supports brand identity but also helps users recognize functions and tools. This familiarity reduces the learning curve, enabling quicker acclimatization for new users.
Responsive Design: As users engage with SuccessFactors across various devices—desktops, tablets, and smartphones—responsive design becomes essential. Ensuring that users receive a coherent experience on any device enhances flexibility in their routines.

The careful attention to user interface design directly impacts the overall satisfaction of those utilizing the platform, reinforcing user engagement throughout different HR processes.

Feedback from Users

User feedback serves as a vital component in refining SuccessFactors. Constructive criticism helps in identifying areas for improvement while applauding features that resonate with users. Several themes often emerge from user feedback:

Ease of Use: Many users appreciate the logical flow of processes in SuccessFactors, noting that it simplifies tasks, leading to increased productivity.
Support and Resources: Accessibility of support resources is vital. Users often express the need for comprehensive guides and tutorials to fully exploit the system’s capabilities.
Customization Options: Feedback indicates that the ability to tailor dashboards and personal settings plays a significant role in user satisfaction. When users can personalize their experience, they feel more in control and invested in the platform.

"User feedback is crucial for improving software functionalities and overall experience. Understanding users' needs leads to enhancements that truly matter."

Success in Human Resource Practices

Success in Human Resource Practices is crucial for organizations utilizing SuccessFactors. This platform influences numerous HR functions by providing structured processes, actionable insights, and streamlined solutions. These elements contribute to enhancing overall organizational efficiency, aligning with corporate goals and boosting employee satisfaction.

Impact on Employee Engagement

Employee engagement is one of the most significant areas positively affected by SuccessFactors. By utilizing various modules, organizations can gather data on employee sentiments, preferences, and overall job satisfaction. This information is vital as it informs management decisions and shapes HR strategies.

Engaged employees tend to be more productive and less likely to leave the organization. To enhance engagement, SuccessFactors allows for personalized learning experiences, recognition programs, and flexible goal setting. The ability to track progress visibly fosters a sense of belonging and ownership among employees.

Additionally, tools for continuous feedback are available, which strengthens communication between employees and management.

"Organizations must prioritize employee engagement to cultivate a productive workforce that drives success."

Effect on Recruitment Processes

Recruitment processes can be cumbersome and time-consuming. SuccessFactors addresses this challenge through its integrated recruiting solutions. One benefit is the ability to create personalized recruitment workflows that can efficiently screen candidates based on predefined criteria.

This process not only saves time but also improves the quality of hire by reducing biases in decision-making. The analytics provided by the system can also identify trends, showing which recruiting channels yield the best candidates.

Moreover, the platform enhances communication between recruiters and candidates, offering a seamless experience from application to onboarding. Integrating artificial intelligence also permits better matching of candidates to job specifications, ensuring that the most suitable candidates are brought into the organization.

Enhancements in Compliance Management

Compliance management in HR is increasingly complex due to changing laws and regulations. SuccessFactors simplifies this task by providing tools that keep organizations updated on compliance requirements. Automatic alerts regarding deadlines and necessary actions reduce the potential for costly penalties.

The software includes resources for maintaining accurate records, which are essential during audits. Moreover, it fosters a culture of accountability by ensuring everyone involved in HR processes understands their responsibilities. The tracking capabilities of SuccessFactors ensure that the organization meets legal standards without sacrificing operational efficiency.

Overall, these compliance enhancements mitigate risk and fortify the organization's reputation in the industry.

Challenges Faced During Adoption

In the journey to implementing SuccessFactors, organizations often encounter various challenges. Understanding these hurdles is critical for effective planning and execution. By recognizing pain points, companies can devise better strategies to mitigate risks and enhance the overall adoption experience. This examination of challenges helps IT professionals and HR leaders to take informed decisions, improving the likelihood of a successful rollout.

Resource Allocation Issues

Chart showing benefits of implementing SuccessFactors in organizations

Effective resource allocation is a fundamental concern during the adoption of SuccessFactors. Organizations must ensure they dedicate sufficient financial, human, and technological resources to this effort. Shortfalls can lead to delays, incomplete implementation, and ultimately, reduced system effectiveness.

