GROUP 3 HIGHSCORE 2500

PERSONNEL
SECURITY

Introduction to industrial
Security concepts
GROUP 3 01 07 12

SHEKINAH MARIE
FUERTES

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It is the procedure followed,

inquiries conducted, and criteria
applied to determine the work
suitability of a particular applicant
DEFINITION OF or the
employee.
retention of a particular

PERSONNEL
SECURITY this is an aspect of security which
ensures that members of the
organization and those accepted to be
members are capable, reliable,
trustworthy, and loyal to the
organization.

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PURPOSE #1
To ensure that the company shall hire
only employees who are best suited to
assist the organization in achieving

PURPOSES OF its mission and vision;

PERSONNEL
SECURITY PURPOSE #2
Once hired, they can assist the
company in providing necessary
security to the employees while they
are performing their functions.

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ALEEZA RAINE
TANYAG

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It serves as a screening mechanism in

selecting suitable employees for the
KEY job;

FUNCTIONS OF
PERSONNEL It provides background investigation
SECURITY services of both potential and present
employees, for possible assignments to
sensitive position.

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KEY It handles investigation of employees

suspected of wrongdoing;

FUNCTIONS OF
PERSONNEL
SECURITY It develops security
employees; and
awareness among

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KEY FUNCTIONS OF
PERSONNEL SECURITY
It attempts to ensure the protection of employees
from discriminatory hiring or termination procedures
as well as unfounded allegations of illegal or
unethical activities and conduct.

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PAULI ISHEE
ADRIANO

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TYPES OF PERSONNEL
SECURITY INVESTIGATION
1. NATIONAL AGENCY CHECK (NAC) - a background investigation
conducted to an individual which consist of Local Agency
Check and supplemented by investigation of the records
and files of the following agencies: PNP, ISAFP, NBI,
CSC Bureau of Immigration and other agencies.

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TYPES OF PERSONNEL
SECURITY INVESTIGATION
2. LOCAL AGENCY CHECK (LAC) - also a background
investigation conducted to an individual based on the
records and files of agency in the are of principal
residence of the individual being investigated like
clearances from the barangay, mayor, police, prosecutor and
courts.

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BACKGROUND
INVESTIGATION (BI)
1. An inquiry which aims to verify an applicant’s
information written at the applicant’s form, to
ascertain his/her past emplyment and to obtain other
necessary information which will help the company’s
decision to employ.

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BACKGROUND
INVESTIGATION (BI)
2. A check made on an individual usually seeking employment
through subjects records in the police, educational
institutions, place of residence, and former employers.

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KINDS OF BACKGROUND
INVESTIGATION
1. COMPLETE BACKGROUND INVESTIGATION (CBI) - a type of
background investigation which is more comprehensive,
which includes all circumstances of his personal life.

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KINDS OF BACKGROUND
INVESTIGATION
2. PARTIAL BACKGROUND INVESTIGATION (PBI) - Investigation
of the background of the individual but limited only to
some circumstances of his personal life.

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RHODALYN EFA

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LOYALTY
faithful allegiance to the Philippine
government and its duly constitutional
authorities
FACTORS TO BE
CONSIDERED IN INTEGRITY
uprightness in character, soundness of
THE CONDUCT moral principle, freedom from moral
delinquencies
OF BACKGROUND
INVESTIGATION DISCRETION
the ability or tendency to act or to
decide with prudence, the habit of
wise judgment

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MORALS
Distinctive identifying qualities
which serve as an index to the
essential or intrinsic nature of a
FACTORS TO BE person

CONSIDERED IN CHARACTER
The sum of traits that have been
THE CONDUCT impresses by nature, education and
habit upon the individual
OF BACKGROUND
INVESTIGATION REPUTATION
Opinion or estimation in which one is
generally held. It is what a person is
reported to be whereas character is
what a person is.

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AYESSA YZABELLE
TORRES

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INVESTIGATIVE
COVERAGE
1. Prior Employment;
2. Claimed education;
3. Claimed residence for the period covered employment and
educational institutes; and
4. If the candidate indicates a criminal record, the
details should be checked.

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INVESTIGATIVE
STANDARDS
1. Information sought should be relevant;
2. Information should be reliable; and
3. If unfavorable, the information should be confirmed at
least two sources.

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JHANNELLE
PONGCOL

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HEAVY INVESTMENT
MATERIAL
IN THE COUNTRY OF
GAIN
FOREIGN LAND
MOTIVES
THAT CAUSE SERIOUS
INDEBTEDNESS
IDEOLOGICAL
INCLINATION
PEOPLE TO
BE DISLOYAL JEALOUSY GULLIBILITY

WEAKNESS IN REVENGE
CHARACTER

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DESIRE FOR
INCREASED PERSONAL

MOTIVES PRESTIGE

THAT CAUSE FRIENDSHIP

CLOSE RELATIVES
IN FOREIGN LAND
PEOPLE TO
BE DISLOYAL ADDICTION TO DRUGS

BLACKMAIL

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KIM JOSSEL
BALDISIMO

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COMMON OMISSION AND

FALSIFICATION COMMITTED BY
AN APPLICANT
1. Applicant's signature
2. Application date
3. Applicant's name
4. Residence address
5. Date of birth
6. Education
7. Criminal records
8. Employment
9. Citizenship
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JOHN JOSCEL
MALIGAT

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SECURITY EDUCATION
PROGRAM
It is a method to develop security awareness among the
employee of the organization regardless of rank and
position, by means of orientation and seminar to new and
old employees, to protect the interest of the company
from any possible loss, damage and other criminal acts.

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JOLINA VIRAY

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1. Employee to understand the importance

of security to the successful
operation of the company;

PURPOSES OF 2. Employees to understand their role,

duties and responsibilities in the
security of the company;
SECURITY
EDUCATION 3. To familiarize with the various
aspect of the security measures being
implemented in the company; and

4. Employees to comply with the rules

and regulations.

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Initial Interview

PHASES OF Orientation and Training

SECURITY Refresher Conference

EDUCATION
PROGRAM Security Reminders

Security Promotion

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GROUP 3

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