Personnel security – is said to be the most critical among the three
aspects not necessarily the ,most important because it deals with people and
people are the sources of threat.
The purpose.
To ensure that a firm hires those employees best suited to asset the
firm in achieving its goals and once they are hired it's providing the
necessarily security to them.
Scope of personnel security.
Personnel security education
Security education
Key function of personnel security.
It serves as a screening device to assist the organization in hiring
suitable employees
It handles investigation of employees suspected of wrongdoing
It develops security awareness among employees
To ensure the protection of employees from discriminatory hiring or
terminating procedures for unfounded allegations of unethical conduct.
Elements of comprehensive personnel security program.
Adequate job specification standard
Appropriate recruitment and selection criteria
Background applicant screening procedures
Background investigation standard
Investigation of employees conduct
Truth verification standards
Disciplinary procedure
Termination procedure
Basic consideration.
Responsibility of the appointing authority
Solely by virtue of his grid or position
determine eligibility for the required security clearance
Security education
School keep abreast of changes of the law
Right to review his pre-employment
No restriction
Applicant screening.
The most effective tools in employee selection are:
The application form (information tool)
And the interview
Whole man rule.
A process of judging a person's suitability for employment based on an
applicants performance and honesty over the whole period of both his
or her employment and social history.
Red flags in screening process.
Application form not signed
Application date not filled up
Applicants name and possible eliasis
Gaps in employment history or use of term self employed
Inability to remember names of former colleges or bosses
gaps in residence
Personal security investigation.
Ito yung isang bagay na ginagawa ng mga businessman owner kapag
ang isang applicante ay maghahandle ng isang very sensitive position.
Background investigation.
Verify information on the applicant form
A certain past employment experience and obtain other information
pertinent to the decision to employ
Factor to considered (BI):
Loyalty- quality of faithfulness to the organization superiors
subordinates.
Integrity- uprightness of character soundness of moral principle and
truthfulness.
Discretion- ability to act or decide with prudence habit of wise
judgement.
Morals- distinctive identifying qualities that serves as index to the
essential nature of a person
Character- sum object increase by nature education and habitat of a
person.
Reputation- opinion which one is generally held.
Motives that cause people to be destroyed.
Revenge
Material gain
Personal prestige
Friendship
Weaknesses that make people susceptible to pressure.
Jealousy
Weakness of character
Heavy indebtedness
Addiction to narcotics and drugs
Guilty past
Moral depravity
source of character for (BI).
1. Local agency check
Barangay clearance
Local police clearance
Court clearance
Fiscal or prosecutor
MTC
RTC
Mayor clearance
2. National agency check.
National bureau of investigation
Intelligence service, AFP, (ISAFP)
Investigation coverage.
prior employment for at least 7 years should be verified
claim education should be checked
Claim residence should be verified
If the candidate indicates a criminal record then details should be
checked
Investigative standard.
Information sought should be relevant to the hiring decision
Information should be reliable
Unfavorable information should be confirmed by at least two sources
All completed investigation should be reviewed by a responsible
supervisor so that all applicants are measured according to the same
standards.
Positive vetting.
It is a personal interview conducted under stress
Is define by the webster dictionary as the process of inspecting or
examining with careful thoroughness
Basic reasons for an interview during vetting:
Challenge the applicant On the basis of any false statements
Observe The applicant Behavior Under stress
To open areas for Exploration which Have until now remain hidden
To provide new investigation leads
Profiling:
The process Whereby A subject Reaction In a future Critical situation
This predicted By Observing Behavior By interviewing him, Or by
Analyzing His response A questionnair.
Reid report:
Is an example of an honesty test
Deception Detection technique:
The Polygraph
The Psychological stress Evaluator
The Voice Analyzer
Financial and lifestyle inquiry:
This Type of investigation seeks Together information On income And
mode the Of living (Earnings to debt ratio).
This is done when the employee:
Is to be promoted
Please still be assigned Two more Sensitive duties
When it is Already part SOP For those assign sensitive Positions
It is done at least every 18 Months.
Undercover investigation:
The placement of an agent in a role where his true identity is not
raveling, in Order to obtain information for criminal prosecution or for
criminal prosecution or for recovery or limitation of asset losses.
Exit Interview as a loss prevention technique:
It gives departing employees an opportunity to list greivances.
It offers security managers an opportunity to learn of problems.
Utilizing a checklist has resulted in reducing losses.
Allows for debriefing of departing employees.
How to conduct an adequate security exit Interview
The security manager must choose an issue to be investigated.
The interview should be conducted face to face impersonally and
objectively.
Questions should be specific.
Interview should be on The last day of Employment
Must have adequate Preparation By the questioner.
It should be conducted regardless of rank of the departing employee.
It should be periodically evaluated at least once a year.
Interview should be structured and standardized that generally all
employees are asked the same question.
Anti- competitive clause
An effective method to prevent former employees from competing
against the company.
Security education is conducted
To develop security awareness among employees of the company
To emphasize the importance and role of security in achieving the
company’s goals among the top , management.
Security education may be conducted during:
The initial interview
Overview of company security policies employee accountability and
corresponding penalties.
Security reminders
Indirect approach
Use of posters and fliers
Must be replaced periodically
Training and orientation
Detailed presentation of personnel security.
If possible give handouts
Refresher conference
Review guidelines And policies
Explain Or Introduce new policies
Determine if Employees has problems
Try to gather information of probable violations of company policies
Ask for comments about existing policies
Security promotion
Market security within company
Get support among employees
Promoted importance of security especially among the top brass
Special interview
Used to augment regular refresher conference
Used an investigative tool.
Debriefing
Is required whenever a person who has access to classified information
leave the company or is assigned to other duties
