Quantum dot can be seen as an amazing nanotechnological discovery, including inorganic semiconducting nanodots as well as carbon nanodots, like graphene quantum dots. Unlike pristine graphene nanosheet having two dimensional nanostructure, graphene quantum dot is a zero dimensional nanoentity having superior aspect ratio, surface properties, edge effects, and quantum confinement characters. To enhance valuable physical properties and potential prospects of graphene quantum dots, various high-performance nanocomposite nanostructures have been developed using polymeric matrices. In this concern, noteworthy combinations of graphene quantum dots have been reported for a number of thermoplastic polymers, like polystyrene, polyurethane, poly(vinylidene fluoride), poly(methyl methacrylate), poly(vinyl alcohol), and so on. Due to nanostructural compatibility, dispersal, and interfacial aspects, thermoplastics/graphene quantum dot nanocomposites depicted unique microstructure and technically reliable electrical/thermal conductivity, mechanical/heat strength, and countless other physical properties. Precisely speaking, thermoplastic polymer/graphene quantum dot nanocomposites have been reported in the literature for momentous applications in electromagnetic interference shielding, memory devices, florescent diodes, solar cells photocatalysts for environmental remediation, florescent sensors, antibacterial, and bioimaging. To the point, this review article offers an all inclusive and valuable literature compilation of thermoplastic polymer/graphene quantum dot nanocomposites (including design, property, and applied aspects) for field scientists/researchers to carry out future investigations on further novel designs and valued property-performance attributes.

This study compares Human Resource Development (HRD) in Vietnam and Malaysia, looking at their methods, problems, and institutional frameworks in the context of ASEAN economic integration and Industry 4.0. Based on Cho and McLean’s (2004) integrated HRD model, this paper looks at recent research (from 2018 to 2023) to look at important topics such globalization, demographic changes, vocational training alignment, and technology disruption. Vietnam has a vast workforce, but it still has problems with low productivity, skill mismatches, and not being ready for the global market. On the other hand, Malaysia’s institutional HRD structures are making more progress, even though its workforce is getting older and not everyone is adapting to digital transformation at the same rate. The study shows that we need HRD policies that are tailored to each industry, training that is delivered in a decentralized way, and stronger relationships between the public and commercial sectors. It also stresses how important it is for national HRD policies to include global competences and initiatives that help everyone learn new skills. The study adds a unique framework for comparing HRD and gives policymakers, educators, and practitioners useful information, even though it is constrained by its use of secondary data. Future study should use mixed-methods to confirm results and look into interventions that work in specific situations. The study shows that Vietnam and Malaysia need personalized, inclusive, and forward thinking HRD systems to produce strong and competitive workforces in the post-pandemic, digital driven global economy.