You cannot imagine things and go ahead as you like. First have a frank discussion with your bosses and try to know who are you, what are the aims and future plans, how and when you are going to take off etc. And importantly try to obtain a complete frame work, road map, fiscal & financial budgets atleast for the next 5 yrs if not for 10 years, without which your work will be meaningless. Draw appropriate charts and HR tree by which only you will get a clear idea as to how you can proceed. Likewise you should gain knowledge on the similar estt. existing in diff. parts of the country, abroad already running successfully. Future promises and growth opportunities (SWOT) etc. which will help you to exactly target at what. The charts and budgeting will determine how your man power should be read with financial budget. Discuss once your draft is ready with finance head before draw up your detailed man power planning.
Legally there is no fixed %age or quantum of salary and components of CTC except minimum ways, EPF, ESI contribution, Bonus (annual), gratuity. So you have to List out components of CTC, among them what is determined as lumpsum (a fixed amount) and what is directly worked on the basic pay/salary in terms of %. Better you should consult what is prevalent in your counterpart cos/sector/place. Then arrive at what is the quantum %age you are proposing and place it side by side.
First of all you have to bifurcate your components in to two - ie. payable in cash/cheque or bank credit (recurring monthly) which has direct bearing on take home money of employees such as basis, DA, HRA, Conveyance, incentive bonus etc. Then comes the other components which is not payable monthly (non cash costs) but forms part of CTC. Then there are other components which are either reimbursed on actual incurred basis like medical may be recurring monthly or thru' medical insurance/LTA (allowance paid monthly or annual or paid as reimbursed once in a block of 2 yrs or 4 yrs on actual incurred basis subject to grade wise slabs/limits prescribed as per your policy. Statutory bonus is an annual affair. There are components which are only due after retirement/separation like resignation, retirement or encashable while leaving such as EPF, Gratuity, leave encashment. All these are part of CTC. It is also possible as a part of revision all these, or some of these either in quantum or in terms of %age can be revised as per your thinking every year/ from time to time. A sample is given in the attachment which will give you some idea.