Investigating The Factors That Must Be Considered By A Firm Before Changing From A Batch To A Flow Method Of Production

894 words - 4 pages

Investigating the Factors that Must Be Considered by a Firm Before Changing From a Batch to a Flow Method of Production

There are three different types of production methods; job, batch and
flow production. If a firm is considering changing its batch to a flow
method, it must keep various factors in mind before doing this. The
change from batch to flow requires investing in new capital so the
financial, marketing, HR and operations department all play an
important role in this decision.

First of all a company will have to decide if there is enough demand
for the flow method of production. The demand can increase for various
reasons, there may be a boom ...view middle of the document...

This will not be
a large problem for financially stable firms, but those who are not
can adopt the ‘Just In Time’ method of production, where raw material
will only be ordered before the production.

Increased production will also lead to increase costs in the insurance
and storage department, and the machines will have repair and
maintenance costs. So the finance department will have to see if it
has necessary finance for all this too, and if the spare parts are
easily available.

HR is an imperative factor to consider before deciding to change the
method of production. Batch production is less tedious and repetitive
than flow production, so there is a chance that workers may get
demotivated. However the HR managers can adopt cell method of
production, where workers are grouped together in a cell for more
interaction, this also increase productivity. As the company may
change from labour to capital intensive this may lead to redundancies
and job insecurity, social groups may be broken, the workforce may
feel alienated, there may be more absenteeism, and the element of
closure will be missing. Moreover, if new training has to given this
may be problematic because some people are resistant to change. All
this can be combated with providing financial and non-financial
incentives. The HR department can also follow Management By Objective
(MBO) and delegate more work to labour, so that they feel motivated
and very much a part of the organization. Job rotation can also be
used but this may lead to workers not being specialized in a certain
area, but in factories where semi-skilled or unskilled...

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