Personnel Security CPP Study Review

Personnel Security CPP Study ReviewPractice Test

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 consciousnessb.Security awarenessc.Security motivationd.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.Maslows Hierarchy of Prepotencyb.McGregors Theory Xc. McGregors Theory Yd.Herzbergs Two Factor Theory

4.Which of the Following Is Not an Example of the Intelligence Test:a.Stanford-Binet IQ Testb.Henman-Nelson IQ Testc.Armed Forces General Classificationd.Manual Placement Test

5.Which of the Following Is Not a Basic Requirement for Handling Pre-employment Interviews:a.Interview must be voluntaryb.Interviews to be effective should be conducted with a friend of applicant presentc.Interview must be unbiasedd.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 locatedb.Education is the key to loss preventionc.Attitudes and honesty of rank and file employees are key to minimizing theft lossesd.Terminate undesirables

7.Probably the Single Most Important Safeguard for Preventing Internal Theft Is:a.An extensive statement of personal historyb.The personal interviewc.Interviewing referenced.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 historyb.Unsatisfactory interviewc.An arrest for a crime against propertyd.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 historyb.Unsatisfactory interviewc.An arrest for a crime against propertyd.A conviction for a crime against property

9.Questioning an Employee Should Be:a.Behind a closed doorb.With the door openc.Closed and locked doord.At a police station

10.Impelling Type of Leadership Tends to Reduce Employee Dishonesty Because:a.It sets a good exampleb.It creates disciplinec.It reduces employee frustrationd.It improves morale

11.Non-directional Counseling of Upset Employees:a.Should not be used because it is not effectiveb.Does not carry the danger inherent in giving advicec.Does not directly advise, criticize or try to helpd.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

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

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 promotionb.Suspected of wrongdoingc.Being investigated in connection with a position of trustd.Tell the interviewee nothing

15.The Frequency of Reinvestigation of the Financial Life Style Inquiry Should Generally Be:

a.Neverb.Every 6 monthsc.Every yeard.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 Not True With Regard to a Resume?a.It does not provide the information which the company requiresb.It is never accepted in lieu of a completed application formc.It is always accepted and is reviewed as part of the investigationd.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 behaviorb.No more likely than anyone else to admit to criminal or drug abuse behaviorc.Sensitive persons who should not be required to take the testd.Usually found to have a violent criminal past

19.Completed Background Investigations:a.If apparently completed favorable, may be reviewed by an investigative clerkb. If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employeec.If containing unfavorable information, should be immediately referred to legal counseld.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 clerkb.If apparently completed favorable or containing unfavorable information, are reviewed by a responsible supervisory security employeec.If containing unfavorable information, should be immediately referred to legal counseld.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 requirementsb.The details of the description may tend to exclude certain groups of peoplec.The specifications and skills should be described concisely and without prejudiced.The job description should be intentionally vague in order to allow the max number of applicants to qualify for the position

Documents

Personnel Security CPP Study Review