Emma Parry, PhD
Reader in Human Resource Management
Emma holds an Honours degree in Psychology, a MSc in Applied (Occupational) Psychology and completed her PhD at Cranfield University in 2001. Emma joined Cranfield School of Management in 2002. She is also a Visiting Fellow at Westminster Business School, London.
Emma has conducted research across the whole spectrum of human resource management (HRM) but her main interests focus on the impact of contextual factors on human resource management (HRM), specifically the impact of national context and sector in shaping HRM and the impact of demographic and technological change. Emma leads a number of global research projects, including “Cranet” a worldwide network of over 40 business schools that conducts comparative research into HRM and “5C”, a global research project conducted with academics from around 30 institutions around the world, examining cultural differences in attitudes towards careers. Emma is a UK representative on the global team for the Center of Aging and Work at Boston College, USA. Emma has conducted a wide range of research on behalf of a number of organisations, including the UK Ministry of Defence, Department of Work and Pensions, National Health Service, Chartered Institute of Personnel and Development and several private sector organisations.
Emma is the Director of the Cranfield International Executive Doctorate (DBA) programme and teaches regularly in the areas of Human Resource Management and Research Methods. She also supervises a number of Doctoral and Masters students. Emma is co-editor of the two books “Managing an Age Diverse Workforce” and “Global Trends in Human Resource Management”. She has also authored numerous academic papers and regularly speaks at international academic conferences in the area of HRM and age diversity.
- Parry E., Stavrou E. and Lazarova M. (forthcoming). Global Trends in Human Resource Management. London: Palgrave Macmillan.
- McNamara T.K., Parry E., Lee J. and Pitt-Catsouphes M. (2012). The effect of training on organizational performance: Differences by age composition and cultural context. International Journal of HRM, 23 (6), 1226-1244.
- Parry E. and Tyson S. (Eds). (2011). Managing an Age-Diverse Workforce. London: Palgrave Macmillan.
- Parry E. and Urwin P. (2011). Generational Differences in Work Values: A Review of the Evidence. International Journal of Management Reviews, 13 (1), 79-96.
- Denyer D, Parry E. and Flowers P. (2011). “Social”, “open” and “participative”? Exploring actors’ experiences and organisational impacts of enterprise2.0 use. Long Range Planning, 44, 375-396.
- Parry E. and Tyson S. (2011). Desired goals and actual outcomes of e-HRM. Human Resource Management Journal, 21, 335-354.
- Parry E., Stavrou-Costea E. and Morley M. (2011). The Cranet International Research Network on Human Resource Management: In Retrospect and Prospect. Human Resource Management Review, 21 (1), 1-4.
- Parry E. (2011). The impact of organisational characteristics and national context on the use of e-HRM. International Journal of HRM, 22 (5), 1146-1162.
- Insights Into Time & Place Management: How do the effects of Human Resource Management (HRM) practices differ by age and gender? And, how do the effects of Time & Place Management (TPM) policies compare with those of other HRM policies? (June 2014).
- Mind the Gap—UK—Employers (June 2009).
- Mind the Gap—US—Employers (November 2008).
- Issue Brief—Employers-of-Choice in Countries-of-Choice (October 2007).