Gardia is a Compliance Hub for factories: it maps every employee's competencies and licenses, so staffing, rotations, and training are always driven by data — never by memory.
Five recurring situations on the factory floor — all rooted in competence data nobody can see.
Volume spikes, a line needs an extra shift, but the manager can only guess whose certifications are still valid and who passed training on the new machine. One wrong assignment means a line stop and a late order.
The only person qualified on a critical machine leaves. Hiring takes months; a junior who "attended training once" is not necessarily qualified. An empty post costs output, a forced fill risks safety.
An equipment license quietly lapses while the operator keeps working — discovered only during an incident or an audit finding. Nobody can say how many others are in the same state today.
The auditor asks for competence proof of 20 sampled operators. Attendance sits in one file, scores in another, certificates in a cabinet, licenses in HR — the team burns five days assembling it, and still gets a finding.
Dozens of sessions held, thick reports filed, yet the matrix stays red in the same spots. Training is measured by session count, not by which gaps actually closed.
One source of truth for competencies, licenses, and people placement.
A comply-vs-gap map in a single view — the basis for production planning, replacement search, and audit evidence.
Legitimate, recorded employee transfers: who proposed, who approved at each level, when it takes effect.
Every operator license tracked against its expiry date; each machine's access tied to clear skill requirements for safe shift rostering.
Certificates issued automatically on training completion; external certifications entered manually — all with expiry reminders.
Topics born from matrix gaps, attendees who actually need them, and trainer assessments that move statuses — results are measurable.
Every graduation, approval, and renewal recorded with who and when — audit readiness is a side effect of daily work.
Three roles, the same data — each opens Gardia with a different question in mind.
Role 1 — Operator
View training schedules, skill status, licenses, and personal certificates. Study materials, take assessments, and track personal comply progress.
Role 2 — Trainer
Manage assigned sessions: attendance, OJT assessments, and participant graduation — with a trail recorded under your own name.
Role 3 — Admin / Manager
Skill matrix per unit, equipment access, licenses, certificates, tiered rotation approvals, and audit-ready reports.
The product, the company behind it, and why it exists.
Gardia is a Compliance Hub built for manufacturing: a single system that answers, at any moment, which employees are qualified to operate which machines — and backs every answer with traceable evidence. It brings together skill matrices, tiered rotation approvals, operator license monitoring, certificates, and gap-driven training, so decisions about people on the factory floor stop depending on memory, scattered spreadsheets, and physical archives.
The product is developed and operated by PT Rekayasa Data Digital under the Evercode Software brand, a software studio focused on practical enterprise systems for Indonesian industry. Gardia grew out of repeated observations across factory engagements: production managers forced to guess during order surges, HR teams discovering expired licenses only after incidents, and quality teams spending days hunting paperwork before every audit. Each Gardia module maps directly to one of those moments — the matrix to staffing decisions, rotation approvals to undocumented transfers, license tracking to silent expiries, and recorded assessments to the auditor's question of who declared whom competent, when, and based on what.
Gardia's design philosophy is deliberately restrained. One source of truth shared by operators, trainers, and managers, so the status a manager sees is the same status an operator sees about themselves. Everyday language instead of system jargon, so the shop floor adopts it without training on the tool itself. And every meaningful action — an approval, an assessment, a graduation, a renewal — leaves a trace of who and when, making audit readiness a natural byproduct of daily work rather than a recurring emergency project.