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

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

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

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

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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 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: • 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 are: • a. Easily tempted • b. Honest • c. Indifferent •

d. Conscientious, honest individuals who have the firm’s best interest at heart

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

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: • 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 be: • • a. Never • b. Every 6 months • c. Every year

d. Every 18 months

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

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 regard to a resume?

not true with • 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 regard to a resume?

not true with • • 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: • 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 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: • 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 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

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

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

Personnel Security

In

implementing an asset protection program

, one

primary objective

should be to

motivate

all employees

to become

part of the protection program

All asset protection programs should provide for adequate feedback on the part of participants

Although the

chief executive

in

charge

of asset protection

should

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

Of the

three

basic security processes,

personnel security

is considered to be the

most critical

The basic elements of the personnel security process are: a.

Protects the organization against undesirable persons through appropriate recruitment and hiring safeguards b.

c.

Protects the organization against dishonest employees through appropriate control safeguards Protects employees from discriminatory hiring or termination procedures

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

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 time b.

c.

d.

Failure to

sign

the application Failure to

list

supervisor

Gaps

in employment or residence

The concept of “

security awareness

” is primarily a state of mind . It is

not the same

as either

training

or education but is definitely

related to both

One well known

honesty test

is the “

Reid Report

”. This is a

written

honesty test

designed to

reveal

person’s

trustworthiness

and a

attitude

toward

honesty

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

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 form b.

To ascertain past employment experience c.

To obtain other information pertinent to hiring decision either derogatory or positive

The theft triangle sides consist of: a.

Motive b. Desire c.

Opportunity

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.

b.

c.

d.

e.

Race or ethnic background Age, sex or marital status Religion Children Disability

Approximately

10%

of the completed applications will have falsifications serious enough for management review before making an offer of employment “

Rule of Ten”

The

most important

information gathering

tool

in a background investigation is the

completed

application form

As a general rule, no application more than

90 days

old should be considered

without

a

re-interview

of the applicant

The

principal

behind

integrity tests

is that an individual who

has

developed

strong attitudes

towards honesty is

less likely

to engage in dishonesty

than an

individual who possesses

weaker attitudes

towards dishonesty.

Employment gaps of

more than

one month

must

be explained

The

job description

for a position

must

include accurate specifications and

genuine skill requirements

which are described

concisely

and without

prejudice

.

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 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 • 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 • There are

virtually no restrictions

on what can be asked of an individual

once an offer of employment has been made.

Education • Approximately 5 % of all professional applicants falsify some aspect of their educational background.

Interview • A personal interview of each applicant should be conducted by an trained interviewer

Background Investigation • Should be completed prior to allowing the applicant to commence employment • The

most important information gathering tool

in a

background investigation

is the

completed application form

Background Investigation • At least

five

consecutive

immediately preceding

years of employment are verified •

Personal contact

is by far the

most desirable

method of investigation

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 Testing •

Types

of psychological tests –

Skills and Aptitude tests

• 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 Testing •

Integrity tests

which ask can be “

clear purpose

” tests

direct questions

or “

veiled purpose

” tests in which it is

not obvious that integrity

is the

primary concern.

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 • 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