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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Bachelor of Commerce Honours in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
71909  Bachelor of Commerce Honours in Human Resource Management 
ORIGINATOR
MANCOSA 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
Honours Degree  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  120  Level 7  NQF Level 08  Regular-Provider-ELOAC 
REGISTRATION STATUS SAQA DECISION NUMBER REGISTRATION START DATE REGISTRATION END DATE
Registered  EXCO 0324/24  2024-07-01  2027-06-30 
LAST DATE FOR ENROLMENT LAST DATE FOR ACHIEVEMENT
2028-06-30   2031-06-30  

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 the Bachelor of Commerce Honours in Human Resource Management is to provide graduates with high-level systematic knowledge, specialised skills, applied competence and necessary attitudes in the field of human resources management to make them lifelong learners, employable workers, entrepreneurs and contributors to human resources management in various public and civic contexts.

This is a one-year postgraduate degree that equips learners with the skills and knowledge to occupy middle to senior-management positions. The qualification is also aimed at providing the learner with an understanding of and the ability to apply the principles essential to the effective management of organisations, with a specialisation in the human resource function.

The qualification is designed for learners aiming to deepen their expertise in HRM theory and practice, particularly in complex and diverse organisational contexts. This qualification targets those who aspire to be future HR leaders, strategists, or specialised professionals who understand the critical role HR plays in shaping organisational success. The curriculum emphasises advanced knowledge of HRM, diversity management, and strategic policy development, preparing students to apply theoretical frameworks to real-world situations.

Ideal candidates are individuals who value autonomy, ethical conduct, and professionalism in the workplace and are eager to contribute to the HRM field through meaningful, research-driven insights. This qualification appeals to learners who are analytical and research-oriented, interested in exploring rigorous research methods, and committed to addressing complex challenges in HRM. It also attracts lifelong learners who wish to stay current with HR practices through continuous education, whether advancing professionally or in academia. Ultimately, this qualification cultivates critical thinkers who are equipped to support and drive organisational strategies and foster inclusivity and ethical practices across various sectors.

Graduates will be prepared for leadership roles in HR, where they can influence and drive organisational change. The qualification seeks to provide South Africa with graduates in human resources management with in-depth knowledge and the confidence to identify and define complex problems to widen the human resources management and leadership base through the development of innovative and knowledge-based economic and scholarly activity. The qualification deepens learners' understanding of HR policies and frameworks, enabling them to integrate this knowledge into their everyday work experience. Graduates will be able to craft HR policies that address organisational challenges while aligning with strategic objectives.

Upon completion of the qualification, the graduates will be able to:
  • Access relevant information in terms of analysing and addressing problems related to human resource management in organisations.
  • Demonstrate HRM knowledge and awareness of its application in diverse contexts.
  • Demonstrate the ability to function autonomously, exercise ethical conduct and maintain professional standards.
  • Engage in the HRM field through an understanding of the theories and policies.
  • Demonstrate the ability to interrogate and evaluate HRM knowledge.
  • Make relevant connections between theoretical HRM knowledge and practical application.
  • Demonstrate the ability to pursue horizontal and vertical learning and research in the field of human resource management.
  • Contribute to human resource strategy and policy development in a variety of organisations.
  • Produce, assess, manage and communicate relevant information to support the human resources function in organisations.

    Graduates can aspire to the following positions after completing this qualification:
  • Human Resources Manager.
  • Talent Acquisition Specialist.
  • Talent Development Specialist.
  • Employee Relations Specialist.
  • Compensation and Benefits Manager.
  • Training and Development Manager.
  • HR Business Partner.
  • Organisational Development Specialist.
  • Labour Relations Officer.
  • HR Consultant.

    Rationale:
    The qualification was developed to address the evolving demands of the Human Resource field and to fill a gap in higher education qualifications that adequately prepare learners for advanced roles in Human Resource Management. HR professionals with a formal education are equipped with the skills to influence decision-making processes and contribute to the long-term success of the organisation (Deloitte, 2023). Therefore, there is a growing need for specialised Human Resource (HR) professionals who can navigate complex organisational environments, implement strategic HR practices, and address issues such as diversity management, labour relations, and ethical considerations (Diard, 2024). With increasing attention to diversity, equity, and inclusion (DEI) in the workplace, HR professionals are tasked with ensuring fair practices in recruitment, employee relations, and training (Harvard Business Review, 2022). The knowledge gained through the institution's qualification helps HR managers implement policies that promote inclusivity and mitigate conflicts stemming from cultural differences (SHRM, 2021).

