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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Bachelor of Commerce in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
115958  Bachelor of Commerce in Human Resource Management 
ORIGINATOR
Boston City Campus and Business College (Pty) Ltd 
PRIMARY OR DELEGATED QUALITY ASSURANCE FUNCTIONARY NQF SUB-FRAMEWORK
CHE - Council on Higher Education  HEQSF - Higher Education Qualifications Sub-framework 
QUALIFICATION TYPE FIELD SUBFIELD
National First Degree  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  360  Not Applicable  NQF Level 07  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Reregistered  EXCO 0821/24  2020-01-08  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2033-06-30  

In all of the tables in this document, both the pre-2009 NQF Level and the NQF Level is shown. In the text (purpose statements, qualification rules, etc), any references to NQF Levels are to the pre-2009 levels unless specifically stated otherwise.  

This qualification does not replace any other qualification and is not replaced by any other qualification. 

PURPOSE AND RATIONALE OF THE QUALIFICATION 
Purpose:
The primary purpose of both the general and the professional Bachelor's Degree is to provide a well-rounded, broad education that equips learners with the knowledge base, theory and methodology of disciplines and fields of study, and to enable them to demonstrate initiative and responsibility in an academic or professional context.

In its design, the qualification will provide a learner with both the relevant knowledge base, theory and methodology of the academic discipline of commerce and human resource management and the professional skills necessary to function within the professional field of human resource management.

In broad terms, the coverage of learning material prepares learners academically and professionally to manage the development of human capital in organisations and to provide related services to individuals and groups. It includes instruction in personnel and organisation policy, human resource dynamics and flows, labour relations, human resources law and regulations, motivation and compensation systems, work systems, career management, employee testing and assessment, recruitment and selection, managing employee and job training qualifications and, the management of human resources qualifications and operations.

The qualification is fit-for-purpose, preparing learners for managerial roles, firmly located within the human resource context (at the target NQF exit level of the qualification). Learners will be able to contribute to their organisations' performance as they confront the complexities and challenges of managing today's diverse human capital.

Rationale:
The primary justification for the Bachelor of Commerce in Human Resource Management (BCom (HRM)) is to produce sustainable practitioners for the field/discipline at the intended NQF exit Level (NQF Level 7). With an understanding of the market need, informed by our engagement with key industry role-players and our desktop research (including the South African Board for People Practices (SABPP), Labour Market Scenarios 2030 (2016) and work done by the Institute of People Management), the qualification makes a meaningful contribution to the higher education space at the target NQF exit level and will prepare and produce learners that are work-ready for career pathways in the human resource management field. The qualification is endorsed by SABPP, signifying that the qualification satisfies the requirement for professional registration, membership or licensing.

Thus, the rationale for the qualification includes the employment possibilities within the sector of human resources and personnel administration (at the target NQF exit level) for the field including:
  • Human Resource Manager.
  • Workforce Planning Manager.
  • Reward Management Officer.
  • Employee Wellness Officer.
  • Recruitment, selection, and placement Officer.
  • Compensation and Benefits Manager.
  • Commission for Conciliation, Mediation and Arbitration Officer.
  • Employee Relations and Labour Law Consultant.
  • Grievance Handling and Disciplinary Officer.
  • Payroll Administrator.
  • Training and Development Officer.
  • Skills Development Administrator.
  • People Analytics Manager.
  • Human Resource Analyst and Administrator.

    In the increasingly competitive, sophisticated and changing professional world of work; the continued development of higher-order applied knowledge is essential. The curriculum will give learners the skills required for managing life-long learning, to build successful careers and to remain productive and responsible citizens. The qualification provides a balance in fields that are broadly enabling with career pathways while providing opportunities in both professional memberships with a variety of local and international bodies and further studies through vertical and or horizontal articulation pathways, for example:
  • Specialised studies in people management practices, human capital and social capital development.
  • Dedicated studies in people analytics and skills development and administration services.
  • Advanced studies in employee relations and labour law.
  • Advanced studies in business management.
  • Post-learner studies in talent management and business administration. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    The institution's existing recognition of prior learning policy and practices will be operationalised in relation to the qualification. The principle of recognising (through evaluation/verification and/or assessment) learning that has already taken place will be applied to the qualification at both programmatic and at the modular level.

