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SOUTH AFRICAN QUALIFICATIONS AUTHORITY 
REGISTERED QUALIFICATION: 

Higher Certificate in Human Resource Management 
SAQA QUAL ID QUALIFICATION TITLE
96080  Higher Certificate 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
Higher Certificate  Field 03 - Business, Commerce and Management Studies  Human Resources 
ABET BAND MINIMUM CREDITS PRE-2009 NQF LEVEL NQF LEVEL QUAL CLASS
Undefined  120  Not Applicable  NQF Level 05  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 purpose of the Higher Certificate in Human Resource Management qualification is to provide learners with a foundational understanding of effective resource management practices within various industries, focusing on the sustainable and strategic use of resources. The qualification aims to develop competent professionals equipped with practical skills in resource planning, risk assessment, and compliance with environmental regulations. The qualification targets recent high school graduates seeking entry-level roles in resource management, as well as professionals already in the field who wish to formalise their skills and enhance their career prospects.

Learners pursuing this qualification will gain knowledge in essential areas such as operational planning, sustainability practices, and regulatory compliance. They will develop competencies needed to perform effectively in junior management roles, making them valuable assets to their employers and improving their employability. By acquiring these skills, learners will be better positioned to contribute positively to their industries and pursue further specialisation or advancement in the field of resource management.

The qualification is classified under an occupational pathway and is positioned at NQF Level 5. It provides the foundational competencies necessary for further studies in the discipline, such as advanced diplomas or bachelor's degree qualifications in Resource Management. Upon completion, the student will have gained skills in strategic resource utilisation, sustainable management practices, and compliance with regulatory frameworks. Learners will be responsible for managing specific resource planning tasks, ensuring compliance with relevant standards, and applying sustainable practices within their work environments. These responsibilities are directly tied to the modules within the qualification, including modules on training and development, human resource planning, and recruitment and selection, which are designed to meet the Exit Level Outcomes (ELOs) and Associated Assessment Criteria (AAC) outlined in the qualification framework.

With the current skills need and the scarcity of qualifications in human resource management, this qualification aims to produce graduates who are in possession of specific graduate attributes. The qualification's graduate attributes align with the institution's Graduate Attributes of communication skills, foundational knowledge, strategic planning, industry demands, ethical principles, teamwork dynamics, critical thinking, adaptability and cultural diversity awareness. With this in mind, the graduate attributes identified below demonstrate the competencies the learner will possess upon completion of the modules and assessments within the Higher Certificate in Human Resource Management qualification.
  • Apply foundational HR knowledge
  • Demonstrate effective communication and interpersonal skills
  • Interpret workplace legislation and ethical standards
  • Utilise administrative and HR support skills
  • Adapt to changing workplace environments
  • Apply principles of strategic planning to manage resources efficiently within a given operational context.
  • Conduct assessments and implement sustainable practices in alignment with environmental regulations
  • Ensure compliance with industry standards and effectively manage risk within various sectors.
  • Utilise analytical skills to optimise the use of resources, minimising waste and maximising productivity
  • Demonstrate teamwork and collaboration skills necessary for coordinating resource management activities with other professionals and stakeholders

    The purpose of the qualification is encapsulated in the qualifications exit-level outcomes, which align to the South African Qualifications Authority National Qualifications Framework competencies for an NQF Level 5 qualification. Upon completion of the qualification graduates will be able to:
  • Define contemporary human resource management concepts
  • Plan, manage, and coordinate human resource activities for an organisation.
  • Apply human resource techniques when selecting and recruiting employees
  • Implement human resource management principles to foster employee development and maintain good working relationships
  • Explain human resource principles related to employee benefits, compensation, and retention
  • Understand and apply health and safety regulations within the workplace
  • Supervise and manage employee performance in the workplace
  • Determine and implement rewards and incentives
  • Analyse and adhere to legislative requirements and business policies in human resource management activities
  • Conduct training needs analysis for employees and the organisation to take appropriate actions
  • Develop standard operational procedures to enhance employee performance

