Post management should replace capacity management in the reform of the personnel system in the health sector. The authors expound in the first place the connotations and the necessity of post management, and then discuss respectively three key links, viz. change of ideological concepts of people at various levels in the implementation of post management; establishment of necessary setups and mechanisms for post management; and organic combination of responsibilities, powers and interests in post management. Finally the authors put forward the following viewpoints in light of Tongren Hospital's practice in adopting post management: ①setting up a primary personnel system based on double engagements; ②setting up a system of selecting key members for posts based on a mechanism of post reward, such as the classification of chief experts into three classes; ③setting up a managerial mechanism conducive to the rational flow of personnel; ④conducting checks so as to provide basis for distributing appropriate salaries, with the elements of management, expertise and responsibilities taken into consideration in the distribution. The effects are also discussed.