Jeong-do Management

Jeong-do management is the founding spirit and core value of the Halla Group.

I have pride in myself in being an entrepreneur that has had no disgrace in running a company ever.

Only the will, creativity, hard work, and honesty of Halla people have made Halla what it is today.

That is the beauty and freedom of Jeong-do management.
I like that success must be achieved by using your head, your heart, and hard work.
Accomplishments made based on collusion, cheating, and the sacrifices of others are nothing but self-deception. If you still call that a success, you’re nothing more than a hypocrite.

Jeong-do management. I have held this as my lifelong belief
and I believe that it will continue as the long-lasting spirit of Halla.
I became more convinced when I also saw employees take immense pride watching that
the Halla Group was the only company that wasn’t summoned by the prosecution during the bribery scandal.

- An excerpt from the autobiography of the late Honorary Chairman, Chung In-yung -
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Jeong-do Management Philosophy

A company must compete fairly and fulfill its social responsibilities and obligations
based on transparent and proper decision-making in line with principles and basics.

  • 1

    “Jeong-do” means not doing something that you would not be proud of doing.

  • 2

    “Transparency” means sharing the same information by providing accurate information.

  • 3

    Anyone can make mistakes, but you must not go on to betray the principle of transparency.

  • 4

    We must lay down standards that we must abide by while continuing to examine them in order to build a culture that follows these principles as well as the basics.

The Four Principles of Jeong-do Management

  • Transparent management

    Eradication of wrongdoing and corruption

  • Risk Prevention

    Prevention of risks and bolstering risk management training


    Advancing the level of management


    Voluntary compliance
    with the related laws

Implementation System

  • Guidelines for the implementation system

    We have a Code of Ethics as a standard for the correct behavior and judgment of values that all stakeholders must follow. It specifies the scope of acceptable behavior and standards as criteria for ethical decision-making and behavior.

  • Education and Campaign

    We run an education program for Jeong-do Management for our employees and for the employees of our affiliates to provide support when practicing Jeong-do Management for the code of ethics, anti-corruption, fair trade, information security, and various risks of violating rules and regulations.

  • Enhancing self-purification capacity through participation

    We are operating an online channel for employees and external stakeholders so as to report unfair trade and acts of violation of the Code of Ethics and the Code of Conduct. We guarantee the anonymity of anyone who provides information relating to unlawful or immoral activity and strictly prohibit any disadvantage or discrimination following such a report.

Reporting Process

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Filing reports
  • You may report a case under your name or anonymously to the online Ethics Hotline. When reporting anonymously, you can insert an authentication number, which will then be used when you check the results of your report.
  • You may report a case to the Jeong-do Management Office via telephone, fax, mail, or mobile applications.
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How to Check the Results of Your Report
  • Your report will be processed and investigated in an appropriate manner, guaranteeing the greatest possible protection for informants. It may take some time for us to give you a reply as your report will be reviewed by the relevant departments and people implicated.
조사개시 아이콘
Start of the Investigation
  • The investigation begins after we confirm the plan, including the number of people involved and the time required for the investigation.
  • We inspect reports in the order we receive them. The time needed for each case may vary depending on the people subject to the investigation and the scope of the matter.
조사완료 아이콘
Completion of the Investigation
  • The investigation is complete when we find objective evidence proving that the allegation made is in fact true.
종결 아이콘
Termination of the Investigation
  • When the investigation is over, we terminate the case after which disciplinary action will be taken following the internal regulations.
처리결과 확인 아이콘
Checking of the Result
  • We provide feedback to the informant in the View My Report menu.

Informant Protection System

  • Confidentiality Obligation
  • Accordingly, all employees in the Jeong-do Management Office must sign an NDA.
Obligation to Prohibit Disadvantageous Treatment
  • No one will be subject to disadvantageous treatment, such as unfair personal, administrative, and/or economic actions, on the basis of reporting wrongful practices.
Reduction of Responsibility
  • The responsibility of voluntary informants may be reduced in consideration of the degree of misconduct, everyday attitude at work, and expression of specific moral regret of his/her actions.
  • We guarantee strict confidentiality of informants who have shown regret and have earned the opportunity to start anew by making voluntary reports.
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Code of Ethics
Based on our founding spirit of Jeong-do management, we, Halla Group, respect people, contribute to the national society, and pursue efficient and ethical management in our bid to proactively create our own future, ultimately maximizing public value. We are evolving constantly as a global major company by respecting the order of the free-market economy that pursues free and fair competition as well as seeking common interests with stakeholders based on mutual trust and cooperation. Halla enacted the Code of Ethics to provide standards of right deeds for Halla employees, partners, and suppliers, and hereby commits to observing them.
Chapter 1. Responsibilities to the Nation and Society

Halla will emerge as a company loved by the public by fulfilling its social responsibilities.

