This paper aims to examine the attitude toward adoption and intention to suggest web-based GPT tools among HR Professionals in a nation that is digitally divided. A conceptual framework was proposed combining and expanding the Task-Technology-Fit (TTF), TAM (Technology Acceptance Model), and TCT (Technology Continuance Theory) models. The framework consists of nine reflective constructs which aim to explain users’ attitudes toward technologies. A quantitative and positivist methodology was employed, using purposive sampling, to gather survey data of 307 HR Professionals from 23 different ITES (IT-enabled services provider) companies from Bangladesh who have experience using GPT technologies. The survey questionnaire consisted of 50 items, a total of 141 valid data were evaluated using structural equation modeling (SEM) using Smart-PLS 4. The findings of the structural path analysis reveal that there are myriads of distinct elements that influence HR Professionals’ inclination to endorse GPT in their workplace. The study also found that the mediating roles of TTF, usability of the GPT applications, perceived usefulness, satisfaction, and continuous intention to use the technology have not been previously examined together within a framework. This research developed a new paradigm by combining three technology adoption models. As an empirical contribution, the study has significant implications for enhancing the existing research on the impact of disruptive technology on HRM and HR Professionals by investigating the adoption of ChatGPT in different contexts among HR Professionals.