What Is the Easiest HR Certification to Get? (And Is It Worth It?

10/1/2025

Choosing an "easy" HR certification depends on what you mean by easy: no experience required, shorter time to complete, lower cost, or straightforward, fundamentals-based content. On our website, beginners can access structured, practical training that leads to portable certificates and recognized continuing education credits. This guide clarifies what "easy" means, outlines beginner-friendly options, and shows how an entry-level credential can support real career progress-especially when aligned with comprehensive, practice-focused training like the Certificate Program for HR Generalists.

Key takeaways:

• "Easy" typically aligns with entry-level programs and fundamentals-based coursework with no prior HR experience required.
• HR Certification offers flexible online programs and live seminars with interactive exercises, case studies, and updates when laws change.
• An entry-level credential is most valuable as a stepping stone-pair it with broad HR training (e.g., HR Generalist) to demonstrate job-ready skills in compliance, recruiting, payroll basics, and investigations.

Defining What "Easy" Really Means in Certification

Entry-level exams with no experience requirements

For many newcomers, "easy" means programs you can start without prior HR roles. HR Certification provides multiple on-ramps for beginners:

• HR Generalist Certificate Program: Offered in-person and via video conference, it delivers 14 information-packed sessions and a 300-page workbook covering core HR functions. It is designed for early-career professionals and individuals entering HR from other fields. No prior HR experience is required to attend.
• Online foundational programs: Self-paced training in FMLA, ADA, COBRA, Paycheck Fundamentals, Compensation, Payroll Wage &Hour, and Internal Investigations. These courses follow an instructional design approach with goals per lesson, practical tips, examples, and end-of-lesson quizzes, making them accessible to learners new to HR.

These options build essential knowledge in compliance, recruiting, onboarding, employee relations, leave administration, and basic payroll-key topics that entry-level roles expect.

Cost, time commitment, and pass rates

Ease also relates to practical constraints:

• Flexible delivery: The HR Generalist seminar runs in a 3-day format (in-person or live video). Online programs are self-paced and available 24x7 with internet access.
• Included value: HR Generalist attendees receive 18 HRCI and SHRM recertification credits, the HR Generalist Certificate upon completion, and free updates when laws change. They also receive access to additional online Training &Certification Programs in FMLA, ADA, COBRA, and Paycheck Fundamentals.
• Learning efficiency: Courses use clear language (not legalese), real case studies, sample forms, and interactive exercises (e.g., evaluating complaints, interviewing witnesses, managing FMLA abuse). This structure shortens the time from learning to practical application.

Note: HR Certification does not publish pass rates for third-party exams. We emphasise hands-on learning and certificate completion with recognized recertification credits rather than high-stakes testing.

Popular HR Certifications Considered Beginner-Friendly

aPHR, CHRP, and other starting credentials

Beginners often consider credentials like aPHR or CHRP as starting points. While HR Certification does not administer those specific exams, the site provides beginner-friendly training that addresses the same foundational domains employers expect:

• HR Generalist Certificate Program: Broad coverage of HR's role, compliance (FMLA, ADA, COBRA), recruiting and onboarding, performance management, compensation and benefits basics, investigations, and employee relations. It is designed to differentiate early-career professionals by validating job-ready knowledge.
• Online certificates in core compliance areas (FMLA, ADA, COBRA), Paycheck Fundamentals, and Compensation: These programs help candidates demonstrate knowledge in high-risk, compliance-driven functions that organizations value.

Graduates receive certificates of completion and SHRM/HRCI recertification credits-credentials recognized by employers and useful for demonstrating continuous learning, particularly when transitioning into HR.

Program comparisons for new professionals

For absolute beginners choosing a starting path:

• If you want broad HR coverage to qualify for generalist roles: Choose the HR Generalist Certificate Program. It combines law overviews, policies, recruiting, onboarding, performance, compensation, investigations, and practical exercises.
• If you want targeted compliance depth for roles in leave, benefits, or administration: Start with FMLA, ADA, COBRA Training &Certification Programs. Each includes structured lessons, examples, quizzes, and continued updates.
• If you need payroll fundamentals for HR support roles: Consider Paycheck Fundamentals, Payroll Operations, or Payroll Reporting online programs. These cover wage-and-hour basics, recordkeeping, and reporting practices.