    In addition to the admission criteria, the institution recognises that many learners who have not achieved a National Senior Certificate (NSC) or an equivalent prior qualification (e.g., Senior Certificate without endorsement) can benefit from higher education. In keeping with the objectives of the Ministry of Higher Education and Training to support wider and more diverse access to higher education within the higher education system, potential learners who do not meet the technical benchmark for admission to the qualification may be considered for candidacy under the institution's RPL arrangements.

    Specifically, learners applying for admission to a higher education qualification via RPL must take note of the following provisions as informed by the Policy on RPL (CHE, August 2016):
  • In all instances, the successful admission into a qualification by RPL (which assesses informal Learners applying for admission to a qualification by RPL can be exempted for some modules in any qualification.
  • Each learner application for RPL will be handled on a case-by-case basis and the rules and regulations governing the process, rigorously, diligently, and consistently applied by the Academic Committee to ensure a fair outcome.
  • Provision is made for admission into Boston higher education qualifications by RPL.
  • The Academic Committee and the Registrar are responsible for deciding applications for admission into qualifications via RPL and, for communicating, in writing (via email), the outcomes of such adjudication to learners.

    As per institution's RPL Policy (BCCPP015), prospective learners can apply for RPL either for access or advanced standing for a qualification.

    The learner receives the relevant recognition which may include:
  • A record of achievement.
  • Access to further learning in conjunction with a record of achievement.
  • Recognition of credits enabling the advanced placement within a qualification.

    The institution approves learner/learner results for purposes of certification (full qualification or skills qualification) record of achievement (specific standards or part of a learning qualification which bears specific credits), or identify and channel learner into further development where some prior learning is recognised.

    Alternative Entry Requirements:
    Several higher education qualifications may meet the requirements for admission into the Degree:
  • Higher Certificate, NQF (HEQSF) Level 5, minimum Credits 120;
    Or
  • Advanced Certificate, NQF (HEQSF) Level 6, minimum Credits 120;
    Or
  • Diploma, NQF (HEQSF/OQSF) Level 6, minimum Credits 240 or 360. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification consists of compulsory modules at Levels 5, 6 and 7, totalling 372 Credits.

    Modules at Level 5, totalling 124 Credits:
  • Academic Literacy, 14 Credits.
  • Computer Literacy 1, 16 Credits.
  • Human Resource Management 1, 16 Credits.
  • Business Management 1, 16 Credits.
  • Commercial Law 1, 8 Credits.
  • Computer Literacy 2, 10 Credits.
  • Human Resource Development 1, 14 Credits.
  • Accounting Principles, 14 Credits.
  • Economics 1, 16 Credits.

    Modules at Level 6, totalling 122 Credits:
  • Workplace Psychology 2, 12 Credits.
  • Employee Relations and Labour Law 2, 12 Credits.
  • Business Management 2 (Strategic Management), 18 Credits.
  • Financial Accounting 1, 20 Credits.
  • Human Resource Management 2, 20, Credits.
  • Organisational Development and Skills Administration, 20 Credits.
  • Business Ethics, 10 Credits.
  • Introduction to Cost and Management Accounting, 10 Credits.

