Dear Zubin,
The tone of your original question would certainly compel a retired, senior citizen like me living as independently and happily as before, to give such an answer only. Now, your further questions substantiate my answer statement for the simple reason the concept of CTC that is in vogue in certain countries like India and some countries in the African continent only is primarily to woo the job-seekers.
Time and again the concept of "C.T.C" has been explained in this forum and categorically stated by many members that all the components represented in the CTC do not form part of the take home salary of the employee as CTC is only a mere projected value of the over all expenses incurred by the employer per employee in a year. "Superannuation" in the realm of employment is a future event contingent upon normal termination of employment on reaching a particular age fixed in the contract of employment by the employee coupled with the completion of a minimum period of service. It may comprise of an one time lump sum payment called gratuity at the time of termination and/or a periodical payment like pension after termination. The employer has to create a fund for this purpose and contribute to such a future fund every year in respect of the employee on actuarial basis. Therefore, it is an inevitable current expense incurred by the employer and therefore chargeable to the cost of employment.
Coming again to the point of right understanding of the concept of wages/salary/remuneration payable to a prospective employee in the salary negotiation stage, though he may be wooed by the employer with the grandeur and enormity of CTC, the employee should be more vigilant about what would come to his hand every month only. The employee should not forget that the monthly salary coming to his hand is the actual value of his current employability and the others projected in the CTC are both statutory fringe benefits as well as incentivising his retention in the long run.