Entrepreneurial spirit with customer focus

Munters’ company culture is characterized by customer orientation, youthfulness and dynamism, as well as a global perspective. In many respects, this attitude has its roots in an innovative entrepreneurial spirit and delegated leadership. These are prerequisites for Munters’ ability to continuously maintain and strengthen its competitiveness and to create profitable and sustainable growth.

Munters is a global and decentralized company in which small units grow and develop in their local markets within the framework of joint business management. This means that goals and guidelines are clear, while providing freedom to allow employees in each unit to develop the business based on their unique expertise and local prerequisites.

With entrepreneurial spirit as a guiding principle, a strong and living company culture has emerged in Munters’ subsidiaries around the world.

Munters’ business is growing and is constantly expanding to include new markets, customer segments and applications. Recruiting and retaining key persons in these new areas is a growing challenge, and toward the end of the year, Munters intensified work with talent management from a more strategic perspective. Increased emphasis was placed on the process in which overall goals are translated into practical activities and individual targets. As part of this process, current and future needs for personnel and expertise are also clarified.

The objective of personnel work at Munters is to leverage every employee’s ability and potential. The work environment at Munters offers both support and real challenges, which instill motivation in all individuals to develop. The clear responsibility for own development which is given to all employees is combined with sound support for all managers in their personnel work.

Careers and personal development

The company culture offers opportunities for employees to develop rapidly in their professional roles and to expand their work assignments. Opportunities for pursuing a career are constantly increasing in pace with growth of the Group’s business. Munters strives mainly to recruit internally when new positions become available, and the company is now creating better processes to facilitate international careers for employees.

Using a working model for succession planning called Munters Continuity Planning, sound guidance is offered in matching the company’s competence requirements with employee ambitions with respect to careers and personal development. Munters’ development as a company offers exciting challenges for skilled employees in several areas of knowledge, in the business operations and the global support functions. However, a common denominator for all employees is an entrepreneurial spirit with a customer focus.

Employees in figures

The average number of employees, including temporary employees, was 4,268 during the year, an increase of 17 percent compared with 2006. The increase was in large part due to the acquisitions of Des Champs and Turbovent. The proportion of women amounted to 19 percent (19). Personnel turnover, defined as the number of permanent employees who left the company during the year divided by the average number of employees, declined to 13 percent (14) for the Group as a whole. There are several reasons why this relatively high level continued. Europe has a large proportion of MCS personnel, which is traditionally the personnel category with high mobility. Asia consists of several young companies with a large proportion of production, where personnel mobility remains relatively high. Munters is to a great extent a young company. Fully 53 percent of the work force is under the age of 40. The average age is 38 (39).