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Molex's senior leaders offer advice for organizations considering an employee engagement survey: Think ahead. Begin planning far in advance to ensure you have the necessary resources for the project. Ensure that senior leaders are committed to the survey and willing to participate in all communication efforts. For employees to pay attention and understand what the company is trying to achieve, communication from the top is critical. Act on the survey results. Show employees you're committed by listening and acting. Choose the right partner to advise you through the entire process. This teamwork and collaboration is the hallmark of a successful project."

"Understand and connect with the Company Mission, Vision and Values Have clearly defined roles and responsibilities within the organization and therefore, know what is expected of them A continuation of the statement above….Receive communication (and are part of the input process) about their individual and group goals and objectives Value the relationship they have with their Manager Experience greater productivity Believe that their work is significant and understand the impact their roles play to the bottom line Promote the company brand and in essence become sales people for the organization. Have the proper tools and support needed to perform their job Significantly influence others (at all levels in the organization)in a positive way Have opportunities for continuous development and/or career advancement"

Now for some HIGHLIGHTS: 30% of investors use twitter to help investigate companies. Investor reliance on digital media to gather information doubled since 2010. 86% of investors say online (blogs, social media) sources have become more important this year with investors. Investors making use of a number of different digital sources (company website, syndicated and traditional online publications, and social media). 56% of investors report that the influence of digital and social media is increasing in their investment decision process. Along with the growth of investor consumption of digital information, investors are also using social media & digital media to contribute investment information. 24% of investors report making an investment decision after sourcing information from blogs. 61% of US investors have been prompted to investigate an issue further after reading about it in a blog post.

BUILT ON D3.JS Raw is an open web app to create custom vector-based visualizations on top of the amazing D3.js library through a simple interface. HIGHLY CUSTOMIZABLE Raw is an open and customizable project (LGPL license), and you can freely download it and modify it. If you want to contribute to its evolution, fork the project on GitHub! YOUR DATA ARE SAFE! Even though Raw is a web app, the data you upload will be processed only by the web browser. No server-side operations or storages are performed, no one will see, touch or copy your data! EXPORT AND REFINE Primarily conceived as a tool for designers and vis geeks, Raw allows to export visualizations in vector (SVG) or raster (PNG) format and embed them in your web page.

Conducted by Swedish research firm Potentialpark Communications, the firm surveyed almost 4,800 U.S. students and grads from a variety of business schools and universities. They were asked what they most wanted from career sites and the application process. From the features and component lists developed from the survey, Potentialpark analyzed 755 sites worldwide, including 102 in the U.S.

Useful to us because: - Reinforces the business case for the employee comms and talent offer -if clients take this seriously, HR directors are more likely to spend; - Creates a link between engagement and HR leadership (e.g. Claire H's note re HR Influential 2012) so we get to know our targets…. - Provides us with a chance to comment- I've tweeted this morning saying that 'engagement isn't a woolly process, but a mindset'….and it got retweeted - Enables us to network - I'm going to a launch event and Leslie is attending an Engagement event in December

CIPD research reveals a gulf in expectations between young people and employers that is contributing to high levels of youth unemployment There is a clear mismatch between employers' expectations of young people during the recruitment process and young people's understanding of what is expected of them.

How you can embed social technology and behaviour into the entire HR process and employee lifecycle