CPP

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CPP

• STUDY GUIDE
• Personnel Security
• 1 - 78

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Significant Notes

• Personnel
• Security

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In implementing an asset protection program, one
primary objective should be to motivate all
employees to become part of the protection program
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All asset protection programs should provide for
adequate feedback on the part of participants
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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
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The three basic security processes
area. Informationb. Physicalc. Personnel
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Of the three basic security processes, personnel
security is considered to be the most critical
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The basic elements of the personnel security
process area. Protects the organization against
undesirable persons through appropriate
recruitment and hiring safeguardsb. Protects
the organization against dishonest employees
through appropriate control safeguardsc. Prote
cts employees from discriminatory hiring or
termination procedures
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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
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Some deception practices to be on the lookout for
on applications during the screening process
prior to hiring area. 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
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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
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One well known honesty test is the Reid Report.
This is a written honesty test designed to
reveal a persons trustworthiness and attitude
toward honesty
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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.
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The two major tools used in employee selection
procedures area. The applicationb. The
interview
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A background investigation is expensive but
necessary in the personnel security process. The
major purposes of this type of investigation
area. To verify information on the application
formb. To ascertain past employment
experiencec. To obtain other information
pertinent to hiring decision either derogatory
or positive
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The theft triangle sides consist
ofa. Motiveb. Desirec. Opportunity
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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
regulationsa. Race or ethnic
backgroundb. Age, sex or marital
statusc. Religiond. Childrene. Disability
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Approximately 10 of the completed applications
will have falsifications serious enough for
management review before making an offer of
employment Rule of Ten
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The most important information gathering tool in
a background investigation is the completed
application form
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As a general rule, no application more than 90
days old should be considered without a
re-interview of the applicant
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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.
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Employment gaps of more than one month must be
explained
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The job description for a position must include
accurate specifications and genuine skill
requirements which are described concisely and
without prejudice.
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Purpose and Function

• Personnel Securitys 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

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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

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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

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The Application

• There are virtually no restrictions on what can
  be asked of an individual once an offer of
  employment has been made.

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Education

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

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Interview

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

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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

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Background Investigation

• At least five consecutive immediately preceding
  years of employment are verified
• Personal contact is by far the most desirable
  method of investigation

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Psychological Testing

• A process whereby a subjects reaction to a
  future situation is predicted by an analysis of
  his/her responses to a questionnaire.

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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

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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.

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Psychological Testing

• Integrity tests can be
• pre-employment tests which measure the
  applicants 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

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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

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Personnel Security

• Sample Questions

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1. Of all security processes, the most critical
is

• a. Information
• b. Personnel
• c. Physical
• d. Perimeter

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1. Of all security processes, the most critical
is

• a. Information
• b. Personnel
• c. Physical
• d. Perimeter

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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

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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

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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. Maslows Hierarchy of Prepotency
• b. McGregors Theory X
• c. McGregors Theory Y
• d. Herzbergs Two Factor Theory

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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. Maslows Hierarchy of Prepotency
• b. McGregors Theory X
• c. McGregors Theory Y
• d. Herzbergs Two Factor Theory

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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13. On the whole, employees are

• a. Easily tempted
• b. Honest
• c. Indifferent
• d. Conscientious, honest individuals who have
  the firms best interest at heart

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13. On the whole, employees are

• a. Easily tempted
• b. Honest
• c. Indifferent
• d. Conscientious, honest individuals who have
  the firms best interest at heart

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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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

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The End