In 1955, Dipl.-Ing. Hans Hörmann established an engineering firm for the project planning, construction and inspection of lightning protection systems. Its workforce: the founder himself and one other employee. By 1956, this had already increased to ten fitters.

By 1964, the founder had systematically expanded the product segments covered by the company and laid the foundations for its activities in the area of facade technology. The company was also putting out its feelers into other regions for the first time.

In 1962, Hörmann KG was founded in Stade as a partner for lightning protection, drywall construction and facade engineering in the north of the state.

The company entered the siren business in 1965, initially as a subcontractor.

After quickly becoming one of the select few suppliers for the German Federal Office for Civil Defence in Bonn, Hörmann established itself as the market leader for warning systems.

In the late 1960s, Hörmann entered the industrial engineering sector for the first time thanks to electrical installations for the new Volkswagen plant in Salzgitter.

HÖRMANN GmbH Nürnberg was founded in 1970 for the planning and construction of prefabricated transformer stations.

In 1971, HÖRMANN became the global market leader for siren construction thanks to the development of the network-independent compressed air siren.

HÖRMANN Schwimmbadtechnik was founded in 1972 in response to the idea of the underground container for compressed air siren units. More than 1,000 underground swimming pools in this container form were delivered throughout Europe.

In 1976, the area of security technology was developed and expanded into Germany’s third-largest provider, with intruder alarms and monitoring systems manufactured in-house.

The company began the 1980s by moving to its current headquarters in Kirchseeon near Munich. In the years that followed, more and more parts of the company were spun off to create separate companies, such as facade engineering in 1982.

In the mid-1980s, the HÖRMANN Group established its first good business relationships in the GDR thanks to its long-standing contacts with the Volkswagen Group.

HÖRMANN Logistik GmbH was formed in 1987 as a system house for intralogistics systems.

In tough negotiations as part of the reform of siren maintenance and servicing in Germany by the German Federal Office for Civil Defence, Hans Hörmann won the majority of the maintenance contracts for HÖRMANN.

The fall of the Berlin Wall was followed by a period of particular growth for the HÖRMANN Group. HÖRMANN Barkas GmbH was founded in Chemnitz in 1989 and quickly expanded from 40 to 200 employees. Hörmann & Partner, a development and production operation for software and electronic control systems, was established in Chemnitz in 1990.

One year later, in 1991 – also in Chemnitz – the former Hochbauprojektierung Sachsen was acquired and renamed AIC Architektur- und Ingenieursgesellschaft Chemnitz. SITEC Industrietechnologie, a mechanical engineering firm for highly qualified specialist machinery and products, was formed in the same year.

1992 saw the acquisition of VacuTec Messtechnik in Dresden and Funkwerk Kölleda GmbH, a specialist for rail communication.

RAWEMA GmbH, an engineering company with excellent business contacts in the Soviet Union, was acquired in 1993. As HÖRMANN-RAWEMA, it offers highly qualified engineering services for vehicle development.

This was followed by the acquisition of ERMAFA GUSS one year later, which specialises in cast products for chemical plants, shipbuilding and wind turbines.

HÖRMANN GmbH & Co. KG Industrietechnik was formed as a separate subsidiary in 1995.
Funkwerk Dabendorf was acquired in 1996. Shortly afterwards, the company significantly expanded its business activities with the launch of an amplifier for mobile communication in vehicles.

In 1997, Deutsche Beteiligungs AG came on board as an investor in order to strengthen the equity base and prepare the HÖRMANN Group for potentially going public.

At the turn of the millennium, more than 1,000 employees were working in industrial engineering, which had switched its strategic focus to services for large-scale industry and secured numerous key projects in Germany and abroad.

The new millennium began with Funkwerk AG becoming the first HÖRMANN subsidiary to go public. It was listed in the “Neuer Markt” segment of the Frankfurt Stock Exchange for the first time on 15 November 2000. In the years that followed, Funkwerk AG developed into something of an insider’s tip among stock market investors thanks to its successful portfolio expansion.

HÖRMANN Industrietechnik also sold 25.1% of its shares to DIW AG – Deutsche Industrie Wartung – in order to allow it to rapidly expand its international activities.

Funktel GmbH in Salzgitter was acquired in 2001 as a subsidiary of Funkwerk AG.

Funktel specialises in internal mobile communication and personal security systems.

Raytek Inc. became the market leader for portable infra-red heat measuring systems in 2002. 2002 also saw the merger of HÖRMANN GmbH & Co. KG Industrietechnik and Hörmann Barkas GmbH to create Hörmann Industrietechnik GmbH.