Each option is flexible, beginner-accessible, and designed to build a credible foundation without prior HR experience.

Is an "Easy" HR Certification Valued by Employers?

How hiring managers weigh certification vs. experience

Hiring managers weigh three elements: applied knowledge, compliance accuracy, and ability to handle real scenarios. HRcertification.com's programs address these expectations with:

• Practical training: Real court case studies, sample forms, and exercises in complaint evaluation, witness interviewing, and handling sensitive issues like harassment, retaliation, and FMLA abuse.
• Compliance grounding: Up-to-date coverage of key laws (e.g., FMLA, ADA, COBRA), with free updates when regulations change.
• Recognized credits: 18 SHRM and HRCI recertification credits for the HR Generalist seminar, and up to 8 credits for many online programs.

Entry-level credentials are most valuable when they demonstrate skills that reduce risk, improve process accuracy, and support day-to-day HR operations. Employers trust its training (used by thousands of companies, with 800+ reviews at a 4.87 rating for the Generalist program).

When to use an easy credential as a stepping stone

An entry-level, fundamentals-based certificate is an effective bridge when:

• You are moving from a non-HR role into HR and need portable proof of competence.
• You are in a small business or "HR department of one" and must manage multiple functions quickly.
• You plan to pursue advanced credentials later and want a fast, practical foundation.

HR Certification's HR Generalist Certificate and online programs give you immediate, job-focused credibility while you build experience that supports future advancement.

Moving Beyond Entry-Level HR Certifications

Upgrading to SHRM-CP or PHR after gaining experience

After you gain experience through generalist or specialist duties, you can prepare for higher-level credentials. HR Certification supports this progression by:

• Building the right base: Comprehensive exposure to the "must-have" policies, recruiting and onboarding practices, compensation strategy basics, performance management, and investigations.
• Deepening compliance: Access to specialized online certifications (FMLA, ADA, COBRA, Integrating FMLA/ADA/COBRA/Workers' Comp) with updates whenever laws change.
• Earning recognized credits: The HR Generalist Certificate Program provides 18 SHRM PDCs and 18 HRCI recertification hours; online programs often provide up to 8 credits.

This ecosystem of training and credits aligns with the knowledge areas assessed by higher-level credentials, while reinforcing the applied skills employers expect.

Building a long-term HR career plan

Use a staged approach:

• Stage 1: Establish fundamentals. Complete the HR Generalist Certificate Program to gain broad HR fluency and a 300-page workbook for on-the-job reference. Supplement with Paycheck Fundamentals or Compensation if you expect payroll exposure.
• Stage 2: Add compliance depth. Complete online certifications in FMLA, ADA, and COBRA. If you manage overlapping leaves, take the Integrating FMLA, ADA, COBRA, and Workers' Compensation program.
• Stage 3: Expand influence. Consider HR Leadership and Internal Investigations seminars (and Advanced Investigations) to lead policy execution, manage risk, and advise managers effectively.
• Stage 4: Prepare for advanced credentials. Leverage your experience and accumulated SHRM/HRCI credits to pursue higher-level designations. Continue with webinars to maintain credits and stay current.

Throughout this path, you receive free course updates when laws change, ensuring your knowledge remains current-an advantage employers notice.

Conclusion: Is the "easiest" HR certification worth it?

Yes-if it delivers practical, compliant skills and a clear path forward. An entry-level certification is most valuable when it:

• Requires no prior HR experience but teaches day-one competencies.
• Provides interactive exercises, real examples, and templates you can use.
• Offers recognized SHRM/HRCI credits and ongoing updates to reflect new regulations.
• Connects to a longer-term progression toward advanced roles and credentials.

For that blend of accessibility and substance, the Certificate Program for HR Generalists stands out. It covers the breadth of HR with depth in compliance and practice, offers flexible attendance, and includes significant recertification credits plus access to additional online certifications. It is a practical first step-and a strong foundation-for a durable HR career.

Actionable next step:

• Review dates and formats for the Certificate Program for HR Generalists and select an in-person or live video session that aligns with your schedule.
• Pair the seminar with one online compliance program (FMLA, ADA, or COBRA) to strengthen your profile for entry-level generalist or coordinator roles.