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Evaluation of Employee Performance at PS Press Rental Start-Up in Semarang Using AHP Method

SemanTIK: Teknik Informasi · Vol. 11 No. 2 (2025)

DOI
10.55679/semantik.v11i2.231
ISSN
2502-8928, 2460-1446
Published
2025-12-16
Publisher
Informatics Engineering Department of Halu Oleo University
Language
eng
License
creativecommons.org/licenses/by-sa/4.0

Abstract

Employee performance evaluation is essential for maintaining service quality and operational efficiency, especially in the entertainment industry. However, conventional evaluation methods often suffer from subjectivity and inconsistency. This study aims to implement the Analytical Hierarchy Process (AHP) as a decision support method to enhance objectivity and accuracy in employee performance appraisal at PS Press Start Id Rental Semarang. The AHP approach structures performance evaluation into a hierarchy of criteria productivity, competence, attendance, and service and applies pairwise comparisons to assign weights to each. The study involved designing a web-based evaluation system incorporating the AHP method. Results show that the AHP method successfully minimized subjectivity by ensuring a consistency ratio below the accepted threshold of 0.1. Employee performance was quantified and ranked, with Employee C identified as the top performer. Compared to the previous manual method, evaluation accuracy improved by 18% and decision-making time was reduced by 25%. Employee performance scores ranged from 0.62 to 0.88, with Employee C ranked highest. The system delivered accurate, transparent, and data-driven results, enhancing HR decisions related to rewards, promotions, and development planning. This research confirms AHP’s effectiveness in employee evaluation and offers a scalable model for similar organizations. These traditional approaches often lacked standardized weighting, leading to inconsistent scores and subjective variations of up to ±15% between evaluators. With the AHP-based system, the consistency ratio was reduced to 0.06 well below the accepted 0.1 threshold ensuring higher reliability. The system provided accurate, transparent, and data-driven results, improving HR decision-making processes related to rewards, promotions, and development planning. This research confirms AHP’s effectiveness in employee evaluation and offers a scalable model for similar organizations.

Keywords

Collaboration network of the authors

40 authors · 101 co-authorship links · 26 across different organisations · showing the 40 most connected

Hover or tap a name to highlight its co-authors. Double-click to open the author's page.

  • Satya Wacana Christian University
  • Padjadjaran University
  • Universitas Buana Perjuangan Karawang
  • Institut Agama Islam Negeri Kerinci
  • STMIK IKMI Cirebon
  • Affiliation unknown
  • Different organisations
  • Same organisation
  • Affiliation unknown
  • Thicker line = more joint articles · bigger circle = more articles
Show as table
Co-authorOrganisationJoint articles
Dudang GojaliAffiliation unknown5
Doli WitroInstitut Agama Islam Negeri Kerinci2
Ade PonirahAffiliation unknown2
Rahayu KusumadewiAffiliation unknown2
Rani MulyaniAffiliation unknown2
Abdulah SafeiAffiliation unknown2
Lies SulistyowatiAffiliation unknown2
Dedy HamdaniAffiliation unknown2
Maria Teodora PingAffiliation unknown2
Effendi LimbongAffiliation unknown2
Hindriyanto Dwi PurnomoSatya Wacana Christian University1
Irwan SembiringSatya Wacana Christian University1
Danny ManonggaSatya Wacana Christian University1
Ahmad FauziSTMIK IKMI Cirebon1
Baenil HudaSatya Wacana Christian University1
Hendry HendrySatya Wacana Christian University1
April Lia HanantoUniversitas Buana Perjuangan Karawang1
Tukino TukinoUniversitas Buana Perjuangan Karawang1
Dini widianingrumAffiliation unknown1
Tuti WidjastutiAffiliation unknown1
Asep AnangAffiliation unknown1
Tazkia KhaerunnisaPadjadjaran University1
Lucyana TrimoPadjadjaran University1
Gema Wibawa MuktiPadjadjaran University1
SujarwoAffiliation unknown1
Elma Maulida WardhanaAffiliation unknown1
Taufik RihatnoAffiliation unknown1
Sri SuhartiAffiliation unknown1
Gina GustianiAffiliation unknown1
Mega Permata SariAffiliation unknown1
Mentari Fuzi AstutiAffiliation unknown1
Dimas HardiansyahAffiliation unknown1
Ateng Kusnandar AdisaputraAffiliation unknown1
SuhendiAffiliation unknown1
Rahayu Kusuma DewiAffiliation unknown1
NurhaetiAffiliation unknown1
Uu Nurul HudaAffiliation unknown1
Dian Rachmat GumelarAffiliation unknown1

Affiliations come from OpenAlex; journal OAI-PMH metadata carries none. Authors without an OpenAlex ID are matched by name, which can merge or split people.