    Modules at Level 7, totalling 126 Credits:
  • International Human Resource Management 3A, 22 Credits.
  • Human Resource Management 3B (Performance & Reward Management Systems), 22 Credits.
  • Business Research Methods and Statistics, 8 Credits.
  • Financial Management (Corporate Finance), 10 Credits.
  • Human Resource Management 3C (Human Resource Analytics), 20 Credits.
  • Employee Relations and Labour Law 3, 20 Credits.
  • Project Management 2, 10 Credits.
  • Work Integrated Learning in HR (Sage VIP Payroll), 14 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Manage integrated strategic human resource systems to ensure that the human resource strategy aligns with the overall strategy of the organisation.
    2. Perform complex decisions by leveraging the data derived from HR analytics to skills development administration, the implementation and deployment of occupational health and safety qualifications, reward management systems, all within a thorough legal framework.
    3. Apply practical solutions in managing the diverse interests of the primary role players in the labour market and execute approaches that influence productivity and organisational performances.
    4. Assume management roles in commerce and human resource management with the practice of people management for the organisation's diverse workforce.
    5. Manage the well-being of the organisation's diverse workforce in line with statutory provisions and execute organisational qualifications, manage conflicts and make prudent financial management decisions. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Understand the strategic role of human resource management and its impact on the organisations' success and sustainability.
  • Strategically manage the organisation's workforce holistically to achieve the overall strategy of the organisation.
  • Manage integrated human resource approaches that influence productivity and organisational performances.
  • Deal with the broader issues affecting human resource management applicable to line managers and the entire human resource function using appropriate models and suggest ways of resolving them.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Familiarise with relevant labour legislation applicable in the South African labour market.
  • Integrate the theoretical knowledge gained from the constituent parts of this qualification in the workplace context.
  • Continually improve organisations through strategic control, evaluation and manage strategic changes in an organisation sensitively.
  • Demonstrate learner-level knowledge, attributes and applied competencies in strategically managing collective bargaining matter and use technology to administer compensation systems for the organisation's diverse workforce.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Apply relevant statutory instruments in managing the conflicting interests and dynamics about the primary role players in the world of work.
  • Analyse the role of ethics in the contemporary world of business and within the context of corporate governance.
  • Conceptualise and contextualise the essence of the quality of work-life in the world of work.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Demonstrate a well-rounded knowledge of the importance of individual behavioural processes and their effect in achieving organisational goals.
  • Critically evaluate techniques for collecting, measuring, and reporting the application of human resource management data.
  • Apply human resource analytics to predict human resource needs, and produce credible reports in the real world of work.

    Associated Assessment Criteria Exit Level Outcome 5:
  • Address the concerns multinational corporations have to face, absorb, interpret and re-analyse through international lenses.
  • Appraise the theories and practices of international HRM and set them in context using empirical evidence.
  • Appreciate the influence of social behaviour and processes on the quality of work-life and apply a variety of selected psychological methodologies to enhance organisational development, decision making, the skills and knowledge base of the HR practitioner.

    Integrated Assessment:
    Integrated assessment is ordinary practice in this type of qualification and is essential to ensure that the purpose of the qualification is achievable with the professional focus carried by the qualifier and regarding its propositional and declarative knowledge, vocational relevance, reflexive competence and critical cross-field learning outcomes.

    Successful learners will have undertaken an extensive process in which assessments progressively build the learners' integrated competency to a point where the learner can express; through a range of mechanisms measured against valid, reliable and transparent criteria; that they can operate effectively in an entry-level managerial and or professional position within the knowledge system specified by the qualification title.

    Formative assessment integrates the cycle of teaching and learning and assessment. Study guides and prescribed texts contain self-assessment exercises. The scheme of work includes formal assessments in the form of tests and assignments based on the learning material, and learners are graded and provided written feedback. The process is continuous and focuses on smaller sections (chunks) of the work and limited in the number of outcomes assessed at any given time about the qualification rollout as informed by the academic calendar.

    Summative assessments are in the form of proctored examinations, or equivalent assessment such as a summative research report which assesses a representative selection of the outcomes practised at the end of the teaching and learning period. The summative evaluation also tests the student's ability to manage and integrate a large body of knowledge to achieve the stated outcomes of a full course.

    Additionally, the institution has contextualised Work Integrated Learning (WIL), in the distance mode of provision as part of a broader framework for ensuring learners are work-ready while maintaining the balance of discipline-specific induction18.

    The assessment of the WIL module consists of two (2) Formative Assessment (FA) opportunities; both of which are formally assessed in week six and week 12, respectively, for semester marks and contribute towards the final module marks. Both FA1 (20%) and FA2 (20%) are in the form of an assignment focusing on employment readiness, e.g., resume writing, job application, cover letters, interviewing skills and marketing oneself by, e.g., the use of social media etc.