  • We pursue common prosperity and development by respecting laws, traditions, customs, culture, and socially recognized values as well as operating legal business activities.
  • We abide by international agreements for human rights, the environment, culture, and economy as well as all laws and accounting standards at home and abroad in which we operate business activities.
  • We contribute to the national economic development through job creation and tax contributions while contributing to social development by actively fulfilling our social responsibilities.
Chapter 2. Responsibility and Obligation to the Customers

Based on the recognition that customer satisfaction is the basis of company development, we make our utmost efforts to respect their rights and maximize value.

  • We gain customer trust by being sincere and honest, protecting their information, and fulfilling our promises to them.
  • We realize customer satisfaction by respecting their opinions and providing the highest quality products and services at reasonable prices based on our technological capabilities.
  • We never harm customer interests with unethical behaviors.
Chapter 3. Responsibilities and Obligations to the Stockholders

We make our utmost efforts to respect their opinions as well as maximize their rights and investment values.

  • We enable stockholders and investors to make reasonable investments and management by respecting their rights and values and through efficient operation of risk management and internal control systems.
  • By establishing a responsible management system, we gain their trust by providing all necessary information in a timely manner when they need to make business decisions while following the relevant procedures.
Chapter 4. Fair Competition and Transactions

All transactions must be based on the principles of free and fair competition, with equal opportunity being guaranteed to all entities. By doing so, we build trust and cooperative relationships, and ultimately pursue mutual growth from a long-term perspective.

  • We respect our competitors’ rights and regard competitive relations as an opportunity to achieve mutual growth.
  • We secure our own competitive edge in a fair and capable manner without denouncing competitors or exploiting their weaknesses.
  • We conduct all business transactions under equal circumstances based on mutual trust and cooperation. The terms and procedures of transactions are discussed thoroughly between the parties involved, and all necessary information will be provided.
  • All business transactions with our business partners are based on the principles of fair competition, with equal opportunity being guaranteed to all entities.
  • We register and select all business partners in a transparent and reasonable manner, following an objective and fair evaluation process.
  • We abide by all the laws and regulations applicable to fair transactions.
Chapter 5. Basic Ethics of Employees

Based on the Halla spirit of progression and creativity, all employees must build on their values and perform their duties in a fair manner with pride and self-esteem as Halla people.

  • Halla employees have a high standard of morality and strive continuously to maintain their personal dignity and the company's honor.
  • Halla employees carry out their assigned duties in the most transparent and fairest manner while understanding the company’s policies, rules, regulations, and their duties.
  • Halla employees understand the desirable talents that are needed in this rapidly changing era of diversity, and strive constantly to meet these standards through self-development.
Chapter 6. Responsibilities to Employees

Halla respects the dignity and values of all employees as independent human beings. They will be treated fairly according to their abilities and achievements and encouraged to further develop themselves with a variety of support and training opportunities.