Metadata source: OAI-PMH (metadata jurnal) https://semantik.uho.ac.id/index.php/journal/oai, first harvested 26 Oct 2026, last seen 8 Nov 2026.
Original metadata (oai_dc) 
<oai_dc:dc xmlns="http://www.openarchives.org/OAI/2.0/" xmlns:dc="http://purl.org/dc/elements/1.1/" xmlns:oai_dc="http://www.openarchives.org/OAI/2.0/oai_dc/" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance" xsi:schemaLocation="http://www.openarchives.org/OAI/2.0/oai_dc/  http://www.openarchives.org/OAI/2.0/oai_dc.xsd">
	<dc:title xml:lang="en-US">Evaluation of Employee Performance at PS Press Rental Start-Up in Semarang Using AHP Method</dc:title>
	<dc:creator>Maheswara, Aryasatya Abdie</dc:creator>
	<dc:creator>Setiawan, Iwan</dc:creator>
	<dc:subject xml:lang="en-US">Employee performance</dc:subject>
	<dc:subject xml:lang="en-US">Analytical Hierarchy Process</dc:subject>
	<dc:subject xml:lang="en-US">decision support system</dc:subject>
	<dc:subject xml:lang="en-US">objective evaluation</dc:subject>
	<dc:subject xml:lang="en-US">HR management</dc:subject>
	<dc:description xml:lang="en-US">Employee performance evaluation is essential for maintaining service quality and operational efficiency, especially in the entertainment industry. However, conventional evaluation methods often suffer from subjectivity and inconsistency. This study aims to implement the Analytical Hierarchy Process (AHP) as a decision support method to enhance objectivity and accuracy in employee performance appraisal at PS Press Start Id Rental Semarang. The AHP approach structures performance evaluation into a hierarchy of criteria productivity, competence, attendance, and service and applies pairwise comparisons to assign weights to each. The study involved designing a web-based evaluation system incorporating the AHP method. Results show that the AHP method successfully minimized subjectivity by ensuring a consistency ratio below the accepted threshold of 0.1. Employee performance was quantified and ranked, with Employee C identified as the top performer. Compared to the previous manual method, evaluation accuracy improved by 18% and decision-making time was reduced by 25%. Employee performance scores ranged from 0.62 to 0.88, with Employee C ranked highest. The system delivered accurate, transparent, and data-driven results, enhancing HR decisions related to rewards, promotions, and development planning. This research confirms AHP’s effectiveness in employee evaluation and offers a scalable model for similar organizations. These traditional approaches often lacked standardized weighting, leading to inconsistent scores and subjective variations of up to ±15% between evaluators. With the AHP-based system, the consistency ratio was reduced to 0.06 well below the accepted 0.1 threshold ensuring higher reliability. The system provided accurate, transparent, and data-driven results, improving HR decision-making processes related to rewards, promotions, and development planning. This research confirms AHP’s effectiveness in employee evaluation and offers a scalable model for similar organizations.</dc:description>
	<dc:publisher xml:lang="en-US">Informatics Engineering Department of Halu Oleo University</dc:publisher>
	<dc:date>2025-12-16</dc:date>
	<dc:type>info:eu-repo/semantics/article</dc:type>
	<dc:type>info:eu-repo/semantics/publishedVersion</dc:type>
	<dc:type xml:lang="en-US">Peer-reviewed Article</dc:type>
	<dc:format>application/pdf</dc:format>
	<dc:identifier>https://semantik.uho.ac.id/index.php/journal/article/view/231</dc:identifier>
	<dc:identifier>10.55679/semantik.v11i2.231</dc:identifier>
	<dc:source xml:lang="en-US">SemanTIK : Teknik Informasi; Vol. 11 No. 2 (2025): Vol. 11 No. 2 (2025): SemanTIK Teknik Informasi</dc:source>
	<dc:source>2502-8928</dc:source>
	<dc:source>2460-1446</dc:source>
	<dc:language>eng</dc:language>
	<dc:relation>https://semantik.uho.ac.id/index.php/journal/article/view/231/49</dc:relation>
	<dc:rights xml:lang="en-US">Copyright (c) 2025 Aryasatya Abdie Maheswara, Iwan Setiawan</dc:rights>
	<dc:rights xml:lang="en-US">https://creativecommons.org/licenses/by-sa/4.0</dc:rights>
</oai_dc:dc>