To address the high turnover and low morale among your frontline staff, prioritize creating a comprehensive engagement program. This includes introducing a robust recognition system, offering clear career paths with opportunities for growth and skills development, and possibly incorporating flexible work arrangements.

Consider employee Feedback mechanisms and regular engagement surveys to understand the workforce's needs better. Promote a culture of inclusion and support, ensuring that employees feel valued and connected to the company's success.

Reformulating your HR Strategy must include a shift towards a more employee-centric approach. Implement Talent Management practices that focus on personal development, mentorship programs, and internal mobility to retain staff.

Align HR initiatives with the overall business strategy, ensuring that employee goals and performance metrics are clearly connected to the hotel chain's objectives. Invest in HR Analytics to measure the effectiveness of new policies and practices, and adjust them as needed based on data-driven insights.

Invest in a robust training program that not only covers the technical skills required for various positions but also focuses on Soft Skills like Customer Service, communication, and teamwork. Consider leveraging e-learning platforms to make training more accessible and engaging.

Training should be ongoing and adaptable to individual needs, encouraging continuous learning and development, which can increase job satisfaction and retention.

Develop a forward-thinking Talent Strategy that encompasses not just Recruitment but also retention and development. This could involve creating clear pathways for career progression, competitive compensation packages, and a strong employer brand that resonates with both current and potential employees.

The strategy should reflect the unique aspects of the hospitality industry, such as the need for customer Service Excellence and the ability to handle a diverse and transient workforce.

To improve Employee Retention, focus on understanding the reasons behind turnover through exit interviews and employee feedback. Develop retention strategies that may include competitive compensation, benefits tailored to the unique needs of hospitality workers, and a work environment that fosters a sense of belonging and Purpose.

Regularly celebrate achievements and milestones to instill a sense of pride and accomplishment.

As you introduce new HR policies and practices, a structured Change Management process will be essential. This should involve clear communication regarding the changes, training for managers to lead their teams through the transition, and a support system for employees to provide feedback and get assistance.

Effective change management will minimize Disruption and ensure a smoother implementation of your new HR strategy.

Invest in Leadership development programs to ensure that your managers and executives have the skills necessary to lead and inspire their teams effectively. Great leadership is crucial to creating an environment where employees feel motivated and supported.

Consider coaching, mentoring, and leadership Workshops that focus on emotional intelligence, Effective Communication, and Conflict Resolution.

Include Employee Engagement and retention in your Strategic Planning. Set clear, measurable objectives and regularly review progress against these goals.

Your strategic plan should consider the broader economic and industry trends, including the current labor shortage, and outline initiatives to make your hotel chain a more attractive employer within the competitive hospitality market.

Embrace diversity and inclusion as part of your HR strategy. This includes creating a welcoming workplace for employees of different backgrounds and promoting inclusivity at all levels of the organization.

Diverse teams can enhance Creativity target=_blank>Creativity and Innovation, which are vital in providing exceptional guest experiences in the hospitality industry.

Optimize your Workforce Management to ensure that you have the right staff in the right places at the right times. This can involve leveraging workforce management software to schedule employees efficiently, forecast staffing needs, and reduce labor costs while maintaining service quality.

Such systems can also help you identify patterns in employee absences or turnover, enabling you to take proactive measures to address these issues.