    Additionally, the module also consists of two (2) Summative Assessment (SA) opportunities. SA1 (40%) is in the form of a 2-week student internship at an employer of his/her choice, undertaken between week 16 and 18 of the academic calendar. SA2 (20%) is an integrative assessment/assignment, i.e., a research report addressing a community-based problem submitted for grading to an educator via the Learning Management System (LMS). SA2 is designed to assess the learner's competence and insight into the practical application of theory, knowledge and skills, and measured against the outcomes of the qualification. 
    		•

    INTERNATIONAL COMPARABILITY 
    The focus of the comparison was mostly on the Degree of overlap from selected accredited international institutions that offer similar registered qualifications, with regards to the names of the identified countries, the names of the institutions, titles and purposes of the recognised qualifications and how it compares in terms of level, credits, duration, entry requirements, modules, Exit Level Outcomes (ELOs) and Associated Assessment Criteria (AAC).

    In that regard, the South African qualification is comparable to three accredited international institutions, each from a different region covering the UK, Australia and Africa.

    First Comparison:
    Arden University (London) offers an undergraduate BA (Hons) Business (HRM) (CMI) for 360 Credits at Level 6, provided online, and which can be completed in 3 years at a minimum, or in 6 years at maximum. The CMI Level 6/7 carries similar Level Descriptors as the South African NQF Level 7 in the HEQSF. Similarly, this qualification delivery mode is the distance mode of provision and learners may complete in 3 years at a minimum, or nine years at maximum. Also, the notional hour calculation per credit by CMI (UK) is identical to that of SAQA6 (in South Africa, one Credit = 10 notional hours of study).

    Similarly, the minimum entry requirement for admission into the South African qualification is a National Senior Certificate (NSC), with English as one of the subjects passed and with endorsement for admission to Bachelor's Degree study; or National Certificate (Vocational) (NCV), with English as one of the subjects passed and with endorsement for admission to Bachelor's Degree study; or Before 2009, Senior Certificate with English as one of the subjects passed. Other options such as alternative entry requirements, foreign applicants, RPL and Age Exemption.

    Country: England.
    Institution: Arden University.
    Qualification Title: BA (Hons) Business (HRM) (CMI).

    This qualification is similar to the qualification offered by the above country in terms of the following:

    Qualification Structure:
    Level 4 Modules:
  • Developing Personal and Management Skills; 20 Credits.
  • Understanding the Business Environment; 20 Credits.
  • Principles of Marketing; 20 Credits.
  • Introduction to Finance; 20 Credits.
  • People in Organisations; 20 Credits.
  • Managing Human Resources; 20 Credits.

    Level 5 Modules:
  • Managing Across Cultures; 20 Credits.
  • Business Processes; 20 Credits.
  • Enterprise and Entrepreneurship; 20 Credits.
  • Business Analysis; 20 Credits.
  • Planning Human Resources; 20 Credits.
  • Managing Change in Organisations; 20 Credits.

    Level 6:
  • Contemporary Management Issues; 20 Credits.
  • Strategic Management; 20 Credits.
  • Managing Self and Others; 20 Credits.
  • Strategic Issues in Human Resource Management; 20 Credits.
  • Research Methods and Dissertation; 40 Credits.

    Qualification Total Credits: 360.

    Conclusion:
    Both qualifications ensure that the learner progresses in the primary core module/subject - thus providing a depth of specialist knowledge specific to the field of Business, Commerce and Management Studies.

    The qualification description and Exit Level Outcomes of this qualification align to the purpose and exit level outcomes of the South African qualification which is to provide a well-rounded, broad education that equips learners with the knowledge base, theory and methodology of disciplines and fields of study, and to enable them to demonstrate initiative and responsibility in the academic discipline of commerce and human resource management and the professional skills necessary to function within the professional field of human resource management.

    The qualification will enable the learners to effectively and efficiently manage integrated strategic human resource systems to ensure that the human resource strategy aligns with the overall strategy of the organisation; perform complex decisions by leveraging the data derived from HR analytics with skills development administration, the implementation and deployment of occupational health and safety qualifications, reward management systems, all within a thorough legal framework. Learners will be able to apply practical solutions in managing the diverse interests of the primary role players in the labour market and execute approaches that influence productivity and organisational performances; assume management roles in commerce and human resource management to the practice of people management for the organisation's diverse workforce as we as to manage the well-being of the organisation's diverse workforce in line with statutory provisions and execute organisational qualifications, manage conflicts and make prudent financial management decisions.

