Mortality counts and rates for injuries in Republic of Ireland, Northern Ireland, England, Scotland and Wales

Number of deaths and age-standardised death rates by type of injury for the following regions and year of occurrence:Republic of Ireland 1982, 1983, 1995-2004Northern Ireland 1982, 1983, 1995-2002England 1996-2003Scotland 1982, 1983, 1995-2004Wales 1996-2003

Hospital admission counts and rates for injuries in Republic of Ireland, Northern Ireland, England, Scotland and Wales

Number of hospital discharges and age-standardised discharge rates for emergency hospital admissions for injury by sex and type of injury for the following regions and year:Republic of Ireland 2006Northern Ireland 2006England 2006/07Scotland 2006/07Wales 2006 Numbers and rates are based on official hospital statistics from each region. All regions use International Classification of Disease (ICD) version 10 for hospital discharges in these years. Only emergency inpatient hospital spells with an ICD 10 code in the range S000-T739, T750-T759, T780-T789 (in any diagnostic position) and an ICD10 external cause code in the range V01-Y36 (in any diagnostic position) were included. A hospital spell is an unbroken period of time that a person spends as an inpatient in a hospital. The person may change consultant and/or specialty during a spell but is counted only once. See http://www.injuryobservatory.net/analysis-of-inpatient-admissions-data-f... for more details.

Public Attitudes to Health and Personal Social Services in Northern Ireland, 2004

Final Report

Public Attitudes to Health and Personal Social Services in Northern Ireland, 2004 - Final Report

Public Attitudes to Health and Personal Social Services in Northern Ireland, 2004 - Final Report

A management development strategy for the health and personal social services in Ireland

The integration of personal and organisational objectives is a notoriously difficult task but a systematic approach to training and development provides a powerful source of integration. A model illustrating how management development can occupy the 'middle ground' where organisational and individual development overlap is included in this report. Management development must be just one part of a continum, starting with workforce planning and recruitment and selection, and leading to training and development, succession planning and career development.