personnel security n.
Download
Skip this Video
Loading SlideShow in 5 Seconds..
Personnel Security PowerPoint Presentation
Download Presentation
Personnel Security

Loading in 2 Seconds...

play fullscreen
1 / 76

Personnel Security - PowerPoint PPT Presentation


  • 86 Views
  • Uploaded on

Personnel Security. Sample Questions. 1. Of all security processes, the most critical is:. a. Information b. Personnel c. Physical d. Perimeter. 1. Of all security processes, the most critical is:. a. Information b. Personnel c. Physical d. Perimeter.

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about 'Personnel Security' - kanoa


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
personnel security

Personnel Security

Sample Questions

1 of all security processes the most critical is
1. Of all security processes, the most critical is:
  • a. Information
  • b. Personnel
  • c. Physical
  • d. Perimeter
1 of all security processes the most critical is1
1. Of all security processes, the most critical is:
  • a. Information
  • b. Personnel
  • c. Physical
  • d. Perimeter
slide4

2. The concept that an individual should be aware of the security program and persuaded that the program is relevant to his or her own behavior is known as:

  • a. Security consciousness
  • b. Security awareness
  • c. Security motivation
  • d. Motivation analysis
slide5

2. The concept that an individual should be aware of the security program and persuaded that the program is relevant to his or her own behavior is known as:

  • a. Security consciousness
  • b. Security awareness
  • c. Security motivation
  • d. Motivation analysis
slide6

3. The theory that the human organism is motivated by an ascending series of needs and that once the lower needs have been satisfied, they will be supplanted by the higher needs as motives for behavior is known as:

  • a. Maslow’s “Hierarchy of Prepotency”
  • b. McGregor”s Theory X
  • c. McGregor”s Theory Y
  • d. Herzberg’s Two Factor Theory
slide7

3. The theory that the human organism is motivated by an ascending series of needs and that once the lower needs have been satisfied, they will be supplanted by the higher needs as motives for behavior is known as:

