Emma is currently a Professor in Human Resource Management at Cranfield School of Management. She joined Cranfield in 2002 as a Research Fellow within the Human Resource Research Centre. 

Emma has a PhD from Cranfield University and a MSc in Applied (Occupational) Psychology, also from Cranfield University. Prior to joining Cranfield she undertook a  number of consultancy projects within the retail sector. 


Current activities

Emma is an expert in Human Resource Management (HRM) and leads a number of global research projects in this area. She manages "Cranet" a worldwide network of over 40 business schools that conducts comparative HRM research. She is also a Director of "5C", a global research project involving around 30 academic institutions, examining cultural and age differences in attitudes towards careers. Emma is the UK representative on the global team for the Center of Aging and Work at Boston College, USA and has conducted a research for a wide range of clients, including the Ministry of Defence, National Health Service, Chartered Institute of Personnel and Development, Society for Human Resource Management Foundation  and several private sector organisations.

Emma is the Director of the International Executive Doctorate (DBA). She is currently co-opted to the Council of the British Academy of Management to manage their DBA interests. She is also a member of the Doctoral Programmes Committee for the European Federation of Management Development; Deputy Chair of the Chartered Association of Business Schools DBA Steering Group;  and is on the Board of the Executive DBA Council.

Emma is the co-author of the book "Managing People in a Contemporary Context" and editor of several other books in the areas of HRM and age diversity. She consistently produces high quality research, which is published in journals of recognised international excellence, as well as regularly speaking at academic conferences. She is an Honorary Fellow for the Institute for Employment Studies, a Visiting Research Fellow at Westminster Business School and a member of the Executive Committee for the Careers Division of the Academy of Management. She is also an Academic Fellow of the Chartered Institute of Personnel and Development (CIPD).

Emma teaches on graduate and executive programmes in the areas of Human Resource Management, Talent Management and Research Methods.


Emma has undertaken research for clients in the public private and not-for-profit sectors.  These include:

Ministry of Defence

National Health Service

Chartered Institute of Personnel and Development

Society for Human Resource Management (SHRM) Foundation


Employers Forum on Age



Scottish Further Education Unit

Daily Telegraph

Skills for Health

National Treatment Agency

Greater London Alcohol and Drugs Alliance


Articles In Journals

Conference Papers

  • Kelliher C & Parry E (2014) Exploring emotional reactions to ongoing organizational change in the UK public sector.
  • Gascoigne C, Parry E & Buchanan DA (2013) Extreme work, normal jobs?  How long hours, work intensification, workaholism and occupational identity discourses discourage socially sustainable jobs.
  • Parry E & Kelliher C (2011) Contemporary perspectives on people management in the voluntary sector.
  • Denyer D, Buchanan D, Parry E & Osbourne J (2011) My job is 'wicked': the pressures and demands of middle management in the UK NHS.
  • Parry E & Urwin P (2010) Generational differences in work values: A review of the evidence.
  • Parry E, Kelliher & C (2010) Shaping HRM in the voluntary sector: the influence of government.
  • Unite J, Parry E, Chudzikowski K & Las Heras M (2010) Generational differences across national contexts.
  • Unite J, Parry E, Briscoe JP & Chudzikowski K (2010) International conceptualisations of career success in early and late career.
  • Marler J, Parry E & Lepak D (2009) HRM in different national contexts: Strategic trigger or strategic choice.
  • Kelliher C & Parry E (2009) HRM in the UK voluntary sector: exploring the influence of government as a purchaser of services.
  • Marler J, Parry E & Lepak D (2009) HRM or SHRM: Which comes first?.
  • Parry E, Anderson D & Stavrou E (2008) Flexible working through the configurational approach: The role of firm system and societal clusters.
  • Parry E, Dickmann M & Morley M (2008) North American firms and their HR agenda in liberal and coordinated market economies.
  • Ollier-Malaterre A, McNamara T, Castsouphes M & Parry E (2008) Employers-of-Choice in Countries-of-Choice: Mind the Gap.
  • Marler J & Parry E (2008) Which comes first: E-HRM or SHRM?.
  • Parry E & Tyson S (2008) Can technology transform HR processes? The case of UK recruitment.
  • Parry E & Kelliher C (2008) Human resource management in the UK voluntary sector: Coping with increased resourcing challenge.
  • Tyson S & Parry E (2008) The need for analysis at the sectoral level in HRM research: Theoretical and methodological implications.
  • Parry E & Tyson S (2007) Technology in human resource management: a means to change the HR function?.
  • Stavrou E, Parry E & Anderson D (2007) Flexible working arrangements through the lens of the Configurational Approach: The role of firm system, societal clusters and organizational antecedents.
  • Gooderham P, Parry E & Ringdal K (2007) The impact of bundles of strategic human resource management practices on performance of European firms.
  • Tyson S & Parry E (2006) Recruitment difficulties and methods for professional, technical and managerial positions at a time of full employment in the UK.
  • Parry E & Tyson S (2006) Organisations' strategies for approaching age discrimination at work.
  • Parry E (2006) The attitudes of HR managers towards older and younger workers: is age discrimination still a problem?.
  • Parry E (2006) Factors affecting the elimination of age discrimination in the workplace.
  • Parry E (2006) The UK Recruitment Confidence Index.
  • Parry E & Wilson H (2006) Online recruitment within the UK: a model of the factors affecting its adoption.
  • Parry E & Tyson S (2006) The impact of technological systems on the HR role: Does the use of technology enable the HR function to become a strategic business partner?.
  • Parry E & Wilson H (2005) Internet recruitment.
  • Parry E & Wilson H (2005) An inductively derived conceptual model of online recruitment adoption.
  • Croucher R, Gooderham P & Parry E (2005) Strategic HRM or Unionisation? Their influence on management communication: Britain and Denmark.
  • Parry E & Wilson H (2005) Factors affecting the adoption of internet recruitment: An inductive study.
  • Parry E (2004) The effect of assessor team composition on assessment centre decision making.
  • Mills T, Parry E & Tyson S (2003) A network HR strategy for the alcohol and drug treatment sector in London.
  • Parry E, Kelliher C, Mills T & Tyson S (2003) Voluntary and public sector HRM practices in drug treatment provision.
  • Parry E, Kelliher C, Mills T & Tyson S (2003) Voluntary and public HRM practices in drug and alcohol treatment provision: a comparative analysis.