    Second Comparison:
    The University of Wollongong Australia offers an undergraduate BCom (HRM) qualification for 144 Credit points (the value attached to a subject that indicates study load), delivered on Campus (Face-to-face), and completed in 3 years full-time or part-time equivalent. In contrast, the South African qualification delivery mode is the distance mode of provision and finished in 3 years at a minimum of nine years at maximum. The University of Wollongong's BCom (HRM)] is accredited by the Australian Qualifications Framework (AQF) 8, which is comparable to the SAQA NQF Level 7 (HEQSF Aligned).

    Entry to this qualification can be through guaranteed entry selection ranks including a minimum ATAR (Australian Tertiary Admission Rank), or an International Baccalaureate (IB); or an Interstate equivalent (such as Victoria's ENTER or Queensland OP); or using results in an overseas qualification deemed equivalent to an Australian year 12. Optional admission requirements are also available, including vocational education and training, higher education study, work and life experience as well as through recognition of prior learning.

    Similarly, the minimum entry requirement for admission into the BCom (HRM) Degree at Boston is a National Senior Certificate (NSC), with English as one of the subjects passed and with endorsement for admission to Bachelor's Degree study; or National Certificate (Vocational) (NCV)), with English as one of the subjects passed and with endorsement for admission to Bachelor's Degree study; or Before 2009, Senior Certificate with English as one of the subjects passed. Other options such as alternative entry requirements, foreign applicants, RPL and Age Exemption.

    Country: Australia.
    Institution: University of Wollongong Australia.
    Qualification Title: BCom (HRM).

    This qualification is similar to the qualification offered by the above country in terms of the
    following:

    Qualification Structure.
    Subjects Required for Major Study (HRM):
  • Organisational Behaviour; 6 cps.
  • Recruitment and Selection; 6 cps.
  • Managing Human Resources; 6 cps.
  • Employee Relations Management; 6 cps.
  • Management of Change; 6 cps.
  • Strategic Management; 6 cps.
  • Workplace Health and Safety Management; 6 cps.
  • Learning and Development in Organisations; 6 cps.

    Subjects Required for Major Study (Commerce):
  • Accounting Fundamentals in Society; 6 cps.
  • Principles of Responsible Business; 6 cps.
  • Statistics for Business; 6 cps.
  • Economic Essentials for Business; 6 cps.
  • Introductory Principles of Finance; 6 cps.
  • Introduction to Management; 6 cps.
  • Marketing Principles; 6 cps.

    Plus at least one subject from the following:
  • Business Oriented Information Systems; 6 cps.
  • Accounting in Organisations; 6 cps.
  • Economics and Society; 6 cps.
  • Business Communications; 6 cps.

    Plus one capstone subject Integrative Business Capstone; 6 cps.

    Exit Level Outcomes:
  • Examine the environment and process of recruitment and selection.
  • Examines aspects of the social and behavioural sciences that are relevant to understanding human behaviour in work organisations.
  • Examine the concepts, techniques and activities involved in managing the flow of people through work organisations.
  • Introduce learners to the domain of employee relations management.
  • Examine the management of change in organisations.
  • Examine the strategic management process and planning functions in the business enterprise.
  • Provide learners with a critical introduction to the broad subject of Workplace Health and Safety Management (WPHSM) and to examine in detail some of the specific theoretical and practical issues related to the topic.

    Conclusion:
    Apart from being accredited and quality assured by a national board (AQF), the comparison (above) indicates a high degree of similarity between the University of Wollongong's BCom (HRM) and the South African qualification with the qualification type, designator, qualifier/areas of specialisation, and qualification structure (module selection).

    The qualification description or purpose CLOs / ELOs and AAC of the University of Wollongong (Australia)'s BCom (HRM) qualification strongly aligns with the purpose and exit level outcomes of this qualification which is to provide a well-rounded, broad education that equips learners with the knowledge base, theory and methodology of disciplines and fields of study.

    Both curricula are demonstrably contemporary as well as being contextually and topically relevant.

    Third Comparison:
    This qualification is delivered through the Open Distance Learning mode of provision and completed within a minimum of three (3) years and a maximum of six (6) years. Similarly, this qualification mode of delivery is through the distance mode of provision and completed in 3 years at a minimum, or in 9 years at maximum. Like all public universities in Mauritius, OU doesn't need (Tertiary Education Commission (TEC) accreditation.

