Rmapa Set 1- Personnel Security
Personnel security is the term used to describe the policies and procedures put in place to try to minimise the risk against the company. Robust personnel security helps the organisation employ reliable people, minimises the chances of staff becoming unreliable once they have been employed, detecting suspicious behaviour, and resolving security concerns once they emerge.
- 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
- 3.The theory that 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 Test
- D.
Manual Placement Test
- 5.Which is not a strategy for managing violence in the workplace:
- A.
Establish a committee to plan violence prevention
- B.
Consider OSHA guidelines to curb workplace violence
- C.
Have professionally trained and armed security officers
- D.
Establish policies and procedures and communicate the problems of threats and violence to all employees
- 6.When interviewing a candidate for employment, the interviewer may ask which question:
- A.
Have you ever been arrested?
- B.
How old are you?
- C.
Are you married?
- D.
Can you meet the attendance requirements of this job?
- 7.Under federal law, the use of the polygraph for pre-employment is permissible, except in which industry:
- A.
Drug manufacturing
- B.
Nuclear power
- C.
Banking
- D.
Alcohol manufacturing
- 8.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
- 9.The frequency of a reinvestigation of the “financial life style” inquiry should generally be:
- A.
Never
- B.
Every 6 months
- C.
Every year
- D.
Every 18 months
- 10.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
- 11.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 investigators
- D.
It is an acceptable form of information for a professional position
- 12.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
- 13.Completed background investigations:
- A.
If apparently completely favorable, may be reviewed by an investigative clerk
- B.
If apparently completely favorable or containing unfavorable information, are reviewed by a responsible supervisory security employee
- C.
If containing unfavorable information, should be immediately reffered to legal counsel
- D.
Should be reviewed jointly by the Human Relations Director and the Security Director.
- 14.The qualifications and background of an applicant are considered in light of the needs of the company to perform the duties of a specific position. Which of the following is not accurate regarding the job description fo 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 maximum number of applicants to qualify for the position
- 15.Which of the following are considered to be advantages of contracting for guard services
- A.
Lower payroll costs
- B.
Fewer administrative headaches
- C.
No collective bargaining
- D.
All of the above
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