  • a. Maslow’s “Hierarchy of Prepotency”
  • b. McGregor”s Theory X
  • c. McGregor”s Theory Y
  • d. Herzberg’s Two Factor Theory
4 which of the following is not an example of the intelligence test
4. Which of the following is not an example of the intelligence test:
  • a. Stanford-Binet IQ Test
  • b. Henman-Nelson IQ Test
  • c. Armed Forces General Classification
  • d. Manual Placement Test
4 which of the following is not an example of the intelligence test1
4. Which of the following is not an example of the intelligence test:
  • a. Stanford-Binet IQ Test
  • b. Henman-Nelson IQ Test
  • c. Armed Forces General Classification
  • d. Manual Placement Test
5 which of the following is not a basic requirement for handling pre employment interviews
5. Which of the following is not a basic requirement for handling pre-employment interviews:
  • a. Interview must be voluntary
  • b. Interviews to be effective should be conducted with a friend of applicant present
  • c. Interview must be unbiased
  • d. Interviewer should not give out information
5 which of the following is not a basic requirement for handling pre employment interviews1
5. Which of the following is not a basic requirement for handling pre-employment interviews:
  • a. Interview must be voluntary
  • b. Interviews to be effective should be conducted with a friend of applicant present
  • c. Interview must be unbiased
  • d. Interviewer should not give out information
6 the basic principle of personnel security is
6. The basic principle of personnel security is:
  • a. To weed out bad apples among employees after they are located
  • b. Education is the key to loss prevention
  • c. Attitudes and honesty of rank and file employees are key to minimizing theft losses
  • d. Terminate undesirables
6 the basic principle of personnel security is1
6. The basic principle of personnel security is:
  • a. To weed out bad apples among employees after they are located
  • b. Education is the key to loss prevention
  • c. Attitudes and honesty of rank and file employees are key to minimizing theft losses
  • d. Terminate undesirables
7 probably the single most important safeguard for preventing internal theft is
7. Probably the single most important safeguard for preventing internal theft is:
  • a. An extensive statement of personal history
  • b. The personal interview
  • c. Interviewing reference
  • d. Upgrading the screening of new employees
7 probably the single most important safeguard for preventing internal theft is1
7. Probably the single most important safeguard for preventing internal theft is:
  • a. An extensive statement of personal history
  • b. The personal interview
  • c. Interviewing reference
  • d. Upgrading the screening of new employees
8 an employer may not question an applicant on which of the following
8. An employer may not question an applicant on which of the following:
  • a. Unexplained gaps in the employment history
  • b. Unsatisfactory interview
  • c. An arrest for a crime against property
  • d. A conviction for a crime against property
8 an employer may not question an applicant on which of the following1
8. An employer may not question an applicant on which of the following:
  • a. Unexplained gaps in the employment history
  • b. Unsatisfactory interview
  • c. An arrest for a crime against property
  • d. A conviction for a crime against property
9 questioning an employee should be
9. Questioning an employee should be:
  • a. Behind a closed door
  • b. With the door open
  • c. Closed and locked door
  • d. At a police station
9 questioning an employee should be1
9. Questioning an employee should be:
  • a. Behind a closed door
  • b. With the door open
  • c. Closed and locked door
  • d. At a police station
10 impelling type of leadership tends to reduce employee dishonesty because
10. Impelling type of leadership tends to reduce employee dishonesty because:
  • a. It sets a good example
  • b. It creates discipline
  • c. It reduces employee frustration
  • d. It improves morale
10 impelling type of leadership tends to reduce employee dishonesty because1
10. Impelling type of leadership tends to reduce employee dishonesty because:
  • a. It sets a good example
  • b. It creates discipline
  • c. It reduces employee frustration
  • d. It improves morale
11 non directional counseling of upset employees
11. Non-directional counseling of upset employees:
  • a. Should not be used because it is not effective
  • b. Does not carry the danger inherent in giving advice
  • c. Does not directly advise, criticize or try to help
  • d. Involves primarily being a good listener
11 non directional counseling of upset employees1
11. Non-directional counseling of upset employees:
  • a. Should not be used because it is not effective
  • b. Does not carry the danger inherent in giving advice
  • c. Does not directly advise, criticize or try to help
  • d. Involves primarily being a good listener
12 the first skill the manager must learn is
12. The first skill the managermustlearn is:
  • a. How to give orders
  • b. How to check up on procedures
  • c. How to maintain authority
  • d. The ability to listen
12 the first skill the manager must learn is1
12. The first skill the managermustlearn is:
  • a. How to give orders
  • b. How to check up on procedures
  • c. How to maintain authority
  • d. The ability to listen
13 on the whole employees are
13. On the whole, employees are:
  • a. Easily tempted
  • b. Honest
  • c. Indifferent
  • d. Conscientious, honest individuals who have the firm’s best interest at heart
13 on the whole employees are1
13. On the whole, employees are:
  • a. Easily tempted
  • b. Honest
  • c. Indifferent
  • d. Conscientious, honest individuals who have the firm’s best interest at heart
slide28

14. In conducting interviews during a background investigation, the investigator should more appropriately tell the person being interviewed that the employee is:

  • a. Being considered for a promotion
  • b. Suspected of wrongdoing
  • c. Being investigated in connection with a position of trust
  • d. Tell the interviewee nothing
slide29

14. In conducting interviews during a background investigation, the investigator should more appropriately tell the person being interviewed that the employee is:

  • a. Being considered for a promotion
  • b. Suspected of wrongdoing
  • c. Being investigated in connection with a position of trust
  • d. Tell the interviewee nothing
15 the frequency of reinvestigation of the financial life style inquiry should generally be
15. The frequency of reinvestigation of the “financial life style” inquiry should generally be:
  • a. Never
  • b. Every 6 months
  • c. Every year
  • d. Every 18 months
15 the frequency of reinvestigation of the financial life style inquiry should generally be1
15. The frequency of reinvestigation of the “financial life style” inquiry should generally be:
  • a. Never
  • b. Every 6 months
  • c. Every year
  • d. Every 18 months
slide32
16. Any investigation which includes unfavorable information, or which results in an adverse employment decision, should be:
  • a. Retained in file for a minimum of three years
  • b. Retained in file for a minimum of five years
  • c. Retained in file for one year
  • d. Destroyed when the employment decision is made
slide33
16. Any investigation which includes unfavorable information, or which results in an adverse employment decision, should be:
  • a. Retained in file for a minimum of three years
  • b. Retained in file for a minimum of five years
  • c. Retained in file for one year
  • d. Destroyed when the employment decision is made
17 which of the following is not true with regard to a resume
17. Which of the following is not true with regard to a resume?
  • a. It does not provide the information which the company requires
  • b. It is never accepted in lieu of a completed application form
  • c. It is always accepted and is reviewed as part of the investigation
  • d. It is an acceptable form of information for a professional position
17 which of the following is not true with regard to a resume1
17. Which of the following is not true with regard to a resume?
  • a. It does not provide the information which the company requires
  • b. It is never accepted in lieu of a completed application form
  • c. It is always accepted and is reviewed as part of the investigation
  • d. It is an acceptable form of information for a professional position
18 the persons who find integrity tests offensive are
18. The persons who find integrity tests offensive are:
  • a. Twice as likely to admit to criminal or drug abuse behavior
  • b. No more likely than anyone else to admit to criminal or drug abuse behavior
  • c. Sensitive persons who should not be required to take the test
  • d. Usually found to have a violent criminal past
18 the persons who find integrity tests offensive are1
18. The persons who find integrity tests offensive are:
  • a. Twice as likely to admit to criminal or drug abuse behavior
  • b. No more likely than anyone else to admit to criminal or drug abuse behavior
  • c. Sensitive persons who should not be required to take the test
  • d. Usually found to have a violent criminal past
19 completed background investigations
19. Completed background investigations:
  • a. If apparently completed favorable, may be reviewed by an investigative clerk
  • b. If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee
  • c. If containing unfavorable information, should be immediately referred to legal counsel
  • d. Should be reviewed jointly by the Human Relations Director and the Security Director
19 completed background investigations1
19. Completed background investigations:
  • a. If apparently completed favorable, may be reviewed by an investigative clerk
  • b. If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee
  • c. If containing unfavorable information, should be immediately referred to legal counsel
  • d. Should be reviewed jointly by the Human Relations Director and the Security Director
slide40

20. The qualifications and background of an applicant are considered in light of the needs of the company to perform duties of a specific position. Which of the following is not accurate regarding the job description for the position:

  • a. It must include accurate specifications and genuine skill requirements
  • b. The details of the description may tend to exclude certain groups of people
  • c. The specifications and skills should be described concisely and without prejudice
  • d. The job description should be intentionally vague in order to allow the max number of applicants to qualify for the position
slide41

20. The qualifications and background of an applicant are considered in light of the needs of the company to perform duties of a specific position. Which of the following is not accurate regarding the job description for the position:

  • a. It must include accurate specifications and genuine skill requirements
  • b. The details of the description may tend to exclude certain groups of people
  • c. The specifications and skills should be described concisely and without prejudice
  • d. The job description should be intentionally vague in order to allow the max number of applicants to qualify for the position
significant notes

Significant Notes

Personnel

Security

slide43

In implementing an asset protection program, one primary objective should be to motivateall employees to become part of the protection program

slide45

Although the chief executive in charge of asset protectionshould have knowledge of security procedures and techniques, it is more important that such executives be able to manage and implement the required systems approach

the three basic security processes are a information b physical c personnel
The three basic security processes are:a. Informationb. Physicalc. Personnel
slide48

The basic elements of the personnel security process are:a. Protects the organization against undesirable persons through appropriate recruitment and hiring safeguardsb. Protects the organization against dishonest employees through appropriate control safeguardsc. Protects employees from discriminatory hiring or termination procedures

slide49

In screening an applicant for a potential position, the most expensive technique should be conducted last. For example, an applicant should be interviewed before conducting a background investigation

slide50

Some deception practices to be on the lookout for on applications during the screening process prior to hiring are:a. Use of the term “self-employed” to hide a “negative” period of timeb. Failure to sign the applicationc. Failure to list supervisord. Gaps in employment or residence

slide51

The concept of “security awareness” is primarily a state of mind. It is not the same as either training or educationbut is definitely related to both

slide52

One well known honesty test is the “Reid Report”. This is a writtenhonesty test designed to reveal a person’s trustworthiness and attitude toward honesty

slide53

A popular psychological test used by employees in personnel screening procedures is the Minnesota Multiphasic Personality Investor (MMPI). This test is designed to show habits, fears, sexual attitudes, depression, and evidence of social introversion.

