The fast-growing field of nanotheranostics is revolutionizing cancer treatment by allowing for precise diagnosis and targeted therapy at the cellular and molecular levels. These nanoscale platforms provide considerable benefits in oncology, including improved disease and therapy specificity, lower systemic toxicity, and real-time monitoring of therapeutic outcomes. However, nanoparticles' complicated interactions with biological systems, notably the immune system, present significant obstacles for clinical translation. While certain nanoparticles can elicit favorable anti-tumor immune responses, others cause immunotoxicity, including complement activation-related pseudoallergy (CARPA), cytokine storms, chronic inflammation, and organ damage. Traditional toxicity evaluation approaches are frequently time-consuming, expensive, and insufficient to capture these intricate nanoparticle-biological interactions. Artificial intelligence (AI) and machine learning (ML) have emerged as transformational solutions to these problems. This paper summarizes current achievements in nanotheranostics for cancer, delves into the causes of nanoparticle-induced immunotoxicity, and demonstrates how AI/ML may help anticipate and create safer nanoparticles. Integrating AI/ML with modern computational approaches allows for the detection of potentially dangerous nanoparticle qualities, guides the optimization of physicochemical features, and speeds up the development of immune-compatible nanotheranostics suited to individual patients. The combination of nanotechnology with AI/ML has the potential to completely realize the therapeutic promise of nanotheranostics while assuring patient safety in the age of precision medicine.

In response to the rapid and dynamic changes in the economic environment, companies must improve their processes to maintain competitiveness. This includes enhancing their intellectual capital, with particular emphasis on effective onboarding processes, which play a crucial role in integrating new employees and retaining talent. This enhances the value of the organization’s intellectual capital and emphasizes onboarding—the training and integration of new employees—whose proper functioning impacts staff retention. Drawing on both Hungarian and predominantly foreign literature, we highlight onboarding processes and examine their implementation in Hungarian companies of various sizes. The research employed a mixed-method approach, combining semi-structured interviews and questionnaires. In-depth interviews were conducted with HR leaders from 13 Hungarian organizations to explore the existence of mentoring programs. Additionally, 161 employees across Hungary completed questionnaires, which examined their perspectives on onboarding processes and the relationship between mentoring programs and company size. We analyzed the data using chi-square tests to assess the strength of these relationships. While all large companies in our sample had formal mentoring programs, smaller companies displayed more variability, with some relying on informal or ad-hoc onboarding processes. Based on these results, we identified several key areas for improvement in onboarding processes. These include enhancing the structure of feedback interviews, ensuring more comprehensive communication channels, and strengthening mentoring programs across companies of all sizes. By addressing these gaps, companies can improve employee retention, engagement, and overall integration during the onboarding process, contributing to a more stable and motivated workforce.

This review provides an overview of the importance of nanoparticles in various fields of science, their classification, synthesis, reinforcements, and applications in numerous areas of interest. Normally nanoparticles are particles having a size of 100 nm or less that would be included in the larger category of nanoparticles. Generally, these materials are either 0-D, 1-D, 2-D, or 3-D. They are classified into groups based on their composition like being organic and inorganic, shapes, and sizes. These nanomaterials are synthesized with the help of top-down bottom and bottom-up methods. In case of plant-based synthesis i.e., the synthesis using plant extracts is non-toxic, making plants the best choice for producing nanoparticles. Several physicochemical characterization techniques are available such as ultraviolet spectrophotometry, Fourier transform infrared spectroscopy, the atomic force microscopy, the scanning electron microscopy, the vibrating specimen magnetometer, the superconducting complex optical device, the energy dispersive X-ray spectrometry, and X-ray photoelectron spectroscopy to investigate the nanomaterials. In the meanwhile, there are some challenges associated with the use of nanoparticles, which need to be addressed for the sustainable environment.

The primary objective of this research is to investigate how non-financial incentives impact employee motivation within the Small and Medium Enterprises (SMEs) operating in Saudi Arabia. Employing a positivist research approach, we employed a carefully crafted survey to collect data from 365 employees employed by SMEs situated in Jeddah. The study explores various aspects, including the most common non-monetary motivators, the interplay between non-monetary and monetary incentives, and the effects of non-financial incentives on employee engagement, job satisfaction, and commitment. The results of the study indicate that employees working in small and medium-sized enterprises (SMEs) in Saudi Arabia place a significant emphasis on a good work environment, recognition, possibilities for personal and professional development, and career growth as prevalent non-monetary motivators. Additionally, the research illustrates a notable difference in the perceived efficacy of non-financial and financial incentives, whereby non-financial incentives are seen to have an equal, if not greater, impact on both motivation and work satisfaction. Moreover, the study reveals robust positive correlations between non-financial incentives and employee outcomes, underscoring the significance of these incentives in augmenting work satisfaction, job engagement, and commitment. The consequences of employee motivation are influenced by control factors, which have diverse influences, highlighting the complex nature of this phenomenon.

The COVID-19 pandemic occasioned significant changes in many aspects of human life. The education system is one of the most impacted sectors during the pandemic. With the contagious nature of the disease, governments around the world encouraged social distancing between individuals to prevent the spread of the virus. This led to the shutdown of many academic institutions, to avoid mass gatherings and overcrowded places. Developed and developing countries either postponed their academic activities or used digital technologies to reach learners remotely. The study examined the benefits of online learning during the COVID-19 pandemic. The participants for the study consist of 5 lecturers and 30 students from the ML Sultan Campus of the Durban University of Technology, South Africa. Data was collected using open-ended interviews. Content analysis was applied to analyze the data collected. Data was collected until it was saturated. Different ways were implemented to make online learning and teaching successful. The findings identified that the benefits of online learning were that it promotes independent learning, flexible learning adaptability and others.