    Offering this qualification through distance learning provides flexible and accessible education for a diverse range of learners, including working professionals, those in remote locations, and individuals with personal commitments. This mode of learning allows learners to balance studies with other responsibilities and leverages online platforms for interactive experiences like webinars, virtual discussions, and case studies. It promotes self-directed learning, developing essential skills such as time management and digital literacy, while enabling learners from different backgrounds to share diverse perspectives on HR practices, enhancing the overall learning experience.

    In comparison to similar qualifications across tertiary higher education institutions in South Africa, this qualification includes a research project and a wider variety of specialised modules, offering a more comprehensive and in-depth learning experience compared to other registered qualifications. This expanded curriculum further enhances learners' readiness to address complex HR challenges and adapt to dynamic organisational environments. All of which have been strategically designed to equip learners with flexibility and cultural understanding, allowing learners to manage diverse, globalised workforces, making the institution's graduates invaluable assets in today's competitive job market.

    This qualification benefits learners by equipping them with advanced skills and knowledge to excel in strategic HR roles, enhancing their career prospects and earning potential. For society, the qualification promotes the development of ethical and skilled HR professionals who can foster fair labour practices, support diversity and inclusion, and contribute to creating healthy workplace environments (Society for Human Resource Management, 2024). Economically, it supports organisational growth by producing HR specialists capable of aligning human resource strategies with business objectives, driving productivity, and managing talent effectively in a competitive global market, thus enhancing overall economic development (Ulrich, Brockbank, Johnson, and Younger, 2022).

    The qualification was developed to address the evolving demands of the HR field and to fill a gap in higher education qualifications that adequately prepare learners for advanced roles in human resource management. There is a growing need for specialised HR professionals who can navigate complex organisational environments, implement strategic HR practices, and address issues such as diversity management, labour relations, and ethical considerations (Ulrich et al., 2022).

    This qualification is designed for learners aiming to deepen their expertise in human resource management theory and practice, particularly in complex and diverse organisational contexts. Qualifying learners will be prepared to operate in various occupations and roles within the HR domain. These graduates will also be equipped to contribute to broader business areas, such as employee wellness, diversity and inclusion initiatives, and change management projects, making them valuable assets in industries that require effective people management and strategic HR practices. This qualification targets those who aspire to be future HR leaders, strategists, or specialised professionals who understand the critical role HR plays in shaping organisational success. The specific professions that students can venture into:
  • Human Resources Manager.
  • Chartered HR professional.
  • Talent Acquisition Specialist.
  • Talent Development Specialist.
  • Employee Relations Specialist.
  • Compensation and Benefits Manager.
  • Training and Development Manager.
  • HR Business Partner.
  • Organisational Development Specialist.
  • Labour Relations Officer.
  • HR Consultant.
  • Diversity and Inclusion Manager.

    Ideal candidates are individuals who value autonomy, ethical conduct, and professionalism in the workplace and are eager to contribute to the HRM field through meaningful, research-driven insights (Armstrong, 2021). This qualification appeals to learners who are analytical and research-oriented, interested in exploring rigorous research methods, and committed to addressing complex challenges in human resource management. It also attracts lifelong learners who wish to stay current with HR practices through continuous education, whether advancing professionally or in academia. Specialist or managerial capacity. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):
    The institution has an approved Recognition of Prior Learning (RPL) policy which is applicable to equivalent qualifications for admission into the qualification. RPL will be applied to accommodate applicants who qualify. RPL thus provides alternative access and admission to qualifications, as well as advanced standing within qualifications. RPL may be applied for access, credits from modules, and credits for or towards the qualification.

    RPL for access:
  • Learners who do not meet the minimum entrance requirements or the required qualification at the same NQF level as the qualification required for admission may be considered for admission through RPL.
  • To be considered for admission in the qualification based on RPL, applicants should provide evidence in the form of a portfolio that demonstrates that they have acquired the relevant knowledge, skills, and competencies through formal, non-formal and/or informal learning to cope with the qualification expectations should they be allowed entrance into the qualification.

    RPL for exemption of modules:
  • Learners may apply for RPL to be exempted from modules that form part of the qualification. For a learner to be exempted from a module, the learner needs to provide sufficient evidence in the form of a portfolio that demonstrates that competency was achieved for the learning outcomes that are equivalent to the learning outcomes of the module.

    RPL for credit:
  • Learners may also apply for RPL for credit for or towards the qualification, in which they must provide evidence in the form of a portfolio that demonstrates prior learning through formal, non-formal and/or informal learning to obtain credits towards the qualification.
  • Credit shall be appropriate to the context in which it is awarded and accepted.

    Entry Requirements:
  • Advanced Diploma in Human Resource Management, NQF Level 7.
    Or
    Bachelor of Commerce in Human Resources Management, NQF Level 7.
    Or
  • Bachelor of Commerce NQF Level 7. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    This qualification comprises compulsory modules at the National Qualifications Framework Level 8, totalling 120 Credits.

    Compulsory Modules, Level 8, 120 Credits:
  • Strategic Training and Development, 15 Credits.
  • Labour Law, 15 Credits.
  • Organisational Psychology, 15 Credits.
  • Research Methodology, 15 Credits.
  • Strategic Human Resource Management, 15 Credits.
  • Employment Relations, 15 Credits.
  • Research Report, 30 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Access relevant information in terms of analysing and addressing problems related to human resource management in organisations.
    2. Demonstrate HRM knowledge and awareness of its application in diverse contexts.
    3. Demonstrate the ability to function autonomously, exercise ethical conduct and maintain professional standards.
    4. Engage in the HRM field through an understanding of the theories and policies.
    5. Demonstrate the ability to interrogate and evaluate HRM knowledge.
    6. Make relevant connections between theoretical HRM knowledge and practical application.
    7. Demonstrate the ability to pursue horizontal and vertical learning and research in the field of human resource management.
    8. Contribute to human resource strategy and policy development in a variety of organisations. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Analyse relevant HRM information sources to produce evidence-based solutions for organisational problems.
  • Formulate complex organisational issues using appropriate HRM models, to create strategic interventions.
  • Synthesis information sources to create HRM recommendations to address specific contextual needs.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Apply HRM theories and principles to understand cultural complexities in organisational environments.
  • Evaluate contextual HRM practices to demonstrate adaptability and situational relevance.
  • Integrate diversity, equity, and inclusion principles into HRM solutions to resolve complex workforce dynamics.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Apply professional independence and accountability to ensure professional standards in HRM roles.
  • Resolve ethical dilemmas in HRM using ethical frameworks to uphold professional standards.
  • Assess reflective practices to enhance professional growth and ethical competence.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Analyse foundational and contemporary HRM theories to establish relevance to modern organisational practice.
  • Evaluate HRM policies to determine alignment with strategic objectives.
  • Refine theoretical knowledge to critique HRM policies within diverse organisational contexts.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Evaluate HRM literature and research findings to identify gaps in industry research.
  • Formulate competing HRM theories and approaches to create balanced perspectives on organisational practices.
  • Assess knowledge claims in HRM to interrogate critical reasoning.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Apply theoretical frameworks to demonstrate practical relevance.
  • Generate conceptual models using organisational case studies to produce strategic HRM insights.
  • Assess the alignment between HRM theory and practice to identify areas for organisational improvement and innovation.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Expand HRM knowledge through continuous learning to enhance professional networks.
  • Conduct research activities using appropriate methodologies to generate new HRM insights.
  • Apply reflection to pursue professional and academic advancement.

    Associated Assessment Criteria for Exit Level Outcome 8:
  • Design HRM strategies to provide organisational goals and contextual realities.
  • Critically review HR policies to support organisational performance and compliance.
  • Evaluate strategic HRM frameworks to align with long-term organisational sustainability objectives.

    Integrated Assessment
    The institution's Assessment Strategy is aligned to the Council on Higher Education Accreditation Criteria (2012), the National Policy and Criteria for Designing and Implementing Assessment for NQF Qualification and Part-Qualification and Professional Designations in South Africa (SAQA, 2014).

    Integrated assessment at the institution requires careful consideration to implement formative and summative assessment methods which offer an inclusive and holistic view of learners' learning. Assessments are aligned with the pre-defined learning outcomes per module, culminating with the qualification exit level outcomes. Formative and summative assessments are diverse in nature, and these encompass knowledge check questions, case studies, and scenario-based questions.

    Formative assessments allow for regular feedback to learners, highlighting areas of success and improvement. Summative assessments evaluate learner learning at the completion of a learner's learning journey. Imperative to integrated assessments is the provision of feedback not only to learners but also internally, whereby the results of assessments play a critical role in informing the development of future assessments, assessment practices and the continuous improvement of the programme.

    Formative Assessment
  • Formative Assessment 1 (Case Study/Scenario).
  • Formative Assessment 2 (Project).

    Summative Assessment
  • Summative Assessment.