the two major tools used in employee selection procedures are a the application b the interview
The two major tools used in employee selection procedures are:a. The applicationb. The interview
slide55

A background investigation is expensive but necessary in the personnel security process. The major purposes of this type of investigation are:a. To verify information on the application formb. To ascertain past employment experiencec. To obtain other information pertinent to hiring decision either derogatory or positive

the theft triangle sides consist of a motive b desire c opportunity
The theft triangle sides consist of:a. Motiveb. Desirec. Opportunity
slide57

As a general rule, the questions relating to the following should not be asked of applicants during the screening process in order to conform to equal employment opportunity rules and regulations:a. Race or ethnic backgroundb. Age, sex or marital statusc. Religiond. Childrene. Disability

slide58

Approximately 10% of the completed applications will have falsifications serious enough for management review before making an offer of employment “Rule of Ten”

slide59
The most important information gathering tool in a background investigation is the completedapplication form
slide60
As a general rule, no application more than 90days old should be considered without a re-interview of the applicant
slide61

The principal behind integrity tests is that an individual who has developedstrong attitudes towards honesty is less likely to engage in dishonesty than an individual who possesses weaker attitudes towards dishonesty.

slide63

The job description for a position mustincludeaccurate specifications and genuine skill requirements which are described concisely and withoutprejudice.

purpose and function
Purpose and Function
  • Personnel Security’s primary purpose is to insure that a firm hires employees best suited to assist the firm in achieving its goals, and after hired, assist in providing the necessary security to the employees while they are carrying out their functions
purpose and function1
Purpose and Function
  • Vulnerability to losses caused by employees is measured in part by the character of the employees, their awareness of assets protection requirements, and their motivation to cooperate
  • Personnel Security is the most critical because theft is committed by people
the job description
The Job Description
  • Accurate job specifications increase objectivity in making selection decisions and reduce the likelihood that irrelevant criteria and personal bias will influence the decision
the application
The Application
  • There are virtuallyno restrictions on what can be asked of an individual once an offer of employment has been made.
education
Education
  • Approximately 5 % of all professional applicants falsify some aspect of their educational background.
interview
Interview
  • A personal interview of each applicant should be conducted by an trained interviewer
background investigation
Background Investigation
  • Should be completed prior to allowing the applicant to commence employment
  • The most importantinformation gathering tool in a background investigation is the completed application form
background investigation1
Background Investigation
  • At least fiveconsecutiveimmediately preceding years of employment are verified
  • Personal contact is by far the most desirable method of investigation
psychological testing
Psychological Testing
  • A process whereby a subject’s reaction to a future situation is predicted by an analysis of his/her responses to a questionnaire.
psychological testing1
Psychological Testing
  • Types of psychological tests
    • Skills and Aptitudetests
      • for office, clerical, production and service positions
    • Personality Inventories
      • those with access to dangerous facilities
    • Integrity Surveys
      • for retail, leisure, hotel, financial, and fast food positions
psychological testing2
Psychological Testing
  • Integrity tests can be “clear purpose” tests which ask direct questions or “veiled purpose” tests in which it is not obvious that integrity is the primary concern.
psychological testing3
Psychological Testing
  • Integrity tests can be:
    • pre-employment tests which measure the applicant’s attitude toward counterproductive work behavior
    • Incident specific questionnaires which are used to determine who committed a specific act
  • Persons who find these tests offensive are twice as likely to admit to a criminal or drug abuse behavior or to display counterproductive work attitudes
miscellaneous matters
Miscellaneous Matters
  • Military service should be confirmed by having the applicant submit a copy of the service record forms.
  • Bonding is used by some firms as a type of insurance in the event that the company internal controls prove ineffective and a loss occurs.
  • Bonding should never be considered as an alternative to an effective security program