    Upon completion of the qualification, graduates can aspire to the following positions:
  • Human Resources Administrator
  • Compliance Officers
  • Sustainability Coordinators
  • Resource Planning Assistants

    Rationale:
    The qualification responds to the growing need for qualified professionals capable of managing resources effectively within various sectors (Payton, 2024). Over the past decade, industries have experienced rapid transformations, particularly in South Africa, where economic diversification and development have heightened the demand for skilled resource management professionals (Payton, 2024). The qualification fills this gap by providing a focused, practical approach that aligns with industry needs, ensuring learners gain relevant and up-to-date competencies (Sector Skills Plan 2020/21, n.d.). The qualification addresses critical needs identified within the South African industrial and agricultural sectors. The qualification is thus designed to equip learners with practical skills that directly respond to these sectoral requirements. The typical learners include recent high school graduates who wish to pursue a career in human resource management, as well as current employees in related fields seeking professional development and formal recognition of their skills.

    Upon completion, graduates of the Higher Certificate in Human Resource Management qualification can pursue roles such as human resources administrators, compliance officers, sustainability coordinators, and resource planning assistants. These positions are essential in ensuring efficient and sustainable resource utilisation across various sectors, thus contributing to the strategic development of the South African economy (Sector Skills Plan, 2020/21).

    The qualification resides within the NQF Level 5 qualification pathway, providing a foundational entry into the field of resource management. This qualification serves as a stepping stone for further study, allowing graduates to progress vertically into advanced diplomas or bachelor's degree qualifications in Resource Management or related fields. Additionally, it offers diagonal mobility for learners who wish to specialise further in areas such as Environmental Management or Project Management by transferring credits towards other related qualifications. This ensures that graduates not only gain theoretical knowledge but also practical skills, making them more competitive in the job market.

    The qualification provides multiple benefits to learners, society, and the economy. For learners, it offers a practical, industry-aligned qualification that enhances employability and provides a pathway for professional growth. By equipping learners with skills in strategic resource planning, sustainable practices, and compliance management, the qualification increases their value to employers, opening opportunities for higher earning potential and career advancement. From a societal and economic perspective, the qualification promotes sustainable resource management, which is crucial for organisations to remain profitable. By training professionals to manage resources responsibly, the qualification supports the provision of qualified graduates in line with the National Skills Development Plan (Department of Higher Education and Training, 2019). By producing skilled graduates capable of enhancing resource efficiency, the qualification supports sector growth, job creation, and overall economic resilience. This detailed rationale demonstrates the necessity of the qualification and aligns it with industry needs, societal benefits, and economic contributions, ensuring it is a valuable addition to the NQF.

    The qualification prepares graduates for entry-level roles within resource management sectors, addressing the need for skilled personnel in industrial, agricultural, and environmental domains. Typical occupations for graduates include positions as follows:
  • Human Resources Administrator
  • Compliance Officers
  • Sustainability Coordinators
  • Resource Planning Assistants

    These roles are crucial in supporting the sustainable and efficient use of resources across various industries, contributing to the national economic agenda. Higher Certificate in Human Resource Management qualification structure enables learners to pursue vertical progression into advanced diplomas or bachelor's degrees in related fields and offers diagonal articulation into specialised qualifications, such as environmental management or project management. This articulation pathway enhances graduates' career mobility and fosters continual professional development within the resource management sector, ensuring they remain competitive and adaptable in an evolving job market. 
    		•

    LEARNING ASSUMED TO BE IN PLACE AND RECOGNITION OF PRIOR LEARNING 
    Recognition of Prior Learning (RPL):

    The institution recognises the important role that the Recognition of Prior Learning (RPL) plays in ensuring equitable access and participation in Higher Education. In this process, non-formal and/or informal learning is measured, evaluated, and checked for equivalence or parity with the formal qualification entry requirements. The RPL assessment process will focus on ways of evaluating a person's knowledge and skills acquired through lifelong learning experiences (formal, non-formal and informal) against a set of pre-determined criteria.

