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Nine supervisors of sales officers, eight supervisors of office-in-charges, 20 supervisors of operation officers, and eight supervisors of location heads evaluated the competencies of their respective subordinates on 47 dimensions. Gaps were assessed between required and existing levels of competencies. By analysing gaps in 10 important competencies for each work area, existing competencies of the employees were found to be lower than required competencies. Deficiencies or gaps in competencies were found in a greater number of behavioural skills compared to technical skills. Deficiencies in three most important competencies for sales officers were planning of work, listening to others, and working with computers; for office-in-charges were business aptitude, business decision making, and team management; for operation officers were being a team player, taking initiative, and business aptitudes; and for location heads were taking initiative, managing a team, and being a team player. Gaps in competencies overlapped across work areas. Deficiencies in competencies of generating creative ideas, and taking initiative were common to four work areas; deficiencies in self-motivation and team management were common to three work areas; and deficiencies in business aptitude, technical aptitude, problem analysis, networking, conflict resolution, working with computers, encouraging participation, managing a change, and goal orientation were common to employees of two work areas. Implications of findings for designing training programs are discussed.