  • Parry E, Dickmann M, Unite J, Shen Y & Briscoe J (2015) Careers in Emerging Markets. In: Handbook of Human Resource Management in Emerging Markets. Horwitz F, Budhwar P (ed.), Cheltenham: Edward Elgar Publishing Limited, p. 244-270.
  • (2015) Bridge Employment: A Research Handbook.
  • (2014) Generational Diversity at Work: New Research Perspectives.
  • Parry E & Tyson S (2013) Managing People in a Contemporary Context. Oxford: Routledge.
  • McNamara T, Ollier-Malaterre A, Parry E & Pitt Catsouphes M (2011) Assessing quality of employment: Considering age composition of the workforce and country context. In: Different Perspectives on Work Changes. Papers from the Second International Workshop on Work and Intervention Practices. Lapointe A, Vaudreuil F (ed.), Pul (Presses de l'Université Laval).
  • Parry E & Olivias-Lujan M (2011) Drivers of the adoption of online recruitment: An analysis using diffusion of innovation theory. In: Electronic HRM in Theory and Practice. Bonarouk T, Ruel H, Looise J (ed.), Emerald Group Publishing.
  • Parry E & Kelliher C (2011) Shaping HRM in the Voluntary Sector: The influence of Government. In: Voluntary Organisations and Public Service Delivery. Cunningham I and James P (ed.), Routledge, p. 73-87.
  • Parry E & Dickmann M (2011) Careers in the United Kingdom. In: Careers around the world: individual and contextual perspectives. Briscoe JP, Hall DT, Mayrhofer W (ed.), Abingdon: Routledge, p. 341-354.
  • Parry E, Dickmann M & Morley M (2011) North American MNCS and their HR policies in liberal and coordinated market economies.. In: International Human Resource Management: Policy and Practice. Lazarova, M., Morley, M., and Tyson, S. (ed.), Abingdon: Routledge, p. 30-46.
  • (2010) Managing an Age Diverse Workforce.
  • Parry E & Urwin P (2010) The impact of generational diversity on people management. In: Managing an Age Diverse Workforce. Parry E, Tyson S (ed.), Palgrave Macmillan.
  • Bown-Wilson D & Parry E (2009) What's age got to do with it?. In: Research in careers Vol 1: Maintaining Focus, Energy and Options over the lifespan. Sullivan S, Baugh G (ed.), Information Age Publishing.
  • Bown-Wilson D & Parry E (2009) Career Plateauing in Older Workers: Contextual and Psychological Drivers. In: Maintaining Focus, Energy and Options over the Career. Sullivan S, Baugh G (ed.), Information Age Publishing.
  • Parry E (2008) The business case for HR Information Systems: The benefits of using technology in Human Resource Management. In: Encyclopedia of Human Resources Information Systems: Challenges in e-HRM, Idea Group.
  • Parry E (2008) The benefits of using technology in Human Resource Management. In: The Encyclopaedia of Human Resource Information Systems: Challenges in e-HRM.. Torres-Coronas T, Arias-Oliva M (ed.), London: IGI Global, p. 110-116.
  • Parry E & Tyson S (2007) Technology and HRM: The means to become a strategic business partner?. In: Human Resource Management: A Critical Text. Storey J (ed.), London: Cengage Learning, p. 235-250, ed. 3rd.