Financial Constraints: Many organizations underestimate the financial investment required for a successful deployment. The costs include not only licensing and software but also ongoing maintenance, training, and support. A clear budget must be established, taking into account both initial and ongoing expenses.
Personnel Allocation: Staff members need to be assigned to various roles, including project management, technical support, and training. Often, existing personnel may require additional responsibilities, leading to workload imbalances. Proper planning ensures that key team members have sufficient bandwidth to manage their core duties while focusing on the implementation.

"Failing to allocate adequate resources is one of the primary reasons why businesses struggle with SuccessFactors adoption."

User Resistance

User resistance is another major obstacle to adopting SuccessFactors. Employees may be accustomed to previous systems and skeptical about transitioning to a new platform. This reluctance can stem from several factors.

Change Aversion: Many individuals face discomfort with change. New systems often require employees to modify their workflows. Effective change management strategies can help ease this transition. Communicating the benefits of SuccessFactors and providing training can minimize frustration.
Lack of Proper Training: If employees do not receive sufficient training, they may resist learning a new system. It is essential to provide comprehensive training programs tailored to different user roles. Users are less likely to reject the transition if they feel equipped to use the new tools effectively.
Involvement in the Process: When employees feel excluded from the decision-making process, resistance can increase. Involving end-users early in the planning stages fosters a sense of ownership. This collaborative approach enhances buy-in and reduces setbacks during the actual implementation.

Addressing these challenges requires careful planning and clear communication. By acknowledging resource allocation issues and user resistance, organizations can facilitate a smoother transition to SuccessFactors, ultimately leading to a successful HR management experience.

Comparative Analysis with Competitors

In a saturated market, analyzing how SuccessFactors measures against its competitors offers invaluable insights for businesses aiming to optimize their human resource management practices. By dissecting features, usability, pricing, and overall market position, organizations can make informed decisions that align with their strategic goals. Competitors in this domain typically include platforms like Workday, BambooHR, and Oracle HCM Cloud. Each of these systems presents unique strengths and weaknesses that can influence an organization's choice of a human resource management solution.

Comparing Features

The feature set of SuccessFactors is critical in establishing its competitiveness. Its comprehensive suite covers everything from talent acquisition to performance management and learning modules. Organizations should consider the following aspects when comparing features:

Talent Management: SuccessFactors excels in this area with tools that facilitate effective hiring processes, employee engagement, and performance metrics. Compared to Workday, the user interface of SuccessFactors may be seen as less intuitive, though it compensates with more robust reporting features.
Learning Management Systems: SuccessFactors boasts strong capabilities in learning and development, enabling organizations to streamline onboarding and continuous education. This is an area where BambooHR may lack depth, especially in customizable learning paths.
Integration Capabilities: SuccessFactors offers seamless integration with various third-party applications, particularly those that support automation. This feature is pivotal as it allows companies to maintain their existing workflow without significant disruptions.

The comparative feature analysis shows that while SuccessFactors has a strong product, it must focus on improving user experience to better compete against rivals with more modern interfaces.

Market Position

SuccessFactors has carved out a significant niche in the HR technology space. Its strong reputation stems from its parent company, SAP, which adds a layer of trust. Nevertheless, market position is dynamic, shifting with trends affecting customer preferences and technology evolution.

According to recent data, SuccessFactors holds a substantial share globally, particularly among enterprises seeking integrated solutions. Its focus on compliance and variability in employee management has made it preferred among organizations navigating complex regulations.
However, new entrants and agile startups in the HR tech landscape are emerging quickly. They often offer specialized features that appeal directly to specific sectors, thus creating niche markets that SuccessFactors must address.

Overall, the comparative analysis indicates that while SuccessFactors remains a powerful tool, continuous evaluation against competitors will be essential for its sustained relevance in the market. Organizations should stay informed of both existing competitors and new players who may disrupt the HR software ecosystem.

