Rmapa Set 1- Personnel Security

Contracting for guard services can provide several advantages. Firstly, it can result in lower payroll costs as the company does not have to hire and train their own security personnel. Secondly, there are fewer administrative headaches as the responsibility of managing the guards falls on the contracting company. Lastly, there is no collective bargaining involved, meaning that the company has more control over the terms and conditions of the guard services. Therefore, all of the given options are considered advantages of contracting for guard services.

The question "Can you meet the attendance requirements of this job?" is the most appropriate question to ask when interviewing a candidate for employment. This question directly relates to the candidate's ability to fulfill a crucial aspect of the job, which is attending work regularly and punctually. It focuses on the candidate's reliability and commitment to the job, which are important qualities for an employer to assess. Asking about arrest history, age, or marital status may be considered discriminatory and irrelevant to the candidate's qualifications for the job.

A resume is an acceptable form of information for a professional position because it provides a concise summary of a person's qualifications, skills, and experiences that are relevant to the job. It serves as a tool for job seekers to showcase their abilities and achievements to potential employers. A resume is typically reviewed by hiring managers or recruiters as part of the selection process to determine if a candidate meets the requirements for the position.

Security awareness refers to 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. It involves understanding the importance of security measures and being conscious of potential risks and threats. By being aware of security practices and policies, individuals can make informed decisions and take appropriate actions to protect themselves and the organization from security breaches.

Having professionally trained and armed security officers is not a strategy for managing violence in the workplace. While it may seem like having armed security officers could help deter violence, relying solely on this approach does not address the root causes of violence and may escalate situations. It is important to focus on prevention strategies such as establishing a committee, considering OSHA guidelines, and implementing policies and procedures to address threats and violence.

Maslow's "Hierarchy of Prepotency" is a theory that suggests that human motivation is driven by a hierarchy of needs. According to this theory, individuals are motivated to fulfill their lower-level needs, such as physiological and safety needs, before moving on to higher-level needs, such as belongingness, esteem, and self-actualization. Once a lower-level need is satisfied, it no longer serves as a motivator, and the individual's focus shifts to the next higher-level need. This theory implies that individuals are constantly striving to fulfill their needs and that the satisfaction of one need leads to the emergence of the next need as a motivator for behavior.

The job description should not be intentionally vague in order to allow the maximum number of applicants to qualify for the position. This is because a vague job description can lead to confusion and may attract applicants who are not qualified or suitable for the role. A clear and specific job description helps to ensure that only qualified candidates apply and allows the company to find the best fit for the position.

The use of the polygraph for pre-employment is permissible in all industries except for alcohol manufacturing. This means that employers in the alcohol manufacturing industry are not allowed to use polygraph tests as part of their pre-employment screening process. The reason for this restriction is not provided in the question.

Personnel is the most critical security process because it involves the human element. No matter how advanced the technology or physical security measures are, they can be easily compromised if personnel are not trained, vigilant, and trustworthy. Personnel are responsible for implementing security protocols, monitoring access, and detecting and responding to any security breaches. They are also responsible for handling sensitive information and ensuring its confidentiality. Therefore, personnel play a crucial role in maintaining the overall security of an organization.

The Manual Placement Test is not an example of an intelligence test because it is designed to assess a person's skills and abilities for a specific job or task, rather than measuring their overall intelligence or cognitive abilities. Intelligence tests such as the Stanford-Binet IQ Test, Henman-Nelson IQ Test, and Armed Forces General Classification Test are specifically designed to measure a person's cognitive abilities, problem-solving skills, and intellectual potential.

In conducting interviews during a background investigation, it is more appropriate for the investigator to inform the person being interviewed that the employee is being investigated in connection with a position of trust. This ensures transparency and allows the interviewee to understand the context and purpose of the investigation. It also helps to establish trust between the investigator and the interviewee, as they are being informed about the nature of the investigation.

The correct answer states that completed background investigations, if apparently completely favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee. This means that regardless of the outcome of the investigation, whether it is completely favorable or contains unfavorable information, it is the responsibility of a supervisory security employee to review the findings. This ensures that any potential issues or concerns are properly addressed and evaluated by someone in a position of authority and expertise in security matters.

The correct answer is Every 18 months. Reinvestigating the "financial life style" inquiry every 18 months allows for a reasonable amount of time to pass between investigations, ensuring that any changes in the individual's financial situation can be identified and assessed. This frequency strikes a balance between staying updated on the person's financial activities and avoiding unnecessary or excessive investigations.

The correct answer is "Twice as likely to admit to criminal or drug abuse behavior." This means that individuals who find integrity tests offensive are more likely to admit to engaging in criminal or drug abuse behavior compared to others. This suggests that their negative reaction to the tests may be due to their own involvement in such activities.

When conducting an investigation that involves unfavorable information or leads to an adverse employment decision, it is important to retain the investigation file for a minimum of three years. This is necessary to ensure that there is a record of the investigation and decision-making process in case of any legal disputes or challenges. Keeping the file for this duration allows for future reference and provides evidence of due diligence and compliance with regulations. It also allows for the organization to review and reassess the decision if necessary.