Getting the right fit for your company can be tough especially with the variations in roles, budgets and company needs.
Here are three main factors you should consider when allocating salaries for new hires:
1. Define the job
Define the job’s purpose, essential duties and responsibilities, required skills, knowledge, experience, and educational level. This involves creating a job description or updating an existing one since the job description alone does not describe or define a job.
Internships, placements, and entry-level opportunities all have different work arrangements and responsibilities therefore once the role is defined, this enables you as the employer to determine the workload as well as helps the employee determine if she or he is a good fit for the role.
2. Outline payment - salary or expenses?
Salary - is a fixed regular payment, typically paid on a monthly basis, made by an employer to an employee for a given time period.
Expenses - are the fixed regular sum paid as a stipend and these can include; transport, lunch, airtime, data among others.
As Uganda’s leading platform for entry-level opportunities, we typically advise employers to budget for salary ranging from 400,000/- 700,000ughs for an intern, 700,000 - 1,000,000ughs for graduate trainees, and 1,500,000/ for entry-level roles. However, this is dependent on experience, size of the organization and available budget, etc.
As an employer, you can utilize a number of sources that can provide information about salary scales.
Here is an authorized platform for salary guide: Click here
We advise that companies should have budgets allocated for every role including internships, interns greatly contribute to the company through accomplishing tasks given in various departments.
3. Value addition to your company
The value of the role is typically based on skills or competencies, and generally how it contributes to the team’s overall performance.
Depending on the level of experience of the candidate you set out to hire, the value of the role can be determined based on;
-The responsibilities for the role
- Number of days or hours the employee comes in
- Qualifications of the employee
- The skills gap that needs to be filled in the company.
Disclaimer; our advice does not need to be taken into account when hiring through our platform, the website referred to as salaryexplorer.com has no affiliation with ProInterns or its partners.