    The final mark is calculated as follows:
  • Formative Assessment 1 (Case Study/Scenario) - 20%.
  • Formative Assessment 2 (Project) - 20%.
  • Summative Assessment - 60%.
    To pass a module, the following requirements must be met:
  • The compulsory completion of ALL assessment activities.
  • To pass a module, a sub-minimum of 50% is required in each form of assessment, and a final combined mark of 50% is required.
  • Entrance to the Summative Assessment is dependent on meeting the sub-minimum requirements of the formative assessments for each semester. 
    		•

    INTERNATIONAL COMPARABILITY 
    This qualification was compared with similar qualifications from Canada, Namibia and England.

    Country: Canada
    Institution name: York University
    Qualification title: Bachelor of Commerce (Specialized Honours) - Human Resources Management
    Duration: 4 years
    120 Credits

    Purpose:
    The Bachelor of Commerce (Specialized Honours) - Human Resources Management is designed to provide learners with advanced knowledge and expertise in the field of commerce, equipping them with the necessary skills for leadership and strategic decision-making in a global business environment. The qualification aims to deepen learners' understanding of business principles, financial management, marketing, human resources, and economics, while also focusing on the development of critical thinking, problem-solving, and analytical skills. Graduates are prepared to pursue managerial positions in a range of industries or further academic study in business-related fields.

    The qualification aims to enable graduates to:
  • Develop a broad understanding of core business disciplines, including accounting, finance, marketing, management, operations, economics, business law, and information systems.
  • Acquire advanced knowledge and practical expertise in a chosen specialisation, such as Accounting, Finance, Marketing, Human Resources Management, Supply Chain Management, Business Technology Management, Management, or Entrepreneurship.
  • Apply business theories, quantitative methods, and analytical techniques to solve complex organisational and economic problems.
  • Develop critical thinking, ethical decision-making, leadership, communication, teamwork, and problem-solving skills required in contemporary business environments.

    Core modules:
  • Recruitment and Selection.
  • Labour Relations.
  • Compensation.
  • Performance Management.
  • Training and Development.
  • Employment Law.

    Similarities:
  • Both the Canadian qualification and the South African qualification offer a comprehensive curriculum focused on the development of advanced knowledge in human resources, leadership, and management.
  • Both qualifications aim to equip learners with the skills necessary to manage complex organisational environments, with an emphasis on strategic decision-making, organisational effectiveness, and understanding the diverse dynamics of the workplace.
  • Both qualifications also include modules related to career management and human resource strategy, aligning with the development of HR professionals who can lead and influence organisational change effectively.

    Difference:
  • The Canadian qualification is part of an undergraduate programme which extends to honours in the fourth year, while the South African qualification is a one-year postgraduate degree aimed at further specialisation. The SA qualification places a strong emphasis on global HR effectiveness and the ability to manage diverse cultural perspectives in a globalised workplace, while the Canadian qualification is more oriented toward Canadian HR practices, offering modules tailored to Canadian HR certification standards.

    Country: Namibia
    Institution name: Namibia University of Science and Technology
    Qualification title: Bachelor of Human Resources Management Honours
    Duration: 1 year
    120 NQF Credits

    Entry requirements:
  • A Bachelor of Human Resources Management at NQF Level 7 with at least 360 credits.
    Or
  • An equivalent qualification from a recognised institution.

    Purpose:
    The purpose of this qualification is to provide learners with a deepened, comprehensive and systematic understanding of human resource management skills and practices needed to make complex and strategic decisions in the workplace. The qualification is aimed at catapulting learners into the specialist field of human resource practitioners and experts by equipping them with strategic thinking skills and deepened knowledge of the discipline. Additionally, through this qualification, learners will be equipped with the knowledge and skills required to portray and project a critical understanding of the guiding principles, theories, methodologies and best practices of Human Resource Management and strategic thinking. In the same vein, on completion of this qualification, graduates are expected to be able to plan, design and develop, implement, manage, and monitor strategies that sustain creativity, innovation and high performance in an organisation. The qualification is dedicated to developing existing and new human resource management practitioners by offering expanded, comprehensive professional and academic diverse knowledge to solve challenging but strategically based human resource management problems and issues.

    Modules:
  • Strategic Human Resources Management.
  • Research Methodology.
  • Capacity Building and Talent Management.
  • Advanced Industrial and Labour Relations.
  • Management and Leadership.
  • Mini-Thesis.
  • Advanced Organisational Dev and Change Management.
  • Compensation Management.
  • Career Management and Development.
  • Advanced Performance Management.

    Similarities:
  • Both qualifications are designed to equip learners with advanced knowledge and skills in human resource management, preparing them for leadership roles within the field.
  • Both qualifications focus on developing strategic thinking, HR decision-making, and leadership capabilities, ensuring that graduates are ready to take on senior positions in human resource management. Furthermore, both qualifications cover core HR topics such as performance management, compensation management, talent management, and career development. These shared elements highlight the common aim of equipping students with the practical knowledge required to manage HR functions effectively within organisations.

