Technology-oriented skunkworks projects aim at facilitating radical innovation through approaches different from ‘normal’ research and development processes and have their specific organisational challenges. Joint human resource management (HRM) and innovation management research on HRM requirements for technology-oriented skunkworks is so far scarce, revealing a timely research gap and propelling our research question: what are the human resources (HR) practices that best support secret technology-oriented skunkworks projects (compared to HR practices in innovation contexts)? An exploratory case study of a skunkworks project at PSA Peugeot-Citroën (currently Groupe PSA) reveals seven skunkworks-boosting HR practices: extreme empowerment and autonomy in job design and task development, extensive team-based training, creativity-based performance appraisal, participative decision-making systems, ultra-open job descriptions, ‘undercover’ (extremely discreet) recruitment and selection processes and turbulence-oriented employee flexibility. Managers responsible for technology-oriented skunkworks projects are offered guidance. Overall, our investigation enriches the promising research stream on skunkworks in action and their HR-related challenges, also opening further research opportunities on skunkworks managerial success conditions.

中文翻译：

---

通过以秘密技术为导向的臭鼬工厂项目促进激进创新：对人力资源实践的启示

以技术为导向的臭鼬工厂项目旨在通过不同于“正常”研发过程的方法促进激进创新，并有其特定的组织挑战。迄今为止，关于面向技术的臭鼬工厂的人力资源管理 (HRM) 要求的联合人力资源管理 (HRM) 和创新管理研究很少，及时揭示了研究空白并推动了我们的研究问题：最能支持秘密技术的人力资源 (HR) 实践是什么？面向臭鼬工厂的项目（与创新环境中的人力资源实践相比）？PSA Peugeot-Citroën（现为 Groupe PSA）的臭鼬工厂项目探索性案例研究揭示了七种促进臭鼬工厂的人力资源实践：工作设计和任务开发中的极端授权和自主权、广泛的基于团队的培训、基于创造力的绩效评估、参与式决策系统、超开放的职位描述、“卧底”（极其谨慎）的招聘和选拔流程以及面向动荡的员工灵活性。向负责以技术为导向的臭鼬工厂项目的经理提供指导。总体而言，我们的调查丰富了关于臭鼬工厂及其与人力资源相关挑战的有前途的研究流，也为臭鼬工厂管理成功条件提供了进一步的研究机会。