In 2003, the foundations were laid for a Group-wide IMM alliance for industrial site services from a single source.

In 2004, Hans Hörmann bought back the shares held by Deutsche Beteiligungs AG, becoming the Group’s sole shareholder once again.

Last but not least, the Saarbrücken plant was also spun off from Hörmann Industrietechnik in the same year and acquired in full in order to create HÖRMANN Komponentenbau.

HÖRMANN Komponentenbau (today: HÖRMANN Automotive Saarbrücken) and HÖRMANN-Presstec (today: HÖRMANN Automotive St. Wendel), together with the recent acquisitions HÖRMANN Automotive Eislingen, HÖRMANN Automotive Wackersdorf and HÖRMANN Automotive Bielefeld, sustainably expanded this area and established HÖRMANN as a major OEM supplier for commercial vehicles and agricultural machinery.

By the time of its 50th anniversary in 2005, HÖRMANN had over 4,000 employees at more than 60 locations on four continents. HÖRMANN also purchased shares in ACP Penzberg GmbH, which was acquired in full in 2008.

2005 also saw DIW AG increasing its equity interest in HÖRMANN Industrietechnik to 49%, making HÖRMANN and DIW jointly one of Europe’s biggest industrial providers for technical services. Three years later, in 2008, VOITH – by this time the sole shareholder of DIW – acquired HÖRMANN Industrietechnik in full.

Since 2006, the HÖRMANN Group has expanded its automotive activities not only through the acquisition of the ACP component plant in Penzberg from MAN (today: Hörmann Automotive Penzberg), but also through the component plant in Gustavsburg that was operated together with MAN from 2007 onwards (today: HÖRMANN Automotive Gustavsburg).

In 2011, Hans Hörmann, founder of the HÖRMANN Group, was awarded the Medal of Merit of the Federal Republic of Germany (Federal Cross of Merit) in recognition of his work on behalf of the German economy. The former German Federal Minister for Transport, Building and Urban Development, Dr. Peter Ramsauer, presented him with this special honour and praised his entrepreneurial achievements.
 

HÖRMANN Automotive Slovakia s.v.o. was formed in Bánovce nad Bebravou, Slovakia, in August 2016. The new component plant in the Automotive segment already began contributing significant production volumes in 2017.

In 2017, HÖRMANN Finance GmbH, which bundles the operating subsidiaries of the HÖRMANN Group, was renamed HÖRMANN Industries GmbH in order to reflect its role as an industrial holding company.

These guiding principles form the basis for the corporate culture of the HÖRMANN Group. Adherence to these principles is vital to the company’s success. They are based primarily on the following fundamental values:

• ENTREPRENEURSHIP in the sense of an active responsibility and when taking business opportunities
• CREATIVITY and using a high degree of knowledge, skills and competencies for the benefit of the Hörmann Group’s customers
• INTEGRITY in the sense of the compliance of the Hörmann Group’s employees with these guiding principles

The Hörmann Group’s employees actively apply these values in their day-to-day dealings with each other and in their interactions with business partners and third parties.

I. Scope

These “Guiding Principles of the Hörmann Group” set out the common framework for HÖRMANN Holding GmbH & Co. and its subsidiaries and equity investments (hereinafter also referred to collectively as the “HÖRMANN Group”). The management boards and managing directors of the subsidiaries and equity investments are obliged to ensure that these Guiding Principles are applied as binding within their respective companies. Employees who conduct themselves with personal integrity are essential to the credibility and strong public image of the HÖRMANN Group.

Every employee is obliged to know and comply with the relevant laws and provisions, including these “Guiding Principles”. Any breach may have disciplinary consequences up to and including the termination of the employment relationship.

II. Organisation, management, supervision

The high degree of independence and responsibility enjoyed by the managing directors of the individual Group companies ensure that they are extremely motivated to respond quickly, expertly and successfully to the requirements of the market and customers. The management structure selected to achieve this – comprising responsible managing boards and managing directors monitored by supervisory boards and advisory boards – serves to protect the legitimate interests of the company and its owners while also providing the best possible support for operating business.

III. Integrity: Compliance with laws and internal regulations

Strict compliance with the law and the regulations prescribed by the Hörmann Group for its employees forms the basis for the actions of the HÖRMANN Group’s employees. Fair, correct and legally sound business dealings with customers, suppliers and other parties create the foundations for cooperation in a spirit of mutual trust. More detailed provisions may be set out in additional binding regulations of the HÖRMANN Group.

