Training and qualifications at HÖRMANN Automotive

When he shows people around the training workshop at HÖRMANN Automotive Eislingen GmbH, Artur Knödlseder loves to point out the different machines at which trainees start learning their  trade. “I have been a training instructor for more than 20 years,” he says, adding: “Only ever for boys. But now we have the first two girls training to be construction mechanics.”

Proper separation is important

Steel is well suited to recycling because it can be easily melted down again. “We know that our scrap is transported to selected recyclers. Steelworks then use the scrap steel as aggregate in new steel products,” says Stefan Kuhn.

To ensure the purity and quality of the new material, it is important that scrap is strictly separated and that no foreign substances find their way into the containers. At the Gustavsburg plant, the waste (or scrap) resulting from the pressing and punching process is collected in containers manually or using conveyor belts – and carefully separated by individual material type.

8 charging points for 8 electric vehicles

Peter Klatt, founder and Managing Director of Klatt Fördertechnik, explains the reasons behind his company’s investment decision: “When planning our new building, we decided to take responsibility and make an important contribution to climate protection.” A 350 square metre photovoltaic system on the hall roof generates green electricity (with a nominal output of 50 kW). Klatt combined this move with another fundamental decision to support e-mobility: The employee parking lot is now home to eight charging stations for eight electric company cars. “From the sun to the road – this is a successful pilot project for a climate-friendly mobility system that is largely independent of oil and gas,” says Peter Klatt with considerable pride.

A cross-boarder challenge

One particular challenge is cross-border trains, which often have to satisfy different mobile  communication standards. Ensuring that Funkwerk’s systems are durable enough to be used in trains and locomotives for many decades represents a major challenge for the company. “The long-term focus of our lifecycle management and our ability to quickly develop equivalent replacement assemblies even after several decades help us to achieve a high degree of customer satisfaction that makes customers stay loyal to us for the long term,” Schreiber adds. Thanks to its reliable products, Funkwerk is making an important contribution to safe rail transport.

Data Protection and IT-Security

Emissions

SoSafe

SoSafe is a training platform for increasing IT security that has been customised for the HÖRMANN Group. It uses videos to illustrate technical content clearly and comprehensively for all employees. It ends with a short multiple-choice test on the information learned. Regular test e-mails are used to challenge employees and make sure they stay alert. The regular training and tests are essential when it comes to ensuring a high degree of protection against invisible threats and obtaining IT security certification.

As a family company, sustainability has always been a part of how the HÖRMANN Group sees itself, and it is deeply embedded in its system of values. Based on this belief, we know that long-term  business success is only possible in accordance with social and ecological aspects. Sustainable practises are therefore the foundation for safeguarding the HÖRMANN Group’s viability in the long term.

We are actively driving development in the world of high technology. That is why we continuously reinvent ourselves. The more dynamic the change, the more important it is to take a clear stand: The HÖRMANN Group is more than the sum of its companies. We are a team. Togetherness is a strength! We work together in line with the values that made our family company what it is today. They are deeply rooted within us – and keep us on our growth path.

Why are values important?

We believe that values are extremely important for our behaviour and communication in our everyday work, for our dealings with customers, suppliers and business partners, and of course for our interactions with each other. Values are a shared – usually unspoken or clearly articulated – basic understanding within a community of what is truly important to us, what shapes us, and what guides our thoughts, feelings and actions. Shared and lived values are a tangible expression of our corporate culture.

The HÖRMANN Group is characterised by a high degree of diversity, with many different businesses and 34 companies that have their regional roots and influences in various locations and all have different histories in terms of corporate development. In particular, our more than 2,900 employees have diverse cultural backgrounds, a wide range of training and experience, and their own unique personalities. And yet, at HÖRMANN, we are connected by something like an invisible, strong bond: our values!

How are these values experienced?

Every person and every employee in the HÖRMANN Group has their own interpretation of the values presented, and against the backdrop of their individual experiences, these values are associated with something different in their everyday working lives.

Despite all the diversity and individuality, the values of the HÖRMANN Group form a strong, invisible bond that connects us all and guides us towards a successful future. If we take responsibility and live these values, if we work together with appreciation and respect, then we will also shape our future successfully together.

1. Scope of application

These compliance guidelines of the HÖRMANN Group set out the common framework for HÖRMANN Industries GmbH 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 guidelines 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 compliance guidelines. Any breach may have disciplinary consequences up to and including the termination of the employment relationship.

2. Organisation, leadership, supervision

The high degree of independence and personal responsibility enjoyed by the managing directors of the individual Group companies ensures 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 advised and monitored by supervisory boards, advisory boards and the HÖRMANN Industries – serves to protect the legitimate interests of the company and its shareholders  while also providing the best possible support for operating business.

3. 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 all other business partners create the foundations for cooperation in a spirit of mutual trust. More detailed provisions are set out in additional binding guidelines of the HÖRMANN Group.

1. Good business relationships

2. Cooperation with business partners

3. Integrity in competition

4. Integrity in foreign trade

5. Prevention of conflicts of interest

4. 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.

5. 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 or in the intranet and can also be requested from the management of the respective company. Employees can also consult the Compliance Officer of HÖRMANN Industries. 

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