    Entry to the BSc (Hons) (HRM) includes; I) Either "credit" in at least three subjects at School Certificate or General Certificate of Education O-Level or equivalent and a "Pass" in at least two subjects at Higher School Certificate or General Certificate of Education Advanced Level or equivalent (Pass in English/French and Mathematics is desirable); II) OR an appropriate equivalent Diploma/Certificate/Foundation Courses approved by The Open University of Mauritius; III.

    Country: Mauritius.
    Institution: Open University of Mauritius.
    Qualification Title: BSc (Hons) (HRM).

    This qualification is similar to the qualification offered by the above country in terms of the following:
    Qualification Structure.
    Year 1: Semester 1 Modules:
  • Management and Marketing Principles; 4 Credits.
  • Business Economics; 4 Credits.
  • Accounting Fundamentals; 4 Credits.
  • Human Resource Management; 4 Credits.

    Year 1: Semester 2 Modules:
  • Business Communication Skills; 4 Credits.
  • Organisational Behaviour and Analysis; 4 Credits.
  • Introduction to Psychology; 4 Credits.
  • Basic Operation and Logistics Management; 4 Credits.
  • Management Information System; 4 Credits Year 1 Total Credits = 36.

    Year 2: Semester 1 Modules:
  • Mauritian Public Sector; 4 Credits.
  • Introduction to Law and Legal methods and Interpretation; 4 Credits.
  • Culture and Organisations; 4 Credits.
  • Advanced Quality Management; 4 Credits.
  • Research Methods; 4 Credits.

    Year 2: Semester 2 Modules:
  • Human Resource Development; 4 Credits.
  • Safety, Health and Welfare Management; 4 Credits.
  • Performance and Reward Management; 4 Credits.
  • Talent and Knowledge Management; 4 Credits.
  • E-HRM and HRMIS; 4 Credits Year 2 Total Credits = 40.

    Year 3: Semester 1 Modules:
  • Managing HR in the Public Sector; 4 Credits.
  • Strategic Human Resource Management; 4 Credits.
  • International Human Resource Management; 4 Credits.
  • Organisational Development; 4 Credits.
  • Dissertation.

    Year 3: Semester 2 Modules:
  • Labour Legislations and Employment Relations; 4 Credits.
  • Corporate Governance and Ethics; 4 Credits.
  • HR Planning and Change Management; 4 Credits.
  • Dissertation; 6 Credits Year 2 Total Credits = 34.

    As indicated in the previously compared qualifications, there is a close alignment of these qualifications, and what is more, both curricula are demonstrably contemporary as well as being contextually and topically relevant. Therefore, the South African institution is confident that this qualification compares favourably with like or similar qualifications and stands to open doors for learners beyond the scope of what South HE has on offer. 
    		•

    ARTICULATION OPTIONS 
    This qualification allows for both horizontal and vertical articulation.

    Horizontal Articulation:
  • Bachelor of Commerce in Industrial and Organisational Psychology, Level 8.

    Vertical Articulation:
  • Bachelor of Commerce Honours in Human Resource Management, Level 8. 
    		•

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    NOTES 
    N/A 

    LEARNING PROGRAMMES RECORDED AGAINST THIS QUALIFICATION: 
     
    NONE 


    PROVIDERS CURRENTLY ACCREDITED TO OFFER THIS QUALIFICATION: 
    This information shows the current accreditations (i.e. those not past their accreditation end dates), and is the most complete record available to SAQA as of today. Some Primary or Delegated Quality Assurance Functionaries have a lag in their recording systems for provider accreditation, in turn leading to a lag in notifying SAQA of all the providers that they have accredited to offer qualifications and unit standards, as well as any extensions to accreditation end dates. The relevant Primary or Delegated Quality Assurance Functionary should be notified if a record appears to be missing from here.
     
    1. Boston City Campus and Business College (Pty) Ltd 


    All qualifications and part qualifications registered on the National Qualifications Framework are public property. Thus the only payment that can be made for them is for service and reproduction. It is illegal to sell this material for profit. If the material is reproduced or quoted, the South African Qualifications Authority (SAQA) should be acknowledged as the source.