Future Trends in SuccessFactors

As organizations increasingly embrace digital transformation, future trends in SuccessFactors are crucial for maintaining competitive advantage. This section explores significant technological advances and expected market growth that could shape SuccessFactors in the coming decade.

Technological Advances

Technological advancements have a substantial impact on the evolution of SuccessFactors. The integration of artificial intelligence (AI) and machine learning is transforming how HR functions are executed. These technologies enable predictive analytics within the platform, allowing HR professionals to identify patterns in employee data, enhance talent acquisition processes, and improve employee retention strategies.

Moreover, the advent of cloud computing has greatly increased accessibility and scalability for businesses of all sizes. SuccessFactors becomes more agile as organizations can easily adjust their subscription and adapt the platform to their evolving needs.

Another notable advancement is automation. By automating routine tasks like onboarding and performance evaluations, HR teams can focus on more strategic initiatives. This efficiency not only increases productivity but also enhances employee satisfaction. As these technologies advance, incorporating them within SuccessFactors will become essential for leveraging the full potential of HR management.

Predicted Market Growth

The market for HR software, including SuccessFactors, is expected to experience significant growth in coming years. Analysts predict an increase driven by demand for sophisticated HR solutions that support remote work, employee wellness, and data-driven decision-making. Companies are leaning towards tools that provide insights and streamline HR processes, making SuccessFactors a valuable investment.

Additionally, the rise in regulations surrounding employee data and experience necessitates robust systems like SuccessFactors that can ensure compliance while providing actionable insights. As businesses continue to prioritize employee engagement and development, the relevance of such platforms will only grow.

"The future of HR lies in technology adoption. Successful organizations will harness these tools to enhance their workforce strategies and maintain competitive edge."

In summary, the trends surrounding technological advancements and market growth point towards a bright future for SuccessFactors. As organizations adapt to these changes, it will be imperative for HR professionals to remain informed and prepared to utilize these tools for effective management.

End

The conclusion of this article encapsulates the essence of SuccessFactors as a human resource management system. This section is vital as it reinforces and summarizes the critical insights discussed throughout the article, allowing readers to grasp the central themes and implications of the findings.

Clearly, SuccessFactors brings significant benefits to organizations. It streamlines HR processes and enhances productivity, leading to better employee engagement and performance. By integrating various HR functionalities into one comprehensive platform, it allows HR professionals to focus on strategic initiatives rather than administrative tasks.

Additionally, considerations around the implementation and integration strategies emphasize the importance of proper planning. Companies must recognize the challenges associated with adopting such systems, especially those related to user resistance and resource allocation.

It is also essential to be aware of the future trends within SuccessFactors. The platform's adaptability to technological advances and predicted growth in the market implies its relevance in an evolving landscape. Therefore, organizations looking to enhance their HR capabilities should consider the benefits of using SuccessFactors, making informed decisions based on the insights provided.

Summary of Key Points

Core Functionalities: SuccessFactors offers several key functionalities that improve HR processes, including talent management and performance evaluation.
Implementation Strategies: Proper planning and strategy execution are critical to successful implementation, and organizations should be aware of potential challenges.
Integration with Other Systems: Successful integration with existing systems enhances the value of SuccessFactors, ensuring seamless operations across various platforms.
User Experience: Positive user feedback highlights the importance of an intuitive interface and responsiveness, which are crucial for user adoption.
Future Trends: Staying informed about technological developments and market trends can help organizations navigate changes effectively.

Final Thoughts

In sum, SuccessFactors serves as a transformative tool for human resource management. Its integration of various functionalities and emphasis on user experience make it a competitive platform. As organizations continue to navigate the complexities of the HR landscape, adopting systems like SuccessFactors can lead to enhanced engagement, productivity, and overall success.

Implementing such a comprehensive system is not merely about technology, but involves aligning it with organizational goals. Thus, HR professionals and decision-makers should carefully evaluate how SuccessFactors meets their unique needs and contributes to long-term objectives.

Have More wonderful Stuff: