If HR does not start learning, trying, embracing some of these new Technologies (Twitter, Yammer, YouTube, Facebook all the usual suspects), they will take root in the organization anyway, HR won't know what the heck happened, and jump back into classic 'regulate, monitor, make a policy so we don't get sued' mode.
Months ago I 'claimed' the Yammer domain for my organization. I invited two or three HR colleagues (who are pretty tech savvy) and tried to get some interest and momentum in the tool. But nothing happened. Could not get the HR folks to see the value (or even attempt to see the value) in a tool that allows micorblogging, threaded discussion, image and file sharing, groups formation etc. In a 'perfect' world, HR would lead the drive to adopt these types of tools in the wider organization.
Today, out of nowhere, I noticed a flurry of activity on our Yammer network. It appears like one class of students have decided to sign up for Yammer and create a group to facilitate collaboration and information sharing. This could have just as easily been a faculty or administrative department, the specifics don't really matter. What matters is that the organization did it on its own.
And what happens if this group discovers Yammer to be a great tool and spreads the word to the wider organization? Maybe they'll get some kind of recognition or be recognized as 'innovators'.
Exactly he kind of PR that most HR departments really need. That's ok, keep processing the forms, keep folks paperwork up to date, and try not to get noticed.