I am doing a thesis on onboarding and employee retention management and I am stuck. I do not know what to prove about them because I everything I suggest is not good enough?

Onboarding and employee retention management are two of the primary concerns of HR professionals because retaining qualified and competent employees should be HR’s main objective.  In fact, the ability to find competent employees, welcome them to the company in a way that encourages them to continue to pursue their career goals with the company, and provide incentives and opportunities for them in a way that increases employee loyalty actually helps reduce the potential problems that you could have from other HR issues that develop from people being unhappy in the workplace and high turnover rates.

Some topics you could consider for a thesis on onboarding and employee retention management are:

1. How long should the onboarding process be to ensure that employee needs are met and the employee feels fully welcomed to the company. 
2. Many people cite the financial costs of replacing new talent (up to twice the yearly salary of an employee) as the main reason to retain talent, but what are the non-financial benefits of employee retention?
3. How does employee loyalty impact and higher employee retention rates impact the incidence of other HR issues?
4. What role can benefit packages and other perks play in employee retention?  Can these benefits play a more important role than salary?
5. What things can a company do to help increase a new hire’s likelihood of staying with the company?
6. If a company has limited opportunities for advancement due to company structure, are there other things that HR can do to encourage employee retention?
7. What role does employee development and extended training play in a successful onboarding program and does that depend upon the industry and the level of skills, knowledge, and expertise of each individual new employee?

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