Generally, companies, institutions or organizations, whether small or large, always keep the principles of implementing their respective jobs and skills under the guise of being compiled, published as a live textbook during practice or through videos or documents in internal training sessions. It is noteworthy that there is, of course, publicity on social media and website of an institution or company to show a strong position in the operation and development, and is also an important part of attracting investment, both domestic and foreign.


The main principles of integrity practice differ from one institution or company to another. This article will share knowledge related to the integrity of work (Integrity Principle) that employees in the organization or company should follow. Consistency and flexibility are also part of the main principles of performance and skills of the Internal Audit of the Institute of Internal Auditors. Although not all points are met, implementation from one institution to another varies, so a statement of non-compliance does not mean that the entire audit is ineffective. The performance of the audit can achieve the internal audit mission (enhance and protect the value of risk management and the quality of the company’s products and services, with the auditor providing assurance, consulting and providing knowledge based on risk and neutrality). Therefore, we can narrow down the meaning that in order to carry out the work more efficiently and with integrity, each department must have a clear mission definition. In general, work ethic is focused on honesty, diligence and responsibility.


At present, there is no official claim that the measure of integrity, diligence and responsibility of an individual is accurate at all times. Honesty, diligence and responsibility are complex because they are often related to a person’s personality from birth and / or due to the context in which the person lives and grows up. Influence response time and reaction in daily life, both living and working. We often observe that effect through gestures, expressions of thought, decisions, and actions. The level of loyalty, diligence, and responsibility of one person may vary from one circumstance to another, and from one person to another, differences may be complete or partial.


No matter how complicated it is to examine and evaluate the overall performance of the work, it can be done in many ways, such as requesting and hiring experts, creating tests, quizzes and games, collecting relevant data to analyze. Issue a report of the results of the study on the level of integrity of the work of any department or staff of the institution or company in accordance with the agreement and requirements. Today, in developed countries such as the United States, there are many professionals to respond to the advances in digital marketing and modern business. On the other hand, they can review and evaluate in a simple way and manage directly from the institution or company.

The most common and effective approach is to have clear policies, standards of performance (including detailed workflow tables and announcements, as well as regulations and guidelines to meet the needs of institutional or corporate operations). Lastly, reviewing and updating policies and performance standards in a timely manner.


In this article, we will not talk about the compilation or process of each document, but we will talk about the reasons that lead to the above mechanism for monitoring and verifying the integrity of the work.


Those reasons are due to allowing individuals to perform their work voluntarily, risking financial operations and reaching the reputation of the institution or company. Therefore, the factors and levels of honesty, diligence and responsibility are defined and stated in the policies and standards of performance of each department. The management of the institution or company has high expectations from the Head of Department (Head of Department) to compile, implement and monitor the policies and standards of work that lead to mixed negotiations. The caption in the picture is an employment contract or other documents or meetings.


After agreement, the head of each department must have a detailed plan and clear annual goals, with detailed discussion and approval from the management. In the same way, the head of the department must clearly define and direct the strategy and direct the management, and must ensure that the annual plan will be able to achieve the goals responsibly, ethically and professionally. In addition, the head of the department is responsible for sharing effective implementation strategies, practical and detailed implementation methods, not based on a single theory, providing active training to team members and ensuring that team members understand and accept the plan. In addition, the head of the department plays an important role in monitoring and ensuring that the working documents are properly prepared and maintained the monthly, quarterly, semi-annual and annual reports. The last and foremost point of this process is reviewing and updating policies and performance standards. Because all the implementation activities, all the problems, all the solutions of the department are all passed and decided by the director of the department, so the director of the department is the only important person in leading, updating and documenting. The head of the department then has to have a hands-on training on what he has compiled and a formal training for the team members and relevant staff to avoid problems from recurring.


The head of each department must ensure that the implementation of all of the above points, keep all the documents and other transactions transparent, and clarify the responsibilities and clear scope based on the principles of ethics and professional code, workplace, and freedom of expression. Discrimination and equality must be taken to remind these points strictly and consistently on a daily basis during each implementation.

The above simple actions are part of the reflection of honesty, diligence and responsibility to perform the work, and also partly involved to ensure the stability of the organization or company, operation and sustainability of the business. The department directly responsible for the activities also need the participation of relevant departments and other specialized departments, according to the work cycle, needs and actual budget.


Finally, this article is written for the purpose of knowledge sharing and each point is based on references and personal experience. So, it is not a reference for the actual work of the institution or company or person who went through this article. As a disclaimer, we take no responsibility for any risks arising out of our understanding and compliance. We recommend that you consult with experts in the institution or company or outside service experts to study and understand the risks.