    Difference:
  • Namibia's qualification is a 2-year qualification that focuses on the research dissertation in the second year. The qualification focuses heavily on strategic thinking and innovation within HR, aiming to develop HR specialists, whereas the South African qualification is a 1-year qualification, focusing on HR's application in various public and civic contexts, particularly in multicultural and global environments.

    Country: England
    Institution name: University of Worcester
    Qualification title: BA (Hons) Business and Human Resource Management
    Duration: 3 years full-time

    Purpose:
    The BA (Hons) Business and Human Resource Management programme is designed to equip learners with a comprehensive understanding of business principles and human resource management practices. The qualification aims to develop learners' knowledge in both business and HR, ensuring that graduates are prepared to take on leadership roles within organisations. It focuses on the strategic integration of HR functions with business goals to enhance organisational performance. The qualification also emphasises the development of key skills, including leadership, communication, problem-solving, and strategic thinking, to address complex challenges in modern workplaces. Upon completion, graduates will be well-prepared to contribute effectively to HR decision-making processes and manage people-centric strategies in a variety of business settings.

    Learning Outcomes:
  • Demonstrate knowledge and understanding of the key theoretical concepts and frameworks underpinning the analysis and development of strategy in organisations in a domestic or international context.
  • Examine the internal and/or external aspects, functions and processes of organisations including corporate behaviours and cultures which exist within and between different organisations with reference to ethical and sustainable practices.
  • Critically evaluate HR responses to contemporary challenges and key business and external context factors affecting them.
  • Critically evaluate different forms of employee involvement and conflict management.
  • Critically analyse the nature of HR functions and their relationship to employee resourcing.
  • The ability to analyse and evaluate a range of business data, sources of information and appropriate methodologies, which includes the need for strong digital literacy, and to use that research for evidence-based decision-making.

    Similarities:
  • Both the BA (Hons) Business and Human Resource Management and Bachelor of Commerce Honours in Human Resource Management focus on the strategic alignment of HR practices with broader business goals.
  • Both qualifications aim to equip learners with leadership and decision-making skills, preparing them for senior roles in HR management. Additionally, both curricula emphasise the importance of understanding organisational behaviour, people management, and the need for a global perspective in HR, considering the challenges presented by diverse work environments and international business contexts.

    Differences:
  • The England qualification places a significant emphasis on in-person learning, with opportunities for learners to engage with HR specialists, academics, and professionals in the field, offering networking and real-world exposure.
  • This qualification encourages international work and study experiences, contributing to a more hands-on and globally integrated learning approach. In contrast, the South African qualification is delivered through distance learning, providing greater flexibility for working professionals, but with less face-to-face interaction. Furthermore, the South African qualification focuses on addressing specific challenges within economies facing skill shortages and aims to offer more specialised training, whereas the England qualification places a stronger emphasis on consultancy, management practices, and broader organisational strategy.

    Conclusion:
    The international comparability of the various HR management qualifications from York University, Namibia University of Science and Technology (NUST), and the University of Worcester with the South African Bachelor of Commerce Honours in Human Resource Management qualification illustrates both shared objectives and key differences in their approach to human resource education. All qualifications aim to produce HR professionals with the ability to lead strategic decision-making, manage complex organisational environments, and address key challenges in workforce management, including talent retention, employee engagement, and global diversity. While each qualification provides a strong foundation in human resource management theory and practice, there are differences in delivery modes, regional focus, and specialised content. From the above international comparability, it can be ascertained that the South African qualification is favourable and comparable with the international qualifications and provides learners with opportunities for mobility and advancement. 
    		•

    ARTICULATION OPTIONS 
    This qualification provides the following articulation options:

    Horizontal Articulation:
  • Postgraduate Diploma in Strategic Human Resource Management, NQF Level 8.
  • Bachelor of Social Science Honours in Human Resource Management, NQF Level 8.
  • Postgraduate Diploma in Business Management, NQF Level 8.

    Vertical Articulation:
  • Master of Commerce in Human Resource Management, NQF Level 9.

    Diagonal Articulation:
  • Advanced Occupational Diploma: Human Resource Management Advisor, NQF Level 7. 
    		•

    MODERATION OPTIONS 
    N/A 

    CRITERIA FOR THE REGISTRATION OF ASSESSORS 
    N/A 

    REREGISTRATION HISTORY 
    As per the SAQA Board decision/s at that time, this qualification was Reregistered in 2012; 2015. 

    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. MANCOSA 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.