  • Halla respects the free exchange of opinions and the privacy of all employees and accordingly establishes systems and a corporate culture to assist them in performing their duties with a sense of ownership and pride.
  • Halla evaluates the abilities and performance of its employees by using fair standards. We do not tolerate discrimination based on educational background, gender, religion, region of birth, age, disability, and/or race.
  • Halla provides active support and creates an environment in which employees can develop into autonomous and creative professionals.
  • Halla provides education and training on sexual harassment in the workplace and makes every effort to prevent sexual harassment.
  • Halla strives to protect the health of employees and create a safe and pleasant working environment.
Chapter 7. Penalties for the Breach of the Code of Ethics
Penalties for the breach of the Code of Ethics will be given according to the relevant procedures. Appendix
Article 1. Implementation
This code of ethics came into force on May 1, 2011.
Article 2. Scope
This code of ethics will be applied to Halla employees, partners and all stakeholders involved in business relationships.
Article 3. Interpretation and Consultation
If there is any question or conflict over this Code of Ethics, the Jeong-do Management Office is available for consultation and will provide its interpretation as a standard.
Article 4. Relations with Other Regulations
This Code of Ethics serves as the foundation of Jeong-do management and thus prevails over other corporate regulations. For specific matters, this Code of Ethics must be followed.
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Code of Conduct
This Code of Conduct provides the scope and standards of acceptable behavior of Halla employees for the efficient operation of the Code of Ethics.
All Halla employees must follow this Code of Conduct as guidelines for ethical decision-making and behaviors and strive to establish an advanced corporate culture.
1. Money and Valuables
  • All Halla employees shall not accept money and/or valuables (cash, products, memberships, flight tickets, etc.) from any stakeholder on any occasion, and likewise must not offer the same in kind either.
  • The amount of money for congratulations or condolences should not exceed the socially recognized level.
  • Any wreath, flowerpot, etc. you give in relation to a promotion, promotional transfer, inauguration, etc., should be of a frugal level.
  • All Halla employees shall not engage in monetary transactions or facilitations with any stakeholders, including but not limited to cash loans, loan guarantees and security that may affect the fair processing of business.
  • Where you have received money and/or valuables against your will, you must return them or report to the Jeong-do Management Office.
2. Entertainment (Hospitality)
  • All Halla employees must not receive or provide any entertainment (hospitality) of more than an ordinary level.
  • It is prohibited to accept golf entertainment by a stakeholder.
  • Entertainment at places that are recognized as unhealthy according to social norms is prohibited regardless of the amount.
3. Convenience
  • All Halla employees must not receive any convenience, such as transportation and/or accommodations, from stakeholders.
  • All Halla employees must not receive any convenience, such as transportation, accommodations, and services, from stakeholders on in-house events (department-level events, club activities, etc.).
4. Fair Treatment of Employees
  • All Halla employees must be treated fairly without discrimination on the grounds of family relations, academic background, and/or region of origin.
  • Superiors must not ask their subordinates to falsify or temper any documents or calculations. Where you are asked to do so, you must refuse or report to the Jeong-do Management Office. Also, where you have found errors in any documents or calculations created due to negligence, you must report to your superior and correct the errors.
  • All Halla employees must execute the company’s budget in accordance with the intended purpose and relevant regulations and must not use the company’s budget for any personal purposes that are not related to the company’s business.
  • All Halla employees must not use the company’s assets or information for any personal purposes from which to gain any benefit.
  • All Halla employees must not reveal any confidential information of the company, internal information or information acquired in the course of carrying out business without prior approval under any circumstances.
  • All Halla employees must not ask or accept offers from any stakeholder for employment after their retirement, hiring and/or transactions.
5. Work Ethics
  • All Halla employees must not inflict any loss onto the company by not fulfilling their expected duties or the duty of care as a manager.
  • All Halla employees must not carry out any immoral or unethical acts that may be socially condemned in connection with their private life and work-related duties to ensure the company’s reputation.
  • All Halla employees must not undermine the unity of the company by creating and spreading rumors or behaving contrary to workplace etiquette.
  • All Halla employees must not engage in any inappropriate behaviors that inflict pain to superiors, colleagues, and subordinates (insults, defamation, unfair prejudice, verbal violence, abusive behavior, inappropriate gifts).
  • All Halla employees must not incur sexual humiliation or personal offense by engaging in sexual comments or behaviors.
6. Compliance with the Code of Ethics (Code of Conduct) & Report of Unethical Behaviors
  • All Halla employees shall endeavor to the best of their ability to observe the Code of Ethics for a transparent and fair corporate culture.
  • All Halla employees must fully understand the Code of Ethics and are encouraged to participate in education sessions if necessary.
  • Where you receive an instruction from a superior that goes against the Code of Ethics, you must reject it.
  • All Halla employees shall promptly report to the Jeong-do Management Office upon discovering their own or others’ violation of the Code.
  • It is strictly prohibited to reveal the reporter and/or related witnesses. No disadvantage related to the report shall be imposed on the reporter.
  • Any violation of the Code of Ethics shall be subject to disciplinary measures in accordance with Article 17 of the audit regulation.
Article 1. (Enactment & effective date) The original Code of Conduct entered into force on May 1, 2011.
Article 2. (Revision & effective date) The revised Code of Conduct entered into force on June 1, 2019.
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