Success Story

Siti Hawa Saadah

From RM40,000 to RM250,000 Monthly—It Wasn't Luck, It Was Strategy.

Puan Hawa Saadah, Founder of HS Optometrist. The Challenge: Stagnant growth, high staff turnover, and a “founder’s trap” where every decision relied on the owner.

For years, HS Optometrist operated out of a single branch with five hardworking staff. Revenue hovered around RM40,000—enough to survive, but not enough to scale. Puan Hawa knew she wanted to expand, but a past betrayal by a trusted employee left her paralyzed by a lack of trust.

She fell into the classic entrepreneur’s trap: Micro-management.

She made every decision.
She solved every minor staff issue.
She personally attended to every customer.

Despite working day and night, the business remained stagnant. Staff came and went. As Jim Collins famously wrote in Good to Great: “Great vision without great people is irrelevant.”

The problem wasn’t that the staff weren’t “good”; it was that the business lacked the structural clarity to give them a future.

How PakarHR Transformed HS Optometrist

1. Shifting from Distrust to Delegation

Growth is impossible if the owner doesn’t trust the team. We helped Puan Hawa transition from a "one-woman show" to a structured organization. We implemented clear roles and responsibilities, growing her team from 5 to 13 loyal members. Today, she leads with clarity—valuing the mission of the business over individual attachments.

2. Scaling Branches & Maximizing Profit

Fear of failure once kept Puan Hawa tethered to a single location. By establishing a replicable system, HS Optometrist has expanded to three successful branches in Melaka and Bangi.

Monthly Revenue: Increased from RM40,000 to RM250,000.
Efficiency: Top-performing staff now generate up to RM80,000 in individual sales.
Freedom: The founder is no longer the bottleneck; the business thrives through its people.

3. Institutionalizing Policy & SOPs

In the past, minor administrative questions (like food allowances) caused operational friction because there were no written policies. We built a comprehensive SOP and HR Policy framework.

No more repetitive questions.
No more “ad-hoc” management.
The owner is no longer the company’s “helpdesk.”

4. KPI Alignment & Career Development

Previously, KPIs existed only on paper with no accountability. We implemented a rigorous Job Matching and KPI system. Now, every department understands its targets and every employee sees a clear career path. When staff see a future for themselves, they become stakeholders in the company’s success.

Solutions We provide

Success Stories that Inspire

HS Optometrist

Puan Hawa is no longer an owner afraid to trust. She is a visionary leader with a loyal team and a rapidly expanding footprint. Her journey proves that scaling isn't just about capital—it’s about the courage to change how you manage your people.