    RPL Process:
    Learners are required to submit an RPL application, and the institution committee shall meet and provide outcomes regarding all RPL applications that are presented before the committee for decisions and recommendations regarding entry into the qualifications for which prospective RPL candidates have applied. The decisions are communicated by the committee to the relevant stakeholders in the enrolment department. The RPL process focuses on establishing whether the student has acquired competence in the following areas:
  • Basic theoretical knowledge.
  • Practical competence.
  • Reflective competence.
  • Applied competence.

    RPL for access:
    Assess whether a candidate's prior experience and learning meet the entry requirements for the qualification, enabling them to be accepted into the qualification. In contrast, RPL for credits and/or exemptions evaluates if this prior learning can be counted towards specific modules within the qualification, potentially shortening the duration or reducing the coursework required. Essentially, RPL for admission determines eligibility for entry, while RPL for credits and exemptions grants academic credit or module exemptions based on previous learning. All RPL applications are subject to evaluation by the RPL committee. No more than 10% of a cohort will be admitted into the qualification based on RPL. It is assumed that the learning derived from work or life experience will be a major element in the profiles of non-standard entrants primarily by means of a portfolio of evidence. Where appropriate, interviews will also be conducted to assess applicants for selection purposes.

    Awarding of Credits:
    The following standard applies:
    Credits are awarded for individual modules if, in the opinion of the assessors, the applicant has satisfied at least 80% similarity of the outcomes or meets all or most of the outcomes to determine the suitability of being admitted into the qualification. Credit will only be awarded if the applicant passed the module with a 50% or above pass mark with a 12-credit and above. Credits will also be given through Recognition of Prior Learning in accordance with established practice at South African higher education institutions. Assessment for Credit Accumulation Transfer (CAT) is conducted using the portfolio of evidence (PoE) submitted by the applicant. The maximum amount of 'specific' credit granted is 50% and credits may only be accumulated for modules, which are prescribed within the structure of a named award.

    RPL for admission assesses whether a candidate's prior experience and learning meet the entry requirements for a qualification, enabling them to be accepted into the qualification. In contrast, RPL for credits and/or exemptions evaluates if this prior learning can be counted towards specific modules within the qualification, potentially shortening the duration or reducing the coursework required. Essentially, RPL for admission determines eligibility for entry, while RPL for credits and exemptions grants academic credit or module exemptions based on previous learning. All RPL applications are subject to evaluation by the Admissions and Selections Recognition of Prior Learning Committee.

    Entry Requirements:
  • National Senior Certificate NQF Level 4, granting access to Higher Certificate studies.
    Or
  • National Certificate Vocational NQF Level 4, granting access to Higher Certificate studies.
    Or
  • Senior Certificate NQF Level 4 without endorsement. 
    		•

    RECOGNISE PREVIOUS LEARNING? 
    Y 

    QUALIFICATION RULES 
    Compulsory Modules, Level 5, 120 Credits.
  • Principles of Human Resource Management, 20 Credits.
  • Introduction to Training and Development, 20 Credits.
  • Human Resource Planning, 20 Credits.
  • Compensation and Benefits, 20 Credits.
  • Recruitment and Selection, 20 Credits.
  • Introduction to Performance Management, 20 Credits. 
    		•

    EXIT LEVEL OUTCOMES 
    1. Define contemporary human resource management concepts.
    2. Explain human resource principles related to employee benefits, compensation, and retention.
    3. Understand and apply health and safety regulations within the workplace.
    4. Apply human resource techniques when selecting and recruiting employees.
    5. Plan, manage, and coordinate human resource activities for an organisation.
    6. Supervise and manage employee performance in the workplace.
    7. Conduct training needs analysis for employees and the organisation to take appropriate actions.
    8. Analyse and adhere to legislative requirements and business policies in human resource management activities.
    9. Determine and implement rewards and incentives.
    10. Develop standard operational procedures to enhance employee performance.
    11. Implement human resource management principles to foster employee development and maintain good working relationships. 

    ASSOCIATED ASSESSMENT CRITERIA 
    Associated Assessment Criteria for Exit Level Outcome 1:
  • Explore contemporary human resource management concepts to understand human resource management.
  • Describe core human resource management functions to demonstrate understanding of the purpose within organisations.
  • Examine evolution and scope of HRM to show how contemporary approaches differ from traditional personnel management.

    Associated Assessment Criteria for Exit Level Outcome 2:
  • Discuss human resource principles to determine the relation to employee benefits, compensation and retention.
  • Describe compensation systems and benefit structures to demonstrate understanding of the role in employee motivation.
  • Evaluate retention and reward practices to determine the contribution to organisational stability and performance.

    Associated Assessment Criteria for Exit Level Outcome 3:
  • Identify Health and safety regulations to understand how these are applied within the work environment.
  • Examine workplace risks and hazards to recommend suitable preventive measures.
  • Apply organisational safety policies to ensure compliance with legislation and promote employee well-being.

    Associated Assessment Criteria for Exit Level Outcome 4:
  • Apply human resource techniques when selecting and recruiting employees.
  • Describe and apply recruitment and selection procedures in accordance with legislative and organisational requirements.
  • Evaluate selection methods and tools to determine the fairness, effectiveness and alignment with job specifications.

    Associated Assessment Criteria for Exit Level Outcome 5:
  • Examine human resource activities to determine how these are managed and coordinated for an organisation.
  • Discuss importance of human resource planning to demonstrate its role in achieving organisational goals.
  • Evaluate coordination processes to ensure effective alignment between human resource practices and strategic objectives.

    Associated Assessment Criteria for Exit Level Outcome 6:
  • Analyse employee performance to understand and identify the best practices for supervising and managing employees in the workplace.
  • Describe performance appraisal systems implemented to measure individual and team performance.
  • Constructive feedback mechanisms are applied to enhance employee development and accountability.

    Associated Assessment Criteria for Exit Level Outcome 7:
  • Examine employee and organisational training needs analyses to take appropriate action in an organisation.
  • Identify and apply training methods and development techniques to address identified needs.
  • Review effectiveness of training interventions to measure the contribution to performance improvement.

    Associated Assessment Criteria for Exit Level Outcome 8:
  • Evaluate legislative requirements and business policies and procedures to understand how these are applied in human resource management activities.
  • Implement HR policies and practices in line with applicable labour legislation and ethical standards.
  • Examine implications of non-compliance with HR-related legislation to propose corrective action.

    Associated Assessment Criteria for Exit Level Outcome 9:
  • Rewards and incentives are explored to understand how these are applied to an employee's performance in the workplace.
  • Analyse Various reward systems to determine appropriateness for different organisational contexts.
  • Relationship between incentives and employee motivation is explained to support effective reward management.

    Associated Assessment Criteria for Exit Level Outcome 10:
  • Discuss standard operational procedures to explore how these enhance employee performance.
  • Workflow and process documentation are developed to ensure consistency and efficiency in task execution.
  • Apply continuous improvement practices to evaluate and update standard operating procedures.

    Associated Assessment Criteria for Exit Level Outcome 11:
  • Explain human resource management principles to understand how these can be implemented for the development of employees.
  • Examine principles of human resource management to ensure the maintenance of good working relationships.
  • Apply development initiatives and workplace communication strategies to support continuous learning and collaboration.

    Integrated Assessment:
    The institution Assessment Strategy has been reviewed and amended according to Council on Higher Education Accreditation Criteria (2012), the National Policy and Criteria for Designing and Implementing Assessment for NQF Qualifications and Part-Qualifications and Professional Designations in South Africa (SAQA, 2014).

    Integrated assessment requires careful consideration in implementing 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 student learning after a student's learning journey. Imperative to integrated assessments is the provisioning of feedback to not only 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 qualification.

    Assessments at different NQF Levels:

    The institution has recognised a change in its student profile and, more significantly, in the learning needs of learners, nationally and internationally. Correspondingly, there have been a number of advancements in education technology that better support student success. In pursuit of global relevance and enhanced student success, the institution has taken the decision to participate in this global trend and will initiate the natural progression from distance to online for its qualifications, and to this end, the institution has undertaken a review of its Assessment Strategy. The Assessment Strategy is outlined within the institution's Assessment Policy.

    As such, the following is provided as rationale for the assessments at NQF level 5:
    Qualifications pitched at NQF level 5 are usually one year in duration, and one would assume better throughput rates in qualifications of shorter duration. Internal research undertaken at the institution has evidenced, however, that the higher certificate qualifications have similar and, in some cases, lower throughput rates than those of the degree qualifications. This can be attributed to the entry profile of learners on the NQF level 5 qualifications, the majority of whom are school leavers who did not qualify for degree endorsement. This suggests that these learners require additional support to ensure a reasonable opportunity at success. The institution has therefore introduced a range of knowledge checks and reflective exercises into the NQF level 5 assessments. The core purpose is for the learner to develop and demonstrate an understanding of key concepts, terms, and theories. These knowledge checks grant learners additional opportunities to be assessed and get feedback for continuous improvement and therefore carry a 40% weighting each - ultimately enhancing the learning experience and supporting a philosophy of life-long learning. Exams are stressful and often regurgitation exercises that do not contribute to the philosophy of lifelong learning. As such, the institution has elected to introduce a project component as the summative assessment for the Higher Certificate Qualifications, which contributes 60% of the final assessment weighting and will allow learners to synthesise their experiences and knowledge and apply these to practical scenarios.

    Assessment Type, Method, and Description:
    The assessment method for each module on this qualification is by:
    Formative Assessments.
  • These are online assessments.
  • These assessments are in the form of multiple choice, true/false or a combination of both.

    Summative Assessment:
  • This assessment is in the form of a project and requires calculations and/or application to relevant theory.
    Formative Assessment 40%.
    Summative Assessment 60%.
    To pass a module, the following requirements must be met.
  • The compulsory completion of ALL assessment activities.
  • The sub-minimum requirements as outlined above.
  • A final combined mark of 50%.

    You will be expected to attempt the summative assessment only if the subminimum requirements, as outlined above, have been met. The onus is on you to confirm that you have met the subminimum requirements for the formative assessments prior to attempting the summative assessment. If you have not met the subminimum requirements for the formative assessments, you will be required to re-register for that module. MANCOSA will not be responsible for learners attempting the summative assessment without meeting the formative assessment subminimum requirements. 
    		•

    INTERNATIONAL COMPARABILITY 
    Country: Canada.
    Name of Institution: Saint Mary's University.
    Name of Qualification: Certificate in Human Resource Management.

    Purpose of Qualification: The Certificate in Human Resource Management at Saint Mary's University is designed to provide a solid foundation in HR practices for entry-level HR roles. Developed in cooperation with HR professionals, the qualification aligns with industry standards and serves as a preparatory path for those interested in pursuing the Chartered Professional in Human Resources (CPHR) designation, though it is not a direct requirement. Learners without prior university coursework may need to complete prerequisites in addition to the core courses required for certification. While the qualification is at an equivalent of NQF Level 5, learners pursuing the CPHR designation must eventually complete a bachelor's degree (NQF Level 7) to meet designation criteria.

    Learning Outcomes:
  • Develop foundational knowledge in HR functions, organisational behaviour, and health and safety.
  • Prepare learners for applying HR policies in alignment with Canadian labour standards.
  • Provide a knowledge base to support progression towards the CPHR designation.

    Content:
  • Introduction to Business Management.
  • Human Resource Management.
  • Industrial Relations.
  • Occupational Health and Safety.
  • Wage and Salary Administration.
  • Staffing and Selection.

    Psychology options available:
  • Cross-Cultural Psychology.
  • Organisational Development.

