Conventionally, the deep beam shear strength is analyzed with codes (mechanics and empirical models). The purpose of this investigation is to provide an alternative way of accurately estimating the shear capacity of Reinforced Concrete Deep Beams (RCDBs), including those with and without shear reinforcements (WOR and WWR), by adopting machine learning models. Four machine learning algorithms: k-Nearest Neighbor (kNN), Random Forest, M5Rules, and Sequential Minimal Optimization for Regression (SMOReg), were considered, and the selection was based on their performance in previous related studies. A database of 733 samples for WWR and 378 samples for WOR was compiled, utilizing 14 and 8 input features, respectively, in each case. WEKA, an open-source software suite, was used in preprocessing the data and also tuning the hyperparameters. SMOReg beat other models for WOR with an R² value of 0.9607, while Random Forest did best for WWR with an R² value of 0.9667 in the testing sets. The shear strengths predicted by the machine learning models were compared to four traditional standard codes. The results show that the machine learning models beat conventional methods by a large margin, while also being consistent with earlier models generated using machine learning. This demonstrates the model's prediction accuracy and robustness.

Human migration is based on pull factors that individuals evaluate when it comes to moving to a different territory. Likewise, employee attrition is a phenomenon that represents the tendency to a reduction in employees within an organization. This research paper aims to develop and evaluate machine learning algorithms, namely Decision Tree, Random Forest, and Binary Logistic Regression, to predict employee attrition using the IBM dataset available on Kaggle. The objective is to provide organizations with a proactive approach to employee retention and human resource management by creating accurate predictive models. Employee attrition has significant implications for an organization's reputation, profitability, and overall structure. By accurately predicting employee attrition, organizations can identify the factors contributing to it and implement data-driven human resources management practices. This study contributes to improving decision-making processes, including hiring and firing decisions, and ultimately enhances an organization's capital. The IBM dataset used in this study consists of anonymized employee records and their employment outcomes. It provides a comprehensive HR data representation for analysis and prediction. Three machine learning algorithms, Decision Tree, Random Forest, and Binary Logistic Regression, were utilized in this research. These algorithms were selected for their potential to improve accuracy in predicting employee attrition. The Logistic Regression model yielded the highest accuracy of 87.44% among the tested algorithms. By leveraging this study's findings, organizations can develop predictive models to identify factors contributing to employee attrition. These insights can inform strategic decisions and optimize human resource management practices.

The effectiveness and efficiency of a machine learning model can be improved by feature selection, especially for high-dimensional datasets such as in cybersecurity. The proposed approach utilizes an enhanced version of the Rainbow agent with a memory storage structure. The suggested approach is assessed using two benchmark datasets namely RT-IoT2022 which is targeted towards IoT network security and the Android Malware Detection dataset which is meant for mobile security. The specification of the reinforcement learning model has been trained for 20 epochs and it is progressively enhanced through feature subsets to enhance classification accuracy. The results show that the AUC scores continuously increase were the one for RT-IoT2022 achieves 0.91 and Android at 0.93. Three well-known classifiers XGBoost, Random Forest and multi-layer perceptron (MLP) are used to test the power of the selected features. The outcome evaluation on RT-IoT2022 dataset shows that Random Forest achieved maximum accuracy (99.48%), followed by XGBoost (99.16%), while MLP secured 94.04% accuracy. In the Android malware dataset, XGBoost model gave the best accuracy of 89.50%, followed closely by Random Forest with 87.00% and MLP with 86.50%. This clearly shows that reinforcement learning based feature selection enhances accuracy and reduces computation. The research emphasizes utilizing dynamic feature selection in any cyber security application. The future will experiment with incorporating deep reinforcement learning as well as hybrid selection.

Internal audit is a bulwark ensuring the integrity of financial statements, a linchpin for stakeholder trust and informed corporate decision-making. With the proliferation of complex financial transactions, audit teams face mounting challenges in deciphering voluminous transactional data to safeguard financial reporting quality. Machine learning has the potential to identify signifiers of financial reporting quality. Within the Design Science Methodology framework, we apply the Random Forest Classifier technique to metrics such as the error rate to enhance financial reporting. We find that the Random Forest Classifier identifies that certain parameters are critical to error detection, which enhance account receivable accuracy, lower receivable account control risk. This research advances the argument that technologically-enhanced internal audit procedures can play a pivotal role in ensuring that financial reporting mirrors the economic reality of the company.