IEEE proceedings of the 5th International Conference on Signal-Image Technology and Internet based Systems, Marakesh, November, 2009 Accomplishment of each one of these stages, asks strong interactions between experts and organization knowledge responsible team, and involves a big work of knowledge sharing. We propose the creation of a community of practice of experts in the organization. "A community of practice exists because it produces a shared practice as members engage in a collective process of learning" [13].

3.3 **Update**
Communities of practice, will serve to support alive the profession memory and are going to allow updating it. According to Wenger, "communities of practice are important to the functioning of any organization, but they become crucial to those that recognize knowledge as a key asset. From this perspective, an effective organization contains a constellation of interconnected communities of practice, each of them dealing with specific aspects of the company's competency–from the peculiarities of a long-standing client, to manufacturing safety, to esoteric technical inventions. Knowledge is created, shared, organized, revised, and passed on within and among these communities. In a deep sense, it is by these communities that knowledge is "owned" in practice" [13].

3.4 **Disseminate** 
Learning system will be composed by an expert module, a student module, a pedagogical model and an interface module. The profession memory will be the expert module and an individual memory, representing the employee competences, will be the student module. The profession memory (expert module) have to be integrated on the employee workspace. Index and learning guides give access to knowledge at any time. 

3.5 Use One of our postulates is that the employee has to use alone the learning system. The employee will have no tutor or councilors to guide him during this learning. Our learning system, auto-training, has to have the necessary and sufficient information to allow the employee to realize the training without to consult an expert [5]. The same employee will be who decide if he has already realized successfully the educational activities and will realize an auto-evaluation of the obtained answer (Figure 4. ). Operational learning system, based on employee competences, will decide if he can pass to other stage of activity process.

![0_image_0.png](0_image_0.png)

## 4 **Applications**

Textile companies have to deal with a large competition in Textile confection. They have to develop specific expertise. The French Textile Institute (IFTH) helps Textile industry to develop these expertises. It studies organizational learning techniques to help companies. One of their studies is to enhance learning from profession memory. We follow the profession memory life-cycle defined in CSAO for this aim: 

1. Experts have been identified. They work on integral and cylindrical knitting without seam. Users are machine workmen in a number of Textile Industries. Cylindrical machines can be bought for that aim. But that supposes changing of a number of current machines and workspace organization in industry. Workmen will not be able also to 