Strategic Planning and Framework
You cannot imagine things and go ahead as you like. First, have a frank discussion with your bosses and try to understand who you are, what the aims and future plans are, and how and when you are going to take off. Importantly, try to obtain a complete framework, roadmap, and fiscal and financial budgets, at least for the next 5 years if not for 10 years, without which your work will be meaningless. Draw appropriate charts and an HR tree, which will give you a clear idea of how you can proceed. Similarly, you should gain knowledge of similar establishments existing in different parts of the country and abroad that are already running successfully. Future promises, growth opportunities (SWOT analysis), etc., will help you target exactly what you need. The charts and budgeting will determine how your manpower should align with the financial budget. Once your draft is ready, discuss it with the finance head before finalizing your detailed manpower planning.
Components of CTC
Legally, there is no fixed percentage or quantum of salary and components of CTC except for minimum wages, EPF, ESI contributions, annual bonus, and gratuity. You need to list out the components of CTC, among which determine what is a lump sum (a fixed amount) and what is directly based on the basic pay/salary in terms of percentage. It's advisable to consult what is prevalent in your counterparts' companies/sector/location. Then, determine the percentage you are proposing and compare it side by side.
Bifurcation of Salary Components
First of all, you need to bifurcate your components into two categories: those payable in cash/cheque or bank credit (recurring monthly) which directly impact employees' take-home pay such as basic pay, DA, HRA, conveyance, incentive bonus, etc. Then, there are other components that are not payable monthly (non-cash costs) but form part of CTC. Additionally, there are components that are either reimbursed on an actual incurred basis like medical expenses, which could be recurring monthly or through medical insurance/LTA. Statutory bonus is an annual affair. There are components that are only due after retirement/separation like resignation, retirement benefits, or encashable upon leaving such as EPF, Gratuity, leave encashment. All these are part of CTC. It's also possible that during a revision, some or all of these components, either in quantum or percentage terms, can be adjusted annually or from time to time. A sample is provided in the attachment, which will give you an idea.