| Administrative competition (3) |  |
| Appointment of staff (3) | |
| Job description (9) | |
| Personnel administration (6) | |
| Probationary period (5) | |
| Professional career (773) | |
| Recruitment (90) | |
| Staff (1243) | |
| Staff assessment (3) | |
| Staff regulations (3) | |
| Work contract (13) | |
| Administrative competition (3) | |
| Appointment of staff (3) | |
| Job description (9) | |
| Personnel administration (6) | |
| Probationary period (5) | |
| Professional career (773) | |
| Recruitment (90) | |
| Staff (1243) | |
| Staff assessment (3) | |
| Staff regulations (3) | |
| Work contract (13) | |
G#2v 4720 Job description 0#3#job description Job description 0#3#job profile Job description G#2v 4721 Personnel administration
0#3#management of human resources Personnel administration 0#3#personnel administration Personnel administration G#2v 4722 Probationary period 0#3#probationary period Probationary period
G#2v 4723 Professional career G#3v 4724 Demotion 0#4#demotion Demotion 0#4#downgrading Demotion
and traditional job descriptions are becoming scarce Most of these conditions are irreversible. There is no going back.
We want the job profiles affected by digitisation †for example, in the IT sector †to adapt if necessary to the new
job profiles is also relevant here Meanwhile, we are committed to creating a more welcom -ing environment in Germany to attract IT professionals from
previous rigid conceptions of job profiles (Miles et al. 2008). ) Engaging with KISAS is a way SMES acquire knowledge and new entrepreneurship skills through formal (contractual
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