    Similarities:
  • Both the South African Higher Certificate in Human Resource Management and the Canadian Certificate in Human Resource Management share a foundational focus on HR practices for entry-level roles.
  • Both qualifications cover core HR functions such as recruitment, employee relations, training, and labour laws.
  • Both qualifications provide learners with the knowledge necessary to progress towards higher education or professional certifications in HR.
  • Both qualifications aim to equip learners with essential HR knowledge to contribute to organisational success and employee management.

    Differences:
  • The Canadian Certificate in Human Resource Management qualification places a strong emphasis on Canadian HR standards, practices, and legislation, preparing learners for HR roles within Canada. In contrast, South Africa's qualification is specifically tailored to the South African context, focusing on local labour laws, industry needs, and economic and social realities. Additionally, the Canadian qualification offers a pathway to the Chartered Professional in Human Resources (CPHR) designation, a key credential for HR professionals in Canada, whereas the South Africa qualification does not lead to a direct professional designation but serves as a foundational qualification for entry-level HR roles within South Africa.

    Furthermore, the Canadian qualification may require learners without prior university coursework to complete additional prerequisites, whereas the South African qualification is designed for learners directly at NQF Level 5, accommodating individuals with diverse educational backgrounds in South Africa.

    Country: Ireland.
    Name of Institution: University of Limerick.
    Name of Qualification: Higher Certificate in Human Resource Management and the Digital Workplace.

    Purpose of Qualification: The University of Limerick's qualification prepares learners to manage human resources within a digitalised environment. It is designed for individuals in HR roles or aspiring to HR, focusing on adapting to technological shifts and effective people management practices. Graduates can pursue the BA in HRM and the Future of Work, aligning with Ireland's National Framework of Qualifications (NFQ) Level 6.

    Learning Outcomes:
  • Graduates will understand HR processes, employment relations, and the influence of digitalization on HRM.
  • Graduates will develop practical interpersonal skills and decision-making competencies for a technology-driven HR environment.

    Content:
  • People management.
  • Employee relations.
  • Digitalisation in resourcing.
  • Organisational behaviour.
  • Evidence-based HRM.

    Similarities:
  • The South African Higher Certificate in Human Resource Management and the Irish Higher Certificate in Human Resource Management and the Digital Workplace share several similarities.
  • Both qualifications focus on providing foundational human resource management skills, emphasising practical competencies that can be applied in real-world settings.
  • Both qualifications aim to prepare learners for entry-level HR roles, equipping them with a solid understanding of key HR processes, including recruitment, employee relations, and performance management.
  • Both qualifications emphasise contemporary HRM issues, such as the impact of digitalisation on HR practices, and incorporate the importance of sustainable HR practices in today's business environment.
  • Both universities use blended delivery methods, combining online learning with in-person sessions to enhance the student learning experience.

    Differences:
  • The South African Higher Certificate in Human Resource Management and the Irish Higher Certificate in Human Resource Management and the Digital Workplace also have notable differences.
  • The Irish qualification specifically focuses on the digital workplace, preparing learners for HR in a technology-driven environment, which includes modules on digitalisation in resourcing and evidence-based HRM. In contrast, the South African qualification places a stronger emphasis on South African labour laws, industry needs, and the local HR context.
  • The Irish qualification provides a pathway to further studies, such as the BA in HRM and the Future of Work, whereas the South African qualification is designed to directly address South African HR needs and is aligned with the country's National Qualifications Framework (NQF). 
    		•

    ARTICULATION OPTIONS 
    This qualification allows possibilities for vertical, horizontal and diagonal articulation.

    Horizontal Articulation:
  • Higher Certificate in Human Resource Management Practice, NQF Level 5.
  • Higher Certificate in Office Administration, NQF Level 5.
  • Higher Occupational Certificate: Human Resource Management Administrator, NQF Level 5.

    Vertical Articulation:
  • Bachelor of Commerce in Human Resource Management, NQF Level 7.
  • Diploma in Human Resource Management, NQF Level 6.

    Diagonal Articulation:
  • Advanced Occupational Certificate: Human Resource Management Officer, NQF Level 6. 
    		•

    MODERATION OPTIONS 
    N/A 

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