1. Good business relationships instead of corruption

Good business relationships with customers, suppliers and competitors are a prerequisite for business success. Managing these business relationships must never cross the line of undue influence. The use of corruption in any form to achieve business purposes is prohibited. Corruption primarily takes the form of the bribery or venality of public officials, e.g. civil servants, and the acceptance or granting of advantages in respect of non-public officials. Corruption in its various forms is punishable by law in Germany and almost every country of the world.

Accordingly, no employee of the HÖRMANN Group may offer or provide business partners, their employees or third parties with illegal advantages. No employee of the Hörmann Group may demand or accept illegal advantages. Benefits in the form of gifts, invitations to business hospitality, events, donations and sponsorship that may be suitable to influence the business decisions of partners can already be interpreted as corruption. Even giving the impression of potential influence must be avoided.

2. Cooperation with business partners

With regard to cooperation with certain business partners and the associated risks, the HÖRMANN Group has adopted a standard process for the examination, approval and documentation of these third parties that is tailored to the respective company and that is required to be applied by all HÖRMANN Group companies. HÖRMANN Group companies are obliged to establish corresponding processes that meet these standards. All employees of the Hörmann Group are obliged to conduct this business partner compliance check before commissioning or entering into a contractual relationship with such third parties. The separate “Business Partner Integrity Check” guideline applies.

3. Integrity in competition

In Germany and most countries of the world, freedom of competition is protected by strict competition and anti-trust laws. In particular, agreements and concerted practices between competitors with the aim of preventing or restricting competition are prohibited.

Anti-competitive arrangements in tender processes may be punishable by strict custodial sentences. Furthermore, it is not permitted to abuse a dominant position in the market. Any form of coordination with competitors of the HÖRMANN Group that could be relevant to competition between the HÖRMANN Group and the respective company is prohibited. The protection of competition is monitored by the anti-trust authorities – in Germany, the Federal Cartel Office. This protection is a key regulatory task in any economic system based around a market economy. A supplier or service provider may not be preferred without objective and verifiable justification for doing so. Contracts are awarded on the basis of the business model of the respective HÖRMANN Group company, which sets clear rules within the framework of the applicable legislation.

4. Integrity in foreign trade

The HÖRMANN Group ensures compliance with all provisions concerning the export of goods, services and information in accordance with the applicable statutory export control regulations. The HÖRMANN Group ensures compliance with the statutory prohibition on money laundering that applies in most countries.

5. Prevention of conflicts of interest

In working for the HÖRMANN Group, employees are obliged to safeguard the interests of the HÖRMANN Group, maintain confidentiality with regard to company matters and not enter into competition with HÖRMANN Group companies. In performing their work, employees must not enter into any conflict between the interests of the HÖRMANN Group and their own interests. If the possibility of such a conflict exists, employees are obliged to inform their superior.

6. Protection of business assets and certain information

Employees of the HÖRMANN Group are entrusted with business assets in the course of their work. All employees are responsible for the careful handling and protection of business assets. Confidential company information must be protected as required by law and taking into account statutory or regulatory disclosure obligations. The applicable statutory and company rules on the protection of personal data and on data and information security must be observed.

IV. Corporate responsibility

The HÖRMANN Group is aware of its corporate responsibility to its employees, customers and business partners. This includes a responsibility to society and its underlying principles. The Hörmann Group and its employees respect the personal dignity of every individual and tolerate no discrimination in the company’s activities around the world.

Prejudice on account of ethnic origin, gender or sexual orientation, religion or belief, disability or age is not tolerated by the HÖRMANN Group. Accordingly, we undertake to uphold human rights and international standards on employee protection.

The HÖRMANN Group is aware of the scarcity of resources and acts in line with the principles of sustainability. This includes environmental responsibility and occupational safety and protection measures that ensure employees’ physical and mental well-being.

V. What to do in cases of doubt?

If employees are in doubt as to whether a certain behaviour is consistent with these Guiding Principles or suspect that an irregularity may have occurred, they are requested to report this. They can do this internally by informing their supervisor or the responsible compliance officer. Details of the employees responsible for compliance at the individual HÖRMANN Group companies are displayed on noticeboards and made available by e-mail on the Internet and can also be requested from the management of the respective company.

All employees are expressly requested to make use of one of these channels for reporting irregularities. No employee who submits a notification should fear being placed at an unfair disadvantage as a result, even if the